Sexual Harassment
Sexual harassment
The United States Equal Employment Opportunity Commission (EEOC) defines sexual harassment as a type of discrimination based on an individuals gender. This violates Title VII of the Civil Rights Act that was passed in mid 1960s (Sexual Harassment Support, para 1). Sexual harassment is a complex issue to define due to the fact that people have divergent views on what harassment is. Description of sexual harassment thus takes various forms ranging from mere verbal sexist comments to the extreme sexual advances. Sexual harassment can be described based on the subjectivity of the victim and the extent to which the behavior was annoying and undesirable. The definition covers expansive areas in regard to sexual offenses and it may or may not incorporate various forms of violence including rape and battering (Petrocelli, Repa, p 12).
It is not easy to identify the problem in that what may look blameless advances may be the initial stages of more provocative behaviors to come. The innocent forms of harassment are usually used by the culprits to test the victims reactions. Sexual harassment is a growing problem at the workplace. Here, the problem is defined as unwelcome or unwanted attention of a sexual nature from someone at work, that causes discomfort, humiliation, offence or distress, and or interferes with the job (Prekel, para 5). The United States Supreme Court has gone further to elaborated on the fundamental types of sexual harassment. The first category of sexual harassment culminates into an actual employment action. For instance, a boss may demand sexual cooperation from the subordinate staff failure to which the affected staff member is actually fired. This is referred to as quid pro quo meaning something for something. Such type of harassment is committed by those who are in influential positions influencing employment decisions. The other category of sexual harassment is described as hostile environment. This is different from the quid pro quo in that it emanates from undesirable conduct from those individuals the victim interacts with at the work place. Behaviors contributing to the hostility of the environment includes unnecessary touching, showing sexually suggestive pictures, indecent use of gestures, use of indecent language, and discussion of sexual activities among other things that may offend the victim (Husbands, p 119).
Origin of Sexual Harassment
The old school of thinking has it that two individuals become attracted to one another in respect to the natural biological laws. In this case, men are said to possess higher sexual drives that make them more aggressive in approaching women (Morewitz, p 36). The women in the current society have become actively participative in the job market even taking high positions at the workplace. Some men view this as threatening and provoking thus become angered, confused, leading to miscommunication and misbehavior. They turn to the use of force in harassing their female counterparts at the workplace (Brandenburg, p 37-49).
Causes
There are various causes of sexual harassment which are in great variations. Many of the cause of the problem are interconnected and are associated to the cultural orientation and values within the organization and the community. They are also related to roles, comparative influence, and position of the male and female gender within the society. Socialization is crucial in this respect which describes the manner in which both men and women have been raised. In societies where discrimination is a normal occurrence, sexual harassment is tolerable since it is generally associated with prejudice with sexist orientation. The males who were raised with macho beliefs are most likely to extent their machismo to the work environment. On the other hand women who have been raised to believe that their duty is to please men may invite sexual advances at the workplace. Those who believe that sexuality is their sole power base may easily give in to such advances. Though research has indicated that the numbers of such women are insignificant, their behaviors affect other women at the workplace since it prompts male advances. Women who have been raised to believe that they are subordinate to men will not be able to confront the vice (Prekel, para 16).
Moral values and variations in culture are playing a great role in the sexual harassment at the workplace. At a time when moral values are not seriously observed, it becomes common for sexual harassment to occur at the workplace. People usually engage in office flirtations and those individuals who are not ready to accept negative response are bound to become harassers victimizing the reluctant victim. With increasing rates of divorce and stress in the marriage set up increases the vulnerability of sexual harassment as these individuals are emotionally distressed. There is also confusion in the cultural definition about what is right and what is not in the ever-changing society. Behaviors that were once tolerated in the society have now become sexual harassment (Prekel, para 17).
Types of Harassers
Sexual harassment is carried out by members of the society irrespective of their marital status, position in the company, and age. Behaviors and motives of sexual harassment can be varied but generally the harassers can broadly be divided into six categories. The first category is the Mr. Macho which may involve the use of embarrassing comments or undesirable comments. Such behavior may result into unfriendly environment as most women regard this as shameful and full of disturbance (Morewitz, p 42).
The great gallant type of harassers use excess verbal compliments that are unwelcome. Though compliments are generally appreciated, any comments that focus on looks and sex of an employee as opposed to her competency and her input to the organization are considered sexual harassment. Such harassers usually view themselves as gentlemen whereas those who are complimented on the contrary regard the harassers as irritating and condescending. Opportunists are those individuals who are rather promiscuous in their attention to female employees. Such harassers will wait for an opportunity to explore their intentions. Such opportunities may be during business events such as parties, trips, or any other place. Some of their practices may be carried out in public places and if they are not rebuked they are further taken to private places. Such harassers tend to believe that women do like their attentions (Prekel, para 18).
