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    Sexual Harassment

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    maha
    Sexual harassment creates a hostile work environment and negatively impacts employees and company productivity. It includes verbal abuse, unwanted physical contact, and other unwelcome behavior. Victims often experience emotional distress, lower self-esteem, and physical health issues. They may withdraw from work or disengage, leading to decreased performance and increased absenteeism. Witnesses and victims are also more likely to quit, resulting in high turnover. Companies should adopt clear anti-harassment policies, train employees, take all complaints seriously, and enforce consequences to prevent harassment and its harmful effects.

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    Sexual Harassment

    Uploaded by

    maha
    72 views6 pages
    Sexual harassment creates a hostile work environment and negatively impacts employees and company productivity. It includes verbal abuse, unwanted physical contact, and other unwelcome behavior. Victims often experience emotional distress, lower self-esteem, and physical health issues. They may withdraw from work or disengage, leading to decreased performance and increased absenteeism. Witnesses and victims are also more likely to quit, resulting in high turnover. Companies should adopt clear anti-harassment policies, train employees, take all complaints seriously, and enforce consequences to prevent harassment and its harmful effects.

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    Sexual harassment creates a hostile work environment and negatively impacts employees and company productivity. It includes verbal abuse, unwanted physical contact, and other unwelcome behavior. Victims often experience emotional distress, lower self-esteem, and physical health issues. They may withdraw from work or disengage, leading to decreased performance and increased absenteeism. Witnesses and victims are also more likely to quit, resulting in high turnover. Companies should adopt clear anti-harassment policies, train employees, take all complaints seriously, and enforce consequences to prevent harassment and its harmful effects.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    72 views6 pages

    Sexual Harassment

    Uploaded by

    maha
    Sexual harassment creates a hostile work environment and negatively impacts employees and company productivity. It includes verbal abuse, unwanted physical contact, and other unwelcome behavior. Victims often experience emotional distress, lower self-esteem, and physical health issues. They may withdraw from work or disengage, leading to decreased performance and increased absenteeism. Witnesses and victims are also more likely to quit, resulting in high turnover. Companies should adopt clear anti-harassment policies, train employees, take all complaints seriously, and enforce consequences to prevent harassment and its harmful effects.

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    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.

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