How to Curb Sexual Harassment - Term Paper Example

How to curb Sexual Harassment Sexual harassment may be termed as any repeated act that is conducted without the consentof one party (Tatiana 1). The derogatory acts may entail sexually abusing or invoking remarks uttered by a workmate at a workplace or in classrooms in colleges. Francis (3) adds that such statements are commonly offensive and objectionable on the side of the recipient and may result in discomfort and mental trauma. The most disgusting part of the entire act of sexual harassment is that it is gender biased since the female person is the most vulnerable in most of the cases (Linda & Hajdin 11). The responsibilities and caution requisite for the achievement of an environment favorable for work and studies is one of the high expectations that the society has laid upon all members (Tatiana 2). The golden rules involved in the process of maintaining a sex harassment free zone is a core duty of all the members of the society (Tatiana 2). For instance at the workplaces, every employee holds a legal obligation to keep their working surrounding free from sexual harassment. In situations where such obligations are less taken into consideration or even ignored, Francis (23) offers a stern warning that low output from work, loss of dignity as well as low quality work may result. Coupled with the golden rule of life stating that individuals should always strictly aspire to do unto others what they would also wish to be done to, Kent State University developed an elaborative policy as regards unlawful harassment and the discrimination based on gender, race and tribe, political or even religious differences. Keeping in mind that sexual harassment is an act that may not spare an individual for some special reason, employees at all work places should ensure that they fully acquire a proper comprehension of the various forms of sexual harassment (Francis 20). The most frequently reported forms of sexual harassment include those form supervisors who blackmail their employees in the sense that the employees stand a risk of loosing their jobs should they fail to corporate in offering them a sexual favor (Tatiana 5). On the other hand, a sales agent or a clerk may frequently utter demeaning statements to the other workers when he serves the female workers at his work station. As Francis (45) reports, many office managers have also been reported to instill extreme discomfort to the other office users such as cleaners by making sexually explicit statements in their presence. In times of ideological differences that may naturally arise among employees, others may belittle their coworkers by insulting them through using sexist or demeaning arguments in order to silence them. More frustrating is when employees harass the rest of the university workers by posting sexually oriented jokes such as pornographic pictures or videos on the university’s intranet bulletin sites as others also sends electronic mails to their coworkers that contain sexually oriented language (Linda & Hajdin 7). Similarly, in the higher learning institutions such as the universities, more or less similar cases of sexual harassment forms have been reported either from the male or female students against senior staff members such as the university professors and lectures. Workers within the university are encouraged to beware of all forms of sexual harassment in the entire university community in order to help curb such vises completely. Tatiana (12) reports in his book that even though the act is gender and superiority neutral, most reported cases have been those against female students by fellow male students and the university professors and lectures. As opposed to the fellow student’s forms of harassment, the professors and the lectures resort their power and academic authority to intimidate the female students in favor of sexual pleasure with them (Linda & Hajdin 3). A professor may blackmail a female student by asking them to choose between either to getting an “A” in their examinations or fail the examination if they choose not offer a sexual favor to the professor. Common to both the professors and the students, sexual harassment occurs in form of interesting activities such as making sexual gestures (eye twinkling), uttering sexual statements and jokes and sexually arousing looks (Francis 67). Students sitting in common facilities such as lecture halls, libraries and computer and science laboratories may touch, pinch or grab parts of the body in a sexual manner (Mary 11). Along pathways, students may also intentionally brush up against those they want to sexually harass. Spreading sexually related rumors such as false intimate relationships against others constitute sexual harassment. Common to the female students is the dress code that is sexually provocative such as short skirts that expose most of the body sexual parts (Tatiana 10). Francis (256) outlines many steps that anyone prone to the big issue of sexual harassment can adopt in order to secure him or herself from falling either a culprit of victim of it. As many as the steps are, it is practically impossible to follow them all to the latter. However, all victims are encouraged to follow as many as they can (Francis 258). The most crucial of all steps is the adoption of sexual harassment policy in every institution or organization. The sexual harassment policy will provide clear and precise guidance to all the employees stating what would be termed as sexual harassment and the possible penalties (Linda & Hajdin 11). The policy also outlines the procedure that is to be followed in case a case a sexual harassment report is made to the university disciplinary committee. The clearly spelt out procedure of investigation helps to discourage workers against framing false information in order to victimize them. The heaviest burden of minimizing cases of the new university employees falling victims of sexual harassment lies within the powers of the bosses or the managers. Employers have the greatest capacity in the formulation and the enactment of laws regarding sexual harassment. The employers can achieve this noble duty through the provision of environments that are free of circumstances that may provoke such acts of sexual harassment (Tatiana 11). Such environments free from discriminating experiences include provision of private offices to spare certain employees liable to derogatory statements from their coworkers (Mary 4). Workers liable to such discriminatory conditions include for example, in a department dominated by one sex against an individual of a different sex such as one female against ten male workers in a department. Similar to this