SEXUAL HARASSMENT
Sexual harassment is a discriminatory pattern of behaviour that creates a hostile work environment it
may involve verbal abuse, abuse of power, sexual quid pro quo, and assault such as unwanted
groping.
Harassment in the workplace has
negative effects on all workers, including decreased performance,
low morale,
and increased turnover
It undermines the trust and respect necessary for a productive work environment
feels Afraid, anxious, ashamed, embarrassed, angry, humiliated, devalued, insecure, guilty,
dirty, weak, isolated
EMOTIONAL AND PHYSICAL ISSUES
Victims of sexual harassment often suffer emotional and psychological harm, including stress,
depression, and anxiety.
They often experience decreased confidence and self-esteem.
Physical health problems may arise such as loss of sleep and appetite, weight fluctuations,
nausea, and headaches.
PROFESSIONAL AND FINANCIAL PROBLEMS
Sexual harassment wreaks havoc on a victim’s job performance and career trajectory.
Fear and decreased confidence can cause some people to withdraw from the workplace and
disengage from co-workers.
They are more likely to be tardy, absent, distracted, and neglect duties.
DECREASED COMPANY PRODUCTIVITY
The hostility created by harassment causes absenteeism, low morale, gossip, animosity, stress,
and anxiety among staff.
Low productivity is more common in environments with high rates of sexual harassment.
Victims and witnesses of sexual harassments are more likely to quit, leading to high employee
turnover and related hiring and training cost increases.
A toxic environment will also make recruiting top talent more difficult.
NEGATIVE BRANDING IMAGE OF THE COMPANY
When consumers witness or are made aware of “incivility” directed at an employee within the
workplace, these potential customers can develop negative generalizations which will make
them less likely to purchase from the firm.
Studies also show that employees that have experienced an “unfair” workplace will even
actively discourage potential customers from purchasing products or services from their
employer.
Emotional effect How do you think someone who is sexually harassed
Hostile environment Unwanted sexual behavior which creates an intimidating, hostile, or
offensive atmosphere in which it is difficult for an employee to work or a student to learn
Non verbal gestures, name calling, pinching or grabbing, displaying graphic or suggestive
pictures, etc.
How Widespread Is Discrimination and Harassment? About 70% of women and 20% of
men have experienced discrimination and harassment As an example, there are about
30,000 sexual harassment cases filed each year. In 2012, charges of discrimination and
harassment cost U.S. companies more than $400 million Complaints filed by men have
more than tripled in recent years
What is Sexual Harassment The EEOC defines sexual harassment as sexual conduct that
is: Unwelcome Harmful Illegal Two types: Quid Pro Quo Hostile Work Environment
7 Quid Pro Quo Latin for “this for that” Tangible employment action Term or
condition for continued employment Basis for employment decisions Undesirable
effects on employee opportunities
8 Severe or pervasive conduct (or both) Unreasonably interferes with work
performance Creation of an intimidating or offensive work environment Hostile Work
Environment
9 Possible Hostile Work Environment Examples Offensive touching or “horseplay”
Displaying offensive posters, cartoons, drawings, calendars, screen savers, etc.
Derogatory, sexist, or racist comments or jokes Regularly: Using crude/vulgar language
or body language Making rude comments or jokes about a protected class Repeatedly
asking out a person who has told you they are not interested
Tangible Employment Action Or Hostile Work Environment? An employee is asked to talk
about her potential promotion with her supervisor after business hours at a romantic
restaurant. An employee brings a sexually explicit gag gift into work for a coworker’s
birthday present.
13 Tangible Employment Action or Hostile Work Environment? (cont.) A supervisor
regularly uses obscene language when talking to his/her employees. Mary Smith receives
smaller pay increase based on performance than other employees with similar performance
because she is Morman.
14 Our Policy Provides a clear statement of our position against sexual harassment
Promotes compliance and prevention by defining responsibilities Protects your rights and
fosters respect for all
15 Our Policy (cont.) Familiarize yourself with the policy Publicize the policy Enforce
the policy Review the policy periodically
Prevention
Prevention: What We All Can Do to Help Provide a clear statement of our position against
sexual harassment Promote compliance and prevention by defining responsibilities
Protect your rights and foster respect for everyone
33 Prevention: What You Can Do to Help Know and comply with workplace policy
Address incidents of harassment immediately
34 Prevention: What You Can Do to Help (cont.) Support victims Cooperate with
investigations
Enlist Employees in Ensuring a Harassment-Free Workplace
And all employees can be trained to serve as good bystanders—helping to
support a positive and respectful culture by:
Interrupting incidences of harassment or its warning signs
Supporting others who have experienced harm after the fact
Formally reporting harassment
Encouraging others’ allyship
Employing Anti-Harassment policy
Monitor your workplace. Get out among your employees periodically.
Talk to them about the work environment. Ask for their input. Look around
the workplace itself. Do you see any offensive posters or notes? Talk to your
supervisors and managers about what is going on. Keep the lines of
communication open.
Take all complaints seriously. If someone complains about sexual
harassment, act immediately to investigate the complaint. If the complaint
turns out to be valid, your response should be swift and effective.
Adopt a clear sexual harassment policy. In your employee handbook, you
should have a policy devoted to sexual harassment. That policy should:
o define sexual harassment
o state in no uncertain terms that you will not tolerate sexual
harassment
o state that you will discipline or fire any wrongdoers
o set out a clear procedure for filing sexual harassment complaints
o state that you will investigate fully any complaint that you receive,
and
o state that you will not tolerate retaliation against anyone who
complains about sexual harassment.
Train employees. 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, review your complaint procedure, and encourage employees to
use it.
Train supervisors and managers. At least once a year, conduct training
sessions for supervisors and managers that are separate from the employee
sessions. The sessions should educate the managers and supervisors about
sexual harassment and explain how to deal with complaints. To learn more
about dealing with employee complaints
Adopt a clear sexual harassment policy
Sexual harassment policy to be inclusive in the HR Manual and be circulated to the employees. This
regulation should lucidly explain:
State that sexual harassment has zero tolerance
State that you will discipline or fire any wrongdoers
Provide a straightforward process for reporting sexual harassment
To promise to completely investigate each complaint you receive, and
make it clear that you won't accept retaliation against anyone who reports sexual
harassment.
Train employees.
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, review your
complaint procedure, and encourage employees to use it.
Take all complaints seriously.
If someone complains about sexual harassment, act immediately to investigate the
complaint. If the complaint turns out to be valid, your response should be swift and
effective.
Different categories of sexual harassment
Verbal: Example, make a sexualized comment about a person, their body, or narrate sexual jokes
or stories.
Non-verbal: Example, staring at a person to the extent that it makes them uncomfortable or
making sexual hand gestures or body movements.
Physical: Example, touching inappropriately, without consent.
Rape or attempt to rape.
Undue pressure for sexual favours.
Unencouraged touching, leaning over, pinching, or cornering.
Unwanted sexual looks and gestures.
Using sexualized questions and words during conversation or to address someone.
Catcalls.
Whistling at someone.
Spreading rumors about a person’s sexual history or orientation.
Forceful hugging, kissing, patting, or stroking.
