Sexual harassment in the workplace Author Institution Abstract This paper focuses on women sexual harassment in the workplace. It looks in details issues and behaviors that women consider as sexual harassment at work, impacts of sexual harassment, and other issues related to sexual harassment…
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This is a crucial topic to discuss since women have made significant progress towards achieving respect and equality at the work place, but there are some challenges that face their efforts. Sexual Harassment in the Workplace Introduction For many years, women’s rights have been under threat, whether it is within the family set up or any other place outside the family set up. In many countries, the civil society organizations are in the forefront fighting for women equality in all spheres of life. However, equality have failed to prevail in various areas whereby women face lack protection from violence, political, economic, and personal security, and also lack of full access to sexual and reproductive health. It is worth mentioning that women have come out in large numbers to join the workforce around the world (Kaushik, 2003). Discussion The need to be financially independent is a significant contributing factor to these advancements in women life. The increased number of women in the workplace is marked with increased vulnerability of women to acts of sexual harassment. This form of women mistreatment is said to be the oldest and most widely spread form of women harassment. In addition, it affects lives of all women irrespective of their culture, age, religion, income, race or class. Experts point out that sexual harassment is a tool that men use to portray their dominance on women since they are considered to be the weaker gender. The most affected women in the society are those focused on fighting the patriarchal system (Shahira & Widad, 2009). Sexual harassment being about power puts women in an inferior position. There are women who respond to acts of sexual harassment in extremely strict manner, but the largest number of women continues to suffer in silence. Those who persevere with acts of sexual harassment do so due to fear of stigma, hostility, ridicule, and discrimination. At the work place, the management must ensure that women are protected from acts of sexual harassment as well as handling such cases in a free and fair manner when they arise. However, due regard is not paid to such cases, which aggravates the issue of sexual harassment in such organizations (Cobb-Clark, 2009). Over a long period of time, many countries have failed to recognize the issue of sexual harassment as a key violation of human rights. This has caused the lack of clear rules and methods to deal with cases of sexual harassment. However, countries such as India have made tremendous progress in combating offences on sexual harassment. In India, the Supreme Court recognizes acts of sexual harassment as unacceptable acts, which cannot be condoned at work places. The increased number of women at workplaces and the closeness between men and women calls for clear guidelines on how to deal sexual harassment in all countries (Shahira & Widad, 2009). Women are known to be excellent in whatever they do. Going by this fact, providing a safe work environment for women implies that their productivity at the workplace will be optimum. Therefore, any organization that is to excel in its operations should take advantage of its women work force. Study based evidence indicates that, in work places where women are in authority, there are less cases of sexual harassments towards women. This observation implies that main perpetrators of acts of sexual harassment are men in authority. This gives men in such positions a lot advantages since the affected women fear
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The author states that before the late 1970s, the issue of sexual harassment had not been completely explicated within the constitution. Resultantly, most of the ladies were overtly fearful of disclosing their sexual harassment matters and occurrences at their workplaces since they feared being put to blame for being provocative.
Sexual harassment is on the rise at work places. Sexual harassment has been defined as sexual advances without consent, sexual favor requests, physical or verbal conduct which is sexual in nature and inclined to creating offensive or hostile working environment (Swisher, 1994).
Sexual harassment is gender-neutral, which also implies that the persons, the victim and the offender can be of the same sex. Legal implications related to sexual harassment can be taken as present if the harasser at the workplace belongs to either senior rank, is an agent, outsider or a colleague; the victim can be any one harassed by objectionable conduct; the conduct of the culprit must be worth calling wrong.
The name was often used as a pet name. The other employees in our department then picked up the same and the employee the name was the order of the day. The employee has now brought a claim for sexual harassment under the title VII of the Civil Rights Act of 1964; This paper seeks to look at sexual harassment in the workplace under the above title, and the provisions that cover offensive language that amounts to sexual harassment in workplaces.
Sexual harassment is considered as a public embarrassment and humiliation where the harassed may be blamed for her dress and lifestyle at times.it is unfortunate that the harassed normally become under scrutiny and this really interferes with their reputation and dignity.
According to the report physical contacts and advances, demand or request for sexual favors, sex related remarks, pornography in front of women workers, or any physical, psychological, verbal or non-verbal conduct of sexual nature can be attributed as the sexual harassment at workplace. Sexual harassment is considered as employment discrimination.
Sexual harassment is described as any sexual activity that makes the victim feel uncomfortable as a result. It is identified as any uninvited behaviour that is inflicted on other workers based on their gender. Sexual harassment may occur both physically and mentally to the victim.
Some view sexual harassment as a symbol of male dominance, while others perceive it as a typically undisruptive form of interaction (Paludi, 1999). The problem is that the label has been used to such a variety of behavior that its definition and implication has been largely reduced.
According to the Michigan state and federal state law, sexual harassment falls under two categories. The first category is the ‘Quid pro-Quo’, which occurs when the perpetrator places an explicit or implicit condition of submitting to sexual conduct in the workplace.
Until 1964 and the inclusion of such behavior in the Civil rights Act under Title VII, courts generally avoided the issue as an inappropriate responsibility to “delve into interpretations of human behavior” (Achampong, Preface IX). With the changes instituted by the 1964 Act, courts not only became responsible for interpreting what actions constituted sexual harassment, but found themselves virtually inundated with cases which previously would likely have been swept under the rug.
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