Meeting the Challenge of Sexual

Meeting the Challenge of Sexual Harassment

Anti-Harassment Strategy

Sexual harassment is one of the issues that interfere with the well-functioning of many organizations, distorting the work environment and creating uncomfortable situation for employees. Several media and government surveys have revealed that the percentage of sexually harassed women in the U.S. companies now reaches 40%-60% (Wikipedia, 2007). It is clear that the implementation of anti-harassment strategies in the U.S. companies is imperative.

Companies that manufacture and sell agricultural products usually tend to orient towards male employees, as this sector is considered by some to not be very suitable for female employees. Such perceptions favor sexual harassment and its development. In our company's case, of the total of 1,200 employees only 30% are female. In order to prevent sexual harassment, the company's top HR must come up with an anti-harassment strategy that needs to be fully integrated in the company's general strategy.

First of all, the anti-harassment strategy for this company must change perceptions about female employees. If successful with this issue, the strategy will attain its goals. The company's managers should start by clearly and firmly expressing their commitment to prevent, eradicate, and prohibit sexual harassment. Meeting and seminars should be organized for the employees that provide definitions and examples of sexual harassment and hostile work environment. Also, a penalties system for sexual harassment conduct should be implemented. The HR department must establish a list of all the actions considered to be sexually offensive, to state them very clearly, and to make sure each employee is aware of them and of the penalties for breaking these rules.

Employees should be trained and educated about this issue. In case sexual harassment cases emerge, the HR department must provide professional help and support for the victims. The complaints channel should be very well organized, and it should use both formal and informal methods for solving harassment cases (Raymond, 2003).