The other category is of the power player in which case the males may insist on sexual favors in pay for certain benefits that comes with their position in the organization. This best explains the quid pro quo harassment. This amounts to misuse of power and trust and may result into lack of efficiency in the organization and taint the image of the organization (Prekel, para 18). The serial harassers on the other hand are those with psychological conditions as they have a compulsive tendency in their behavior. These individuals are the most difficult to identify as they carefully plan for their maneuvers in such a way that people would not easily identify their ill motives. Lastly there is the situational harasser who is triggered by psychological elements but is dependant on the situation as opposed to compulsion. Situations involving emotional distress such as divorce, psychiatric disorders, and other factors may lead to suppression of normal brain functioning are the major causes of the situational sexual harassment. In this case, when the situation normalizes the harasser stops his activities altogether (Shrier, p 60).
Victims
Generally, women are the most affected with sexual harassment. This harassment doe not choose between those who are physically attractive or not and on whether they are dressed in a sexy manner or not. The womans position in the company does not protect her from being insecure from sexual harassment. Instead, such women become special challenge to the male harassers. In particular, women who fall prey to the male harassers include those who are family breadwinners and they are desperate to keep their jobs. The widows and the divorced women are also more vulnerable considering their lonely status and personal losses. Those lacking self-confidence and job skills may also easily fall victim of sexual harassment in search for a promotion and keeping their jobs. Those who are enthusiastic to be acknowledged and liked and lacks assertiveness may easily fall victim. Their ability to make friends and help is often mistaken for an invitation. Those women doing sales-job are vulnerable as clients are likely to ask for sexual favors in promoting their business (Prekel, para 20).
Consequences
There is no doubt that sexual harassment comes with heavy costs to both the organization and individuals. Costs to the organization may be felt in many areas including low productivity and lack of motivation. An employee is always concerned over the harasser and thus unable to work with efficiency. Co-workers may also be demoralized when one is promoted not for their merit but by offering sexual favors. Sexual harassment may also result in loss of valuable employees. Those who comply with the demands of the quid pro quo result in bad decisions that compromise competence. Sexual harassment can also affect productivity through increased absenteeism of victims for fear of being harassed and stress that comes with the harassment. When exposed, the scandalous sexual harassment can ruin the image of the organization. There are also the legal costs on the part of the organization especially if the no action is taken to stop the harassment. Employees have the right to sue the companies for failing to protect them from such violations of their rights (Shrier, p 75).
The personal costs are also very agonizing especially on the part of the victim. The victim is set to suffer gravely though others may also suffer especially when the problem is let to go on unchecked. Most women who experiences sexual harassment regard it as an abuse undermining their self esteem. For those who have experienced the harassment, it can cause extreme psychological breakdown especially when the trend becomes repetitive. Those who chose to leave their jobs often get bad references from their previous employees and this can affect their prospects of securing another job. Women who are courageous enough to voice their resistance to the unpleasant sexual advances could risk being victimized. For the harassers, if their habit is unchecked, they are likely to develop and perfect bad habit that could ruin their social life. If sexual harassment is left to unpunished, individuals are likely to loose faith in the management, they will be unmotivated for seeing others promoted having complied, andor may be motivated to indulge in similar practices when the organization seem to tolerate such behavior (Morewitz, p 112).
Prevention and curbing sexual harassment
There are many practical measures that can be taken to counter the problem of sexual harassment at the workplace. There is need for a clear policy framework from the organization regarding sexual harassment (Carla, p 130). The media and stakeholders should also engage in publicizing the necessity for such policies. Management and all staff have to be made aware of the challenges that come with harassment and learn how to go about it. Awareness is important as individuals are able to observe the boundary on what is up to standard and what is not and also individuals rights are well spelt. There should be well elaborated disciplinary procedures for cases of sexual harassment (Petrocelli, Repa, p 46).
Assertive education is also essential coupled by development of a good self esteem program for women that could be helpful in dealing with the perpetrators. There should also be an employment equity policy with promotions given in regard to merit of individuals. Such policies should be effective and not just on paper. Organizations need to have a positive corporate culture in which case the rights and pride of employees are observed (Husbands, p 128).
Conclusion
Sexual harassment has become a new challenge that organizations in the modern world have to deal with. The vice can be costly to an organization and thus every employer has to work hard to prevent it from happening. Though there are no policies that can comprehensively address the problem of sexual harassment awareness of the issue and how to handle it is very crucial as the initial step in combating the vice. Victims and other stakeholders on the other hand have to take the bold step by coming up to press organizations to formulate policies that will curtail sexual harassment.
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