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Employees have more difficulty identifying this type of harassment and therefore it is more problematic to address (Icenogle, Eagle, Ahmad, & Hanks, 2002). It occurs where an employee endures catcalls and other comments about their manner of dress. If the comments are unwelcomed and incessant, the action of these employees becomes sexual harassment. Another example of this type of behavior also relates to the act of continuously asking a colleague out on dates or giving personal gifts. The key elements here, the behavior or action must be continuous, unwanted, and powerful enough to transform the work environment into a hostile place.
Once those elements are present, there is a case of hostile work environment sexual harassment. However, if the individual does not feel harassed by the behavior then it is not considered as harassment. Since a component of harassment involves the individual finding, the act unwelcomed. The company's policies provide a mechanism for all acts of sexual harassment to be reported, and all such reports are treated with the respect and seriousness such a report demands.
The following is a definition of key concepts within the policy document. These definitions are to guide employees in their assessment of their behavior or the behaviors of colleague. Unreasonable behavior is any behavior that a reasonable person would interpret as harassing, intimidating, or hostile. Severe and pervasive behaviors are any behaviors that are widespread and significant enough to change an employee's view of their work environment. Any behavior that a colleague deems as undesirable and has not invited is unwelcomed behavior. Be advised that even if someone may smile or chuckle at a suggestion...
Employees are encouraged to treat each other respectfully and to be sensitive to how gender shapes and defines issues. All employees who believe that they have experienced any form of sexual harassment are invited to report the offensive behavior to the proper authorities. You are assured that the matter will be addressed expeditiously and respectfully.
References
What constitutes sexual harassment? (2008). Retrieved from http://www.tmroe.com/articles.faqLaborLaw.html
Howard-Martin, J. (2002). What constitutes sexual harassment? Retrieved from http://www.usatoday.com/money/jobcenter/workplace/employmentlaw/2002-12-18-defining-harassment_x.htm
Icenogle, M.L., Eagle, B.W., Ahmad, S. & Hanks, L.A. (2002). Assessing perceptions of sexual harassment behaviors in a manufacturing environment. Journal of Business and Psychology, 16(4) 601-616.
O'Leary-Kelly, A.M., Paetzold, R.L. & Griffin, R.W. (2000). Sexual harassment as aggressive behavior: An actor-based perspective. The Academy of Management Review, 25(2), 372-
Preventing sexual harassment. (2010). Retrieved from http://www.dotcr.ost.dot.gov/Documents/complaint/Preventing_Sexual_Harassment.htm
At all times, a compliant organization will provide the following to all/each staff/employee: A non-hostile work environment An anonymous and secure system for staff to report sexual harassment/ethical concerns Quick and responsive, unbiased, comprehensive & objective investigation into all claims A safe and courteous atmosphere for our patient population and for our staff An environment void of preferential treatment or discrimination based on gender An environment void of preferential treatment Interim & annual training sessions conducted
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