Sexual Harassment in the Workplace - Research Paper Example

Sexual Harassment in the WorkplaceAccording 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. The individual harassing a female colleague sexually may also use the submission or rejection of sexual conduct when making critical decisions in the workplace. The designation of assignments within the workplace may depend on an individual’s submission or rejection of the sexual conduct.

The second category involves ‘hostile work environment’ harassment. In this case, sexual harassment adversely affects the performance of females; a factor that makes them feel intimidated and threatened in the workplace (Baker, 2008). Sexual harassment is a behavior that was common during the slavery era, and female slaves were highly vulnerable to unwanted sexual requests and harassment. The first act that prohibited any form of discrimination based on sex was passed in 1964, and the term ‘sexual harassment’ coined in 1975.

Harassers may rely on the unwanted physical conduct, indecent and foul language, obscene gestures, sexually oriented remarks and humor in an effort to communicate sexual harassment. Some of the behaviors falling under sexual harassment in the workplace include:Verbal harassment in request for dates, explicit remarks, and whistlingNonverbal harassment in the form of suggestive gesturesOgling at specific body parts in a womanExposing female colleagues to subtle pressure to give in to sexual conductWritten harassment in the form of letters, text messages and emailsUnwanted and inappropriate touching, patting and rubbingGiving threats so that a female employee can give into sexual conductRequesting for sexual favors and promising promotions in exchangeSexual harassment in the workplace may begin with isolated cases of unwanted sexual requests, behaviors, as well as gestures.

In the United States, a remarkable percentage of women still face sexual harassment in the workplace. Specifically, the Civil Service Reform Act of 1978 and the law in Title VII of the Civil Rights Act of 1964 make it evident that sexual harassment is illegal. The fact that there are complaints of mistreatment of women serves to highlight the salient need for the reinforcement of the company’s sexual harassment policy. Therefore, all the employees need to understand the company’s sexual harassment policy.

Upgrading the policy in an effort to prevent future cases of sexual harassment will serve to communicate the seriousness of the matter. Harassers may be subject to litigation in a court, as well as disciplinary action by the organization (Blue, 2004). Supervisors, employers, or co-workers may commit sexual harassment. According to the Michigan Law, employers have a mandate to ensure that sexual harassment does take place within the workplace (Dobbin & Kelly, 2007). Employers should take critical measures in order to protect employees from sexual harassment.

It is rational for the company to investigate the current claims of mistreatment. Although the current cases of mistreatment have been targeting female employees, male employees may also face sexual harassment.Attachments: The Company’s current sexual harassment policy Michigan State Law on sexual harassmentReferencesBaker, C. N. (2008). The women's movement against sexual harassment. New York: Cambridge University Press.Blue, P. Y. (2004). Directions in Sexual Harassment Law (Book). Library Journal, 129(3), 143-144.Dobbin, F., & Kelly, E. L. (2007).

How to Stop Harassment: Professional Construction of Legal Compliance in Organizations. American Journal of Sociology, 112(4), 1203-1243.