Against Sexual Harassment In The Workplace

Against Sexual Harassment In The Workplace : Sexual harassment might come in many different ways, including sidelong glances and vulgar comments to insulting statements about gender standards, sexual assault, and other types of physical aggression.

Despite the fact that the legal definition varies by nation, it is usually understood to refer to unwanted and improper personal relationships conduct. As per a fairly detailed description, “any unsolicited sexual contact, desire for romantic gesture, mentally or physically action or posture of a sexual character, or any sexual behaviour that can typically be expected or seen to offend people or embarrassment to another.” It does not have to take the form of interfering with work, being made a necessary duty, or producing a fearful, unpleasant, or insulting work environment.”

Who is the victim of sexual harassment?

Regardless of the fact that both men and women are sexually harassed, the majority of victims are women, according to global survey statistics. Victims are younger, have lower-level jobs, frequently work with and are directed by opposite sexes, and work in male-dominated fields for female victims. Sexual harassment, as well as other forms of abuse and aggression, is especially prevalent among vulnerable groups, such as migrant labourers.

Why sexual harassment in the workplace survives?

However, the most perplexing question is why sexual harassment in the workplace persists. There are business and legislative reasons to eradicate sexual harassment because it is expensive to employees and companies and is also unlawful. However, the expenses of monitoring and regulating conduct, as well as minimal identification of sexual harassment, balance these motives, reducing the risk of lawsuit. As a result, many workplaces may find it beneficial to tolerate sexual harassment. Research might be aimed toward understanding sexual harassment in a larger context that includes commercial and legal incentives, as well as identifying various policies that would increase motivation to follow sexual harassment legislation.

How we prevent sexual harassment in workplace?

There are three ways to prevent sexual harassment in workplace:

Give instruction to your workers
In order to fight sexual harassment in the workplace, proper training is necessary. Employers in some states will be required to provide sexual harassment avoidance training to their employees and administration.
Make it easier to report suspected
It’s possible that a single method of reporting sexual harassment won’t work for all of your workers. You might try providing a number of options to help them think protected and confidence to speak out.
Make sure that everybody feels secure
Irrespective of gender, colour, rank in the organisational structure, or sexual preference, all workers ought to feel respected and secured. It’s not always quite enough simply state that your policy covers everyone.
Transparency is key
For both legal and ethical considerations, it’s critical to be as open as possible. Victims might well be hesitant to come further if problems are resolved underneath locked doors and will never see the illumination of day, because they have never seen your process in action and have no idea what to expect.

Conclusion:

It is concluded that sexual harassment may take a variety of forms, from sidelong glances and vulgar comments to insulting statements about gender standards, sexual abuse, and other types of physical aggression. Despite the fact that both men and women are sexually harassed, the majority of victims are women, according to global survey statistics. The most effective strategy to tackle workplace sexual harassment would be to prohibit it.

Reference:

Fitzgerald, L. F. (1993). Sexual harassment: Violence against women in the workplace. American Psychologist, 48(10), 1070–1076. doi:10.1037/0003-066x.48.10.1070

Joni hersch (2015). Sexual harassment in the workplace, Despite being illegal, costly, and an affront to dignity, sexual harassment is pervasive and challenging to eliminate, doi:10.15185/izawol.188

McLaughlin, H., Uggen, C., & Blackstone, A. (2012). Sexual Harassment, Workplace Authority, and the Paradox of Power. American Sociological Review, 77(4), 625–647. doi:10.1177/0003122412451728