Sexual Harassment In The Workplace
Sexual Harassment cost an organization $6.7 million each year (Mahabeer, 2013). This is due to loss efficiency, replacement of employees being harassed, and employees calling off due to the strain of the torment. While most employees who are being harassed decide to leave their position, if they choose to persist, they strain to dismiss or avoid the harasser. Sometimes, even in trying to deflect or ignore the harassment, the emphasis is still rife. Sometimes reporting the harassment does not resolve the issue. In fact, in most cases the harassment seems to get worse, especially, when the harasser knows they have been reported. They will start teasing or saying things that may not quite cross the line, and are not enough to get them into any addition trouble.
When women are sexually harassed by a man, it represents a lost of power. On the other hand, if a woman sexually harasses a man, it is viewed as repayment for what men have done to women over the decades (Lightle, 1992). The men in the workplace are having a difficult time adjusting to the stereotypes that is placed on the women in the workplace (Lightle, 1992). With the given shift in the workforce, women are in positions of control and power, which seems to affect men who have become accustomed to the outdated ways of the past (Lightle, 1992). Individuals who sexual harass others, are finding it difficult to remold their mind set (Lightle, 1992).
Whatever the reason, sexual harassment is inexcusable (Lightle, 1992). Some men and women sexual harass others, because they have become comfortable with the environment within the organization. When the organization starts changing their outlook and begin carrying out policies and procedures, the employees who are doing the harassing, cannot change. And since change is difficult for some people, they just rather not. Even if it hurts their professional growth.
The most effective weapon against sexual harassment within an organization is making everyone responsible. This paper will discuss ways that organizations and employees can prevent sexual harassment in the workplace along with ongoing effective training methods.
Sexual harassment incidents are becoming more common in the workplace. These incidents are being reported more within the government sector versus the private sectors (Serepca, 1995). It is vital that not merely the government agencies have policies and processes in place, but the private sectors need to have policies in office as well (Serepca, 1995). When concrete policies and procedures are in place they will trim the unwanted sexual advances that individuals experience in the workplace.
The first steps in preventing sexual harassment in the workplace is, having a written sexual harassment policy. In this policy, the information needs to address and define sexual harassment. The policy should tackle the importance of the policy and the consequences, if anyone violates the policy. Secondly, the organization should have a complaint procedure for any employees who believes they have been sexually harassed. Thirdly, there needs to be an effective investigation procedure. When doing the investigation, the organization needs to ensure that the investigation only involves the employee filing the complaint and the alleged harasser, and possible witnesses in regards to the harassment. In addition, the organization needs to make sure the information is documented and is accurate. The information should be kept in a separate file away from the personnel files. Employees who are distressed about the outcomes of the investigation may want to bring additional legal action. The Equal Employment Opportunity Commission (EEOC) is a federal law enforcement agency, that enforces laws against discrimination in the workplace. If an employee decided to lodge a complaint, the EEOC reserves...
References: Garman, A. (2013). Increasing the Effectiveness of Sexual harassment Prevention Through Learner Engagement. ProQuest UMI Dissertations Publications. Retrieved from http://search.proquest.com.library.capella.edu/docview/1417041951?pq-origsite=summon
Lightle, J. (1992). Sexual Harassment in The Workplace: A Guide to Prevention. Course Technology Crisp. Retrieved from http://site.ebrary.com.library.capella.edu/lib/capella/docDetail.action?docID=10058844
Mahabeer, P. (2011). Sexual Harassment Still Pervasive In The Workplace. Retrieved July 2, 2014, from http://jobs.aol.com/articles/2011/01/28/sexual-harassment-in-the-workplace/
McGuinness, k. (2013). Sexual Harassment Hurts Careers. Retrieved June 25, 2014, from http://www.fem2pt0.com/2013/03/25/sexual-harassment-hurts-careers/
Serepca, B. (1995). Sexual harassment. The Internal Auditor, 52 (5), 60. Retrieved from http://search.proquest.com.library.capella.edu/docview/202733664?accountid=27965
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