Sources used in this document:

Of particular interest in the article is the fact that most of the claims filed by men involve alleged harassment by other men. Some cases involve unwelcome romantic advances, while some cases involve men being harassed because they are gay, perceived as gay, or not considered masculine enough for the work setting. For example, Hananel relates the case of Joseph Orcale, an employee of an offshore services company, who claimed that "two male supervisors and a male coworker made lewd advances, assaulted him with a bar of soap in the shower, and implied that his job depended on submitting to sex."

The implications for Human Resource Managers include increasing awareness that these practices constitute sexual harassment. According to Hananel, the Supreme Court ruled in 1998 that same-sex harassment is a valid claim under federal anti-discrimination laws. Activities that used to be brushed off as "boys being boys" are now considered serious complaints and are resulting in lawsuits by the EEOC. Additionally, human resource managers should make sure that all employees are aware of their rights and channels for reporting such activities.

I would recommend this article because it increases awareness of the types of activities that are considered awareness. It also serves as a reminder of the consequences of these actions as they can have serious financial impacts for the organization.