Sexual harassment: an examination of workplace dynamics and prevention

Sexual Harassment: An Examination

Given the media and given the average citizen's level of misinformation, it's not at all uncommon for myths and unrealities to continue to thrive regarding sexual harassment. Sexual harassment is a form of discrimination and a negative interaction which is in violation of the Civil Rights Act of 1964. Sexual harassment is illegal in the workplace and refers to "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment" (eeoc.gov, 2014). One of the myths that prevails most strongly about sexual harassment is that it only occurs to specific people in specific circumstances. The reality is that sexual harassment is actually far more encompassing. The victims of sexual harassment can be male or female; in fact, the perpetrators of sexual harassment can be male or female. Moreover the victim does not have to be of the opposite sex. The harasser might be a supervisor to the victim, a co-worker, or even a non-employee. Another aspect about sexual harassment that many people often forget is that the victim does not necessarily include the person harassed by anyone who is affected by the negative and offensive conduct.

One way that victims have been said to contribute to an environment which allows sexual harassment to thrive is through silence. In failing to speak up for themselves and in failing to call out the harasser in regards to his or her actions, they are creating a state where sexual harassment is allowed to thrive. This is so problematic as it allows the abuse to subsist. Instead, the victim needs to have the courage to inform the harasser directly that the conduct is unwelcome and must absolutely stop. The victim has the responsibility to use any complaint or grievance process which might be existing or at work in the organization.

Methods of Prevention

It has been said that prevention truly is the best means by which sexual harassment can be stopped. Prevention is a method which is made up of several pillars of action. For example, one aspect of prevention which is truly effective is education. Employees need to be educated in the workplace about sexual harassment: what it looks like, what it sounds like and why it is so problematic and invasive. Some people who perpetrate sexual harassment truly do so out of ignorance: those were the types of environments they were raised in and have become accustomed to, and they genuinely don't think that there is anything wrong with certain forms of sexual harassment. For instance, this can occur when sexual harassment takes the form of misogynistic or lewd jokes, or when there's inappropriate touching. Some people who perpetrate sexual harassment don't see how a hand placed on another person's shoulder can be viewed as unwanted -- and thus, this is why educational methods are so important.

One aspect of prevention in sexual harassment is simply training. Just as employees need to be trained on how to use a new software program, so they need to be trained to recognize what sexual harassment is and why it is so damaging. If more people are aware of what forms sexual harassment can take, then more people are well-versed in being able to prevent it. The importance of training cannot be reiterated enough: "…make sure that all of your employees, from managers down to the newest hourly worker -- know what sexual harassment is and that it is not tolerated. Regular training sessions are best, but at the least every business should have a carefully drafted policy that every employee and new hire must read and understand" (Berkowitz, 2014). Another way in which sexual harassment can be prevented is by taking a clear stance against it. This largely involves demonstrating from a supervisor's role and from a managerial standpoint, that the given work environment will not allow sexual harassment to thrive or to exist whatsoever. Part of this revolves around being able to respond to complaints in an appropriate manner: "Have a process in place by which employees can express their concerns confidentially, without having to involve the alleged harasser in the chain of reporting. Treat every concern seriously and don't brush off rumors without giving them the attention they deserve. In some cases, complaints can be resolved with a staff meeting to go over the rules of workplace etiquette. Other problems may require more formal investigation, assistance of outside counsel, and discipline" (Berkowitz, 2014).

In order to set the tone that sexual harassment will not be tolerated, the employer often has to be the one to do the things which can be uncomfortable, but which ultimately demonstrate real leadership. In part, this has to do with avoiding or managing situations which could get out of hand. Certain social events at work, certain scenarios can sometimes raise feelings or types of behavior in people that they otherwise wouldn't express. For instance, while it might seem harmless to screen the Miss USA pageant in the office break room, such a tendency could initiate behavior or comments which can be viewed as sexual harassment. The best course of action in that case would be to avoid such hot water all together. "Of course, the best way to handle complaints about harassment in the workplace is to not have any because your workforce knows how to behave. Be sure all employees are given guidelines on workplace ethics. Keep an eye out for actions that just brush the line between 'okay' and 'not okay' and put a stop to them before they escalate" (Berkowitz, 2014). Again, sometimes preventing trouble or bad behavior before it escalates means that one will need to be the person who has the leadership to jump in and verbalize the rules and regulations and the expectations of professionalism. This can be uncomfortable for some, but this is the type of leadership that managers need to be able to exhibit.