essay on sexual harassment in the workplace

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Sexual Harassment in the Workplace, Essay Example

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Introduction

Sexual harassment has been a hot topic for years. Corporations all over the world have been forced to deal with sexual harassment legal challenges. Crain & Heischmidt (1995) mention that after the case of Anita Hill-Clarence Thomas, Supreme Court nominee, the number of women coming out to file a complaint about sexual harassment increased significantly. Indeed, in the next nine months, the number of cases increased by 150 percent (Crain & Heischmidt, 1995). Sexual harassment is defined by the Federal Register (1980) as any form of sexual advance, physical or verbal conduct of sexual nature. While sexual harassment is illegal in most countries, it also has ethical implications. Employers need to put effective measures in place that prevent sexual harassment from happening, and make reporting easy, anonymous, and safe. The below paper will focus on government and corporate guidelines for preventing and identifying sexual harrassment.

Sexual Harassment in Context

Significance of the Issue

According to Dromm (2012), “sexual harassment is a real issue with real consequences. What some people in the workplace think brings comfort, actually brings fear and problems with self-esteem” (Dromm, 2012). Sexual harassment in the workplace is a very critical issue and affects men and women alike.

A recent publication by Stop Violence Agaisnt Women (2010) states that “It is believed that at least one-third of women in the United States experience some form of sexual harassment”. This indicates that the prevalence of sexual harassment in the workplace is significantly greater than the number of reported cases would suggest.

Ramsarop & Parumasur (2007) stated that it is still not clear which behaviors and behavior patterns constitute towards sexual harassment. The existence of the gray area makes it harder for individuals to make a judgment, and prosecutors to rule in individual cases. The next section of the review will focus on the main problems that prevent the discovery and the reporting of sexual harassment cases worldwide.

Barriers of Reporting and Ethical/Legal Considerations

According to the Stop Violence Against Women (2007), in most cases sexual harassment is not reported for many reasons. First, women do not believe that authorities and supervisors within the company would take any steps. Secondly, many women are afraid of becoming stigmatized and being blamed for falling a victim of this act. Finally, in some cases, women simply do not want to hurt the person who harassed them. They might be good friends, and a corporate night out resulted in unwanted sexual advancements. In these cases, women believe that the prosecution of the person would be too great of a punishment.

It is also hard to provide a proof of injury at court, and in most cases it is one person’s word against the other person’s, as sexual harassment usually takes place without anyone witnessing it.

Preventive Actions

One of the actions that are taken to handle sexual harassment is that all sexual harassment problems is to create relevant company policies that focus on training related to ethics. Further, policies need to state that employees can report sexual harassment anonymously.

The culture of the organization should focus on openness information sharing. In an ethical company, unwanted sexual advancement should not be tolerated. It’s one thing to be on even ground with that person, as far as sexual advances or even making sexual jokes that they don’t mind. At the same time, when the person starts taking it personally then it should be reported because the person has to feel like what they say and feel matters. According to Sherwyn (2008), “Everyone entertains a different perception of sexual harassment in the workplace, but a coworker’s personal life combined with sexual teasing should never come into play because it can cause some real damage to them especially with people that they have to work around (Sherwyn, 55, 2008).

Recent Case Analysis

A recent sexual harassment case against Kroger (Arkansas Matters, 2015) shows that the company itself has certain responsibilities towards employees. Certain steps need to be taken after the issues are reported, or the preventive policies will not achieve their intended effect. A teenager employee was subjected to sexual harassment in the workplace, and repeatedly reported the issue to her supervisor. According to the ruling in the case, Keoger “failed to take effective action to prevent such abuse of the employee by a male co-worker” (Arkansas Matters, 2015, para. 2). The company did not take any action against the harasser, and is now made to pay a settlement of $42.500. As Faye A. Williams, regional attorney of EEOC’s  confirmed: “Employees – especially very young and vulnerable employees such as in this case — should be able to report to work without fear of sexual harassment,” (Quoted in:  Arkansas Matters, 2015, para. 5).

Bosses and supervisors are usually required to take action, but sometimes they fail to fulfill their obligations to victims, like in the above case.  In light of this, special or mandatory training on sexual harassment is another course of action that people as well as CEOs are forced to take and participate in. During the training people, people, coworkers as well as supervisors are taught about the importance of sexual harassment preventions. Also, these same people are walked through several different training scenarios that show and illustrate what is appropriate behavior in the workplace along with what is intolerable or where the line needs to be drawn.

