Background
Amanda is a 27-year-old female who works as a customer service representative in a local call center. She is married and has a two-year-old daughter. Amanda came in seeking help as a result of an awareness that some of the men at her workplace may have crossed the line when it comes to the treatment of women. This is the only place she has ever worked and thought these behaviors were normal until the #MeToo movement brought it to her attention that their behavior is more than just the corporate culture.

When Amanda thought about it, she realized that she was being sexually harassed, and possibly even singled out by males in her work environment. She does not feel comfortable talking about this issue with human resources or her current supervisor, because her supervisor is one of the perpetrators. She fears that complaining at work will have repercussions and could cause her to lose her job. She also does not feel comfortable talking about this with her husband, because she is afraid of his reaction. The behaviors for which she complains include unwanted physical contact, jokes and references of the sexual nature, and the sharing of sexually explicit photos through company email (RAINN, 2019). Now that Amanda knows that these behaviors cross the line and should not take place in the work environment, she’s feels violated and wants to find a way to resolve the issue in a way that does not jeopardize her job.

Analysis

The #MeToo movement responsible for an increase in clients who have become aware that they have been sexually harassed on the job (Meyers, 2018). In many cases, clients were not aware that the behavior they were exposed to on-the-job was not appropriate in the work environment. The culture surrounding sexual harassment has changed significantly since the #MeToo movement. Have until this time, the workforce was frequently a place where it was considered normal for comments about a woman’s body, or sexually explicit jokes to be the norm. The #MeToo movement brought awareness that these types of behaviors constituted sexual-harassment and should no longer be tolerate as normal in the workplace (Meyers, 2018). Women now felt that they needed to speak out about these practices, but often times, they have no safe place where they can express their sentiments without fear of repercussions (Meyers, 2018). Many of them are turning to counselor’s offices as a place where they can express their feelings and resolve any negative self-talk that may have developed as a result (Meyers, 2018).

One of the difficulties in defining whether sexual-harassment has taken place is that the EEOC definition of sexual harassment does not cover every circumstance and can be unclear. According to the EEOC, the victim can be either a man or a woman, or the person harassed can be the same sex (EEOC, 2019). According to this definition, the comments do not have to be about a particular person but can be about that category a person in general. For instance, sexual-harassment can include general comments about women and do not have to be directed towards an individual (EEOC, 2019). The problem is that the law does not specifically prohibit teasing, offhand comments, or isolated incidents that are not considered very serious (EEOC, 2019). The problem is that these comments create a hostile work environment that can result in the victim being fired or demoted.

Now, the definition of sexual harassment has been expanded by many human resources departments. It is not the desire to create a hostile work environment, but to create a productive and welcoming environment for all employees. Sexual harassment can come from a supervisor, indirect supervisor, coworker, teacher, peer, or colleague of any gender or orientation (RAINN, 2019). Activities that are considered sexual-harassment can be actual physical acts of sexual assault, making the conditions of employment or advancement dependent on sexual favors, requests for sexual favors, verbal harassment of the sexual nature, unwelcome sexual advances, unwanted touching or physical contact, discussing...…or any position where Amanda could leave to seek other employment if she wished. If not, CBT therapy may need to focus on assertiveness training, or other methods to help her learn to set healthy boundaries in the work environment. The difficulty is teaching her to do so, without jeopardizing her position at the company if necessary.

Conclusion

The #MeToo movement is redefining the workplace culture and working to make it a truly equal opportunity place. In the past, cultures developed where the rights and feelings of women were not considered. It was clear that it was a man’s world, and women did not even have the right to complain if they wanted to keep their jobs. Now, the definitions of what constitutes sexual harassment are being expanded, and women are being given a voice that allows them to come together in solidarity to achieve necessary social changes.

Amanda’s case is similar to other women who have suddenly become aware that the way they are being treated at work is not appropriate, nor is it the way it has to be. The first hurdle is getting them to admit that boundaries have been crossed, and to recognize the damage that has been done to them. The ways in which sexual-harassment affect women differ according to the individual. There is no one-size-fits-all treatment for those who have been victims of sexual harassment in the workplace. The first step is obtaining an accurate diagnosis and needs assessment for the client. Next, treatment modalities can be explored.

Sexual-harassment in the workplace will only change when the victims are given a voice to speak against their perpetrators. So many times, they do not feel comfortable speaking out and will suffer in silence for years. This is a complex issue, and the #MeToo movement is changing the way sexual-harassment is viewed in the workplace. It may take some time to achieve permanent social change, helping each individual, such as Amanda, is a big step in that direction.