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This must be done with care so that the accused offender does not attempt to take retaliatory action against the accuser. The Goforth article discusses how the Equal Employment Opportunity Commission and the Ohio Civil Rights Commission use outreach programs to show business leaders how a proactive approach to sexual harassment issues can prevent lawsuits, protect bottom lines and preserve reputations. The article recommends that employers must take an active role in creating an atmosphere in which employees like to come to work. Sexual harassment in this case must be addressed on a personal level with employees, to put the challenge out in the open.
A third suggestion of how to deal with sexual harassment in the workplace is mentioned in Elliot's article. Elliot suggestions that all employers should implement and strictly enforce a sexual harassment policy, and he offers a list of items that any good policy...
For example, the policy must include the company's commitment to eradicate and prevent sexual harassment; a definition of sexual harassment, including both quid pro quo and hostile workplace; an explanation of penalties that will be imposed in the event of an offensive conduct; a statement that assures confidentiality; and a statement of the penalty for filing knowingly false accusations. Elliot includes other elements that must be in a policy; however, these listed above seem to be the most important ones to implement in a policy. Finally, three suggestions to successfully deal with sexual harassment in the workplace are to: 1) set the tone in the work environment that sexual harassment will not be tolerated, 2) effectively train employees in management positions on what constitutes sexual harassment, and how to deal with employees on the issue, and 3) implement a strong sexual harassment policy.
Sexual Harassment Workplace Sexual Harassment: A Legal and Psychological Overview Workplace Sexual Harassment, as delineated in the text by Anne C. Levy, & Michele A. Paludi (2001) is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment, an environment that can be stressful for everyone where personal relations are concerned. This is why Part I of the text explains not only
Sexual harassment can be legally defined as "verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes" ("sexual harassment," 2012). If a person in authority such as a boss, mentor, or official is found pressurizing a person holding an inferior position with
Sexual harassment is not something that has a sole effect on the accuser and the victim. This type of behavior has an influence on everything around them. Sexual harassment policies are put in practice to make sure there is a safe environment and lessen employer liability. There are approaches that can be performed in order to display the commitment that is from people in high places. With that said, this
Sexual Harassment It is important to note that apart from serving as a centre for economic gains, the workplace also serves as a second home as well as a critical social network. Just like any other social network, the workplace also tends to have a distinctive culture which in some cases could be a field of gender-biased traditional beliefs. It is these gender-biased traditional beliefs that at times expose individuals (typically
3) Implement formal and informal problem solving mechanisms, grievance procedures, investigative measures, and disciplinary procedures to resolve sexual harassment complaints. 4) at least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment and review your complaint procedure and encourage employees to use it. 5) at least once a year, conduct training
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