Reflection and Recommendations

According to Blackstone (2012), “Men and women are made victims of sexual harassment, harmless sexual teasing can open the doors to workplace violence unless measures are put in place to prevent this from happening” (Blackstone, 2012). Therefore, policies should not only focus on women, but the entire population.

It can be argued that women are usually the common victims of sexual harassment and are immediately expected to tell the supervisor, but men are just as susceptible to it as women are. Back in the mid to late 90s, sexual harassment wasn’t as prevalent and in need of methodical prevention like it is today but what is clear is that both genders of people experience it at one point in time.

There have been instances in the past where people who file sexual harassment complaints aren’t dealt with accordingly because of the lack of evidence or because it’s her word against his. In these cases,  employers need to determine who is lying and who’s telling the truth; it can become a battle of moral and workplace. Education related to sexual harassment, prevention, and making it easy to report cases seems to be the most effective solution for reducing the number of cases.

According to Carter (2006), “taking preventative steps to eliminating sexual harassment in the workplace is the key to happy and productive workers not to mention happy supervisors” (Carter, 2006). It can be said that sexual harassment in the workplace is an issue that should be handled with care, because it can impact a lot of people.

In closing, sexual harassment in the workplace has caused quite a lot of damage to the people working in the workplace because of the inaction on both parties’ side but taking the time to prevent it shows courage and adaptability to change; a person’s job is not a place for sexual advances or sexual harassment of any kind. It’s everyone’s responsibility to stop it at the source.

Arkansas Matters. (2015) Kroger to Pay Sexual Harassment Lawsuit Settlement. Arkansas Matters News online. Retrieved from http://www.arkansasmatters.com/news/local-  news/kroger-to-pay-sexual-harrassment-lawsuit-settlement

Blackstone, A. (2012, May 1). Fighting Sexual Harassment in the Workplace. Retrieved November 9, 2015, from University of Maine http://www.scholarsstrategynetwork.org/content/fighting-sexual-harassment-workplace

Carter, S. (2006). Preventing sexual harassment in the workplace. Retrieved November 9, 2015, from http://www.roughnotes.com/rnmagazine/search/management/08_08P070.htm

Crain, K. A., & Heischmidt, K. A. (1995). Implementing business ethics: Sexual harassment. Journal of Business Ethics ,  14 (4), 299-308.

Dromm, K. (2012, May 31). Keith Dromm on Sexual Harassment . Retrieved November 9, 2015, from http://sites.broadviewpress.com/keith-dromm-on-sexual-harassment/

Ramsaroop, A., & Parumasur, S. B. (2007). The prevalence and nature of sexual harassment in the workplace: A model for early identification and effective management thereof. SA  Journal of Industrial Psychology ,  33 (2), 25-33.

Sherwyn, D. (2008). Roundtable Retrospective 2007: Dealing with Sexual Harassment. The Scholarly Commons , 2, 55-55. http://scholarship.sha.cornell.edu/cgi/viewcontent.cgi?article=1386&context=articles

Stop Violence Against Women. (2007) Barriers to Effective Enforcement of Sexual Harassment Law. Retrieved from http://www.stopvaw.org/barriers_to_effective_enforcement_of_sexual_harassment_law.html

Stop Violence Against Women. (2011) Prevalence of Sexual Harassmen t. Retrieved from http://www.stopvaw.org/prevalence_of_sexual_harassment

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Sexual Harassment in the Workplace

Introduction.

In light of the #MeToo movement, sexual misconduct at work is a longstanding issue that has recently garnered additional attention. Although sexual harassment laws have been in place for decades, companies still lack appropriate training to prevent and resolve sexual harassment within their companies (Hardees, 2019). This lack of training leaves room for ignorance of the victim and the more significant issue. The activities described here vary from subtle comments or gestures to overt sexual assault. Despite being a kind of gender-based discrimination that is prohibited, sexual harassment continues to be a significant problem in workplaces across the nation.

One reason that sexual harassment remains a problem is that companies often do not have adequate policies and procedures to address it. In a survey of nearly 1,500 human resource professionals, only 30% of respondents said their company had a comprehensive sexual harassment policy. Even fewer companies (23%) provided mandatory sexual harassment training for all employees. Another reason sexual harassment persists is that victims are often afraid to speak up. In a survey of nearly 2,000 women, 60% of respondents said they had encountered sexual assault at work. Of those women, only 7% said they had reported the harassment to their employer. The most common reasons for not reporting were fear of retaliation (50%) and feeling that nothing would be done (48%). The #MeToo movement has encouraged more women to speak up about their experiences and has contributed to raising awareness of the problem of workplace sexual harassment. Many businesses have improved their sexual harassment policies and procedures after the #MeToo movement.