case is the situation where two workers of opposite sexes are allocated to one office, which may encourage one of the two to involve his or her coworker in a sexual act against the wish or consent (Francis 117). Furthermore, the dress code selected by employees during working sessions also proves one of the largest contributors to the cases of sexual harassment. Just as advised by Tatiana, (15) workers must be considerate and bear in mind that all other colleagues are humans who have a sense of feelings that are easily aroused by a mere sight at certain features of the body. Such cases are however most prevalent with the female workers who resort to short, tight and translucent outfit during working sessions (Linda & Hajdin 10). These outfits as a result provoke the feelings of the other workers (specifically male workers) who in turn make an attempt to make a satisfaction of their provoked feelings through any means within their capabilities such as rape or making utterances that insult the victim (Francis 136). The university personnel in charge of workers in all departments, through a code of conduct set by the university policy on sexual harassment, should spell out clearly dress codes that ensure high dignity and respect of the human body is held in high regards. Other situations that encourage cases of sexual harassment among various workers are the use of electronic media such as the computers and the telephones (Francis 97). Workers given duties of making communications within the university may misuse the chance by posting sexually oriented pictures and messages (Mary 11). Such dirty pieces may be posted on common university pages on their major websites and intranet bulletin sites. The act of using the communication devices to provoke other employee’s sexual feelings amounts to sexual harassment which shall be checked by the university authorities concerned with ICT to instill necessary penalties against culprits. Besides the employers’ responsibilities and commitments in the provision of working atmospheres free from discriminatory and sexual harassment zone, employees, similarly have a duty to maintain such atmospheres provided through the manner in which they respond to the set policies regarding sexual harassment (Tatiana 14). Ignorance and lack of proper understanding of the university’s policies on sexual harassment may push someone to a risk of violating certain aspects if not the entire policy thus facing charges related to sexual harassment. This entails regular reading, discussion and consultation on issues related to the policies so as to keep one up to date with the policy regulations (Linda & Hajdin 6). Yet another risky circumstance that can lead to the tempting situations of sexual harassment at various work stations within the university is the lack of adequate knowledge of coworkers (Linda & Hajdin 14). This knowledge should be in relation to their sexual feelings under various conditions, attitude towards sex related matters as well as their general behavior and conduct on sex related issues (Mary 15). The significance of this knowledge is that it goes along way in helping each worker avoid any compromising situation with each colleague based on their knowledge of them as far sex related circumstances are concerned. The workers would have proper knowledge of what to do , when to do it, with whom to do it and even how to do it so as to attain full security from sexual harassment even on their own (Francis 73). In most of the cases reported to the university disciplinary authority in the past, most of the investigations have shown that the victims contribute greatly to the entire process of harassment. Most reports form such investigations reveal that the victims had been deeply involved in sexual charts physical talks with the culprits just before the incident (Tatiana 6). Such sexually suggestive talks or arguments may offer a false impression of interest to the partner who may end up making an attempt to fulfill certain ego built or aroused from the talks or the charts. Employees must therefore exercise a lot of respect and mind their language and talks as well as make elaborate consultations from wisdom when choosing who to discuss particular issues with (Linda & Hajdin 12). Finally, employees are urged to be aware of some of their mangers who would want to use their power and authority to offer certain favors to particular workers for selfish interest of sexual satisfaction. Such favors may include undue promotions, illegal and unfair salary increase deals and offering lifts to from work in their cars (Linda & Hajdin 16). The worst scenarios in such cases are where the bosses blackmail their juniors that they have to choose between offering a sexual favor or risk loosing their jobs. Many selfish employees lacking focus and determination in their duties have fallen prey to such insults before. Employees are urged to stay focused in the discharge of their noble services to the university exercising patience and prudence to avoid falling prey to sexual harassment by a boss for selfish interests (Linda & Hajdin 15). Employees serving in the administrative positions are warned prior to the service to desist from taking advantage of their junior’s position to sexually harass them since this is against the university policies. Culprits will loose their chances of service to the university should they be proven guilty of such offenses and face justice in courts of law (Tatiana 9). As a wrap up therefore, all employees are urged to treat sexual harassment with much more seriousness than as been done before. Sexual harassment bears far reaching effects to both the culprits and the victims concerned (Tatiana 13). The greatest step towards achieving an atmosphere of work that is free from sexual harassment is obtaining full knowledge of what sexual harassment entails, who are the most vulnerable victims of such acts and under what circumstances are the acts most prevalent (Linda & Hajdin 17). The possible penalties associated with committing such crimes related to sex should also be key issue to be addressed when enlightening workers on sexual harassment (Mary 19). Work Cited Argos, Tatiana. Sexual Harassment: Analyses and Bibliography. Huntington, NY. Nova Science Publishers, Inc. 2009. Print. Leslie, Francis. Sexual Harassment As an Ethical Issue in Academic Life. Boston Way, Lanham. Rowman & Littlefield Publishers, Inc. 2001. Print. Linda, LeMoncheck & Mane, Hajdin. Sexual Harassment: A Debate. Boston Way, Lanham. Rowman & Littlefield Publishers,Inc. 2007. Print. Mary, Boland. Sexual Harassment In The Workplace. Naperville, Illinois. Sphinx Sourcerbooks Publishing, Inc. 2005. Print. Read More