Sexual Harassment in the Work Place

What is sexual harassment

Sexually suggestive remarks, unwanted touching, sexual advances, request for sexual favors, or other verbal and physical conduct of nature.

UNDERSTANDING SEXUAL HARASSMENT

Sexual harassment can occur in a variety of circumstances. The vast majority of sexual harassment is done by a male supervisor toward a female subordinate. Although less common, victims can also be of the same gender as the harasser, and a man can be the victim of a female harasser. In general, the keys to sexual harassment are that the conduct is unwelcome and that it is of an explicitly or implicitly sexual nature.

EXAMPLES OF SEXUAL HARASSMENT

ONE

If a male colleague asks a female colleague for a date, in a friendly manner, this alone would not be considered sexual harassment. However, if he persists, and his behavior becomes pervasive enough to detract from her job performance, it may become sexual harassment

TWO

If a male supervisor suggests even once that a female subordinate can get a raise if she provides sexual favors, and this suggestion is perceived by the female subordinate to be serious, this could be considered sexual harassment.

THREE

one colleague may occasionally compliment other colleagues on their clothes. This conduct can be harmless if done in a neutral and straightforward manner. But if these same compliments are delivered with sexual innuendo in the giver's tone of voice, or with a leer, or if a recipient indicates that such comments make her or him uncomfortable, and the compliments continue, then they may constitute sexual harassment.

PREVENTING SEXUAL HARASSMENT

Managers can do much to create a work environment where sexual harassment is less likely to occur and where they will be able to learn about potential problems as soon as they arise. With preventive measures in place and with early warning, managers have the opportunity to address potential harassment before a situation escalates.

Continually assess the work environment for signs that a problem may exist so that corrective action can be taken. Such signs may include:

Open displays of inappropriate material or behaviors such as pin-up calendars, common use of sexually explicit language, or the telling of lewd jokes

Friction between the sexes as manifested by frequent complaints or grievances pitting women and men against each other

Persistent gossip that includes whispered conversations or sexually oriented rumors

Sudden changes in an employee's job performance

Distribute and post the sexual harassment policy and reporting procedure of your organization. If none exists, post the EEOC guidelines and elaborate specific conduct that is considered unacceptable.

Educate all employees by providing sexual harassment workshops and information.

Be an example. Show a gender-neutral attitude. Ask for feedback regularly from female and male employees about your own behavior.

Be firm and consistent. Work for changes in others' attitudes. Do not tolerate offensive jokes or comments from women or men. Provide frequent feedback to employees who need to adjust their conduct.

Be personally accessible to employees and listen to their complaints.

Offer employees more than one route for registering complaints, including routes that bypass direct supervisors, who may be the source of harassment.

Respond quickly, fairly, and with as much confidentiality as possible to any complaint of sexual harassment.

INVESTIGATING AND RESOLVING

INCIDENTS OF SEXUAL HARRASSMENT

If a manager observes sexual harassment or if sexual harassment is reported, that manager has an obligation to act. How behavior or a complaint is handled sends