However, there is still more work to be done in order to create truly effective change. Current sexual harassment laws have some holes that need to be addressed to protect victims better and prevent harassment from occurring in the first place in 2019 (Siuta & Bergman). For instance, the legal definition of sexual harassment is sometimes minimal, and the reporting process can be scary. Additionally, many businesses lack the necessary training or policies to deal with sexual harassment. Sexual harassment consequently still exists in many workplaces. Companies must do more to stop sexual harassment in the workplace from occurring in the first place if they want to address the issue successfully. This includes providing mandatory sexual harassment training for all employees and creating clear and effective policies and procedures around reporting and investigating sexual harassment claims. In addition, companies need to ensure that victims feel safe and supported when they come forward with a claim. Only by taking these steps will companies be able to create a genuinely safe and harassment-free workplace.

Challenges faced by women

Women nowadays still struggle with the significant problem of sexual harassment at work. Although it has long been an issue, sexual harassment has just recently come to light as a serious one (Hardees, 2019). The #MeToo movement, which has inspired people to come up about their experiences with sexual harassment, is partially to blame for this. Men and women are also affected by the issue of sexual harassment, although women are more likely to become victims. This is due to the prevalent perception that women are inferior to men. This power dynamic makes it difficult for women to speak out against their harassers. Women may also worry that speaking up would result in retaliation or that they will not be believed. These are just a few examples of unwanted sexual advances, offensive remarks, and jokes with sexual overtones. Many people sexually harass women. Some do it because they think it is funny, while others do it because they want to make the woman uncomfortable or even scared. Some people do it because they think it is a way to get sexual attention from the woman. Whatever the reason, it is never okay to sexually harass someone, and it can severely impact the victim.

There are many reasons why women should be protected from sexual harassment. First, sexual harassment can be a form of discrimination against women (Hardees, 2019). It can create a hostile or offensive work environment for women and can interfere with their ability to do their jobs. Second, sexual harassment can be a form of sexual assault. It can include unwanted touching, sexual comments or advances, and rape. Third, sexual harassment can hurt a woman’s mental and physical health. It can cause anxiety, depression, insomnia, and physical symptoms such as headaches and stomachaches. Fourth, sexual harassment can hurt a woman’s career. It can damage her reputation and make it difficult for her to find or keep a job. Finally, sexual harassment can hurt a woman’s personal life. It can damage her relationships with her family and friends and make it difficult for her to trust men.

Gender discrimination can take various forms, including physical, verbal, and visual. Additionally, it could happen online. Sexual violence is forbidden by federal law. Sexual misconduct is described as “unwelcome sexual approaches, requests for sexual favors, and other verbal or physical harassment of a sexual nature” When a person’s acceptance or refusal of sexual approaches is used as the basis for job choices. For example, employees might be told they will not be promoted until they agree to date their boss. When a person is made to feel unwelcome or uncomfortable at work due to sexual assault, gender discrimination occurs. Even if the person is not the target of the harassment, this can nevertheless occur. For example, if employees overhear their co-workers making demeaning comments about women, they may feel uncomfortable and intimidated. Sexual harassment can harm an individual’s mental and physical health. It can cause anxiety, depression, and sleep disorders.

It can also lead to physical symptoms such as headaches and stomach problems. Sexual harassment can also affect an individual’s work performance. It can cause them to miss work, arrive late, or leave early. It can also affect their concentration and job satisfaction. If you have been the victim of sexual harassment, there are several things you can do. You can report the harassment to your employer (Cortina & Arreguin, 2021). According to the law, your employer must respond promptly and appropriately to look into the harassment and rectify it. A complaint may also be made to the EEOC. The EEOC will investigate your complaint and decide whether there is enough proof to prove discrimination. They will try to settle the situation through mediation if they discover discrimination. If mediation is unsuccessful, the EEOC might sue you.

Additionally, you have the option of using your harasser privately. You must demonstrate both the occurrence of the harassment and its severity and pervasiveness for a hostile work environment to have existed. It is crucial to get legal help if you have experienced sexual harassment. You can take steps to safeguard your rights by working with an experienced employment law attorney who can help you understand your options and rights.

Coping with harassment in the workplace

Some women may confront their harassers directly, while others may report the behavior to their superiors or human resources. Some women may leave their jobs altogether if the harassment is severe, while others may decide to stay and try to weather the storm (Cassino & Besen, 2019). Some women can shrug off occasional lewd comments or unwelcome advances, while others find even the most minor incidents to be deeply troubling and upsetting. Moreover, while some women may feel empowered by speaking out against their harassers, others may worry that doing so will only worsen the situation. There is no single right or wrong way to cope with workplace harassment. It is essential that women feel supported and empowered to make the best choices for them. If you feel harassed at work, reach out to a trusted friend or family member for support, and consider talking to a lawyer to learn about your legal options.

Even though the #MeToo movement has helped raise awareness. This is partly because current laws do not adequately protect victims of sexual harassment and allow employers to remain ignorant of the problem. As a result, companies need to take proactive steps to ensure that their employees are aware of the issue and know how to report any incidents of sexual harassment.

Cassino, D., & Besen‐Cassino, Y. (2019). Race, threat and workplace sexual Harassment: The dynamics of Harassment in the United States, 1997–2016.  Gender, Work & Organization ,  26 (9), 1221-1240.

Cortina, L. M., & Areguin, M. A. (2021). Putting people down and pushing them out: sexual harassment in the workplace.  Annual Review of Organizational Psychology and Organizational Behavior ,  8 , 285-309.

Diez-Canseco, F., Toyama, M., Hidalgo-Padilla, L., & Bird, V. J. (2022). A systematic review of policies and interventions to prevent sexual harassment in the workplace to prevent depression.  International journal of environmental research and public health ,  19 (20), 13278.

Hardees, K. (2019). Personality, social norms, and Sexual Harassment in the workplace.  Personality and individual differences , p.  151 , 109496.

Siuta, R. L., & Bergman, M. E. (2019). Sexual harassment in the workplace. In  Oxford Research Encyclopedia of Business and Management .

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Workplace Harassment Prevention

How it works

Sexual harassment in the workplace remains a pressing concern for organizations worldwide. This issue, often seen as a modern manifestation of gender discrimination, has led to numerous legal battles and substantial financial settlements. The Veterans Affairs Clinic (VA) is one of many institutions confronted with such challenges, revealing several instances of sexual harassment within its ranks. In a notable case, a female employee reported harassment, illustrating a hostile work environment. This essay explores the root causes of workplace sexual harassment, examines specific instances, such as those within the VA, and proposes actionable solutions to address this pervasive issue. Need a custom essay on the same topic? Give us your paper requirements, choose a writer and we’ll deliver the highest-quality essay! Order now

• 1 Understanding the Causes
• 2 Insights from the VA
• 3 Proposed Solutions

Understanding the Causes

The underlying causes of sexual harassment in the workplace are multifaceted, encompassing both individual characteristics and organizational culture. Despite global efforts to promote workforce diversity and equality, significant disparities between men and women persist (United Nations Human Rights Office of the High Commissioner, n.d.). Two primary factors contribute to this issue: gender-related personality traits and the organizational environment.

On an individual level, gender stereotypes and perceptions can heavily influence behavior within the workplace. Societal norms often dictate that men should exhibit competitiveness and dominance, traits that can manifest as harassment in a professional setting. Research by Niederle and Vesterlund (2007) suggests that men are generally more competitive than women, which can lead to aggressive behaviors that may escalate to harassment. Connley (2017) further notes that such dominance can create an environment where harassment is more likely to occur, particularly as men seek to maintain their status in increasingly competitive workplaces.

Conversely, women may avoid confrontation and hesitate to report harassment due to fear of exacerbating a hostile work environment (Johnson, Kirk, & Keplinger, 2016). This reluctance creates a cycle where harassment is both perpetrated and unreported, allowing it to persist unchecked.

Insights from the VA

An interview conducted with two VA employees—one male and one female—provides additional insights into the work environment and its influence on harassment. Both employees expressed a desire for job security within this large federal organization, though their perceptions of the workplace differed. The female employee emphasized job satisfaction over promotions and salary, while the male employee described a competitive atmosphere where some men assert dominance.

When questioned about sexual harassment and gender discrimination, the female employee recounted a colleague's experience of discrimination by a male superior, although neither had formally reported these issues. This hesitancy, particularly among female employees, stems from a fear of creating a hostile environment and a lack of trust in HR's ability to resolve such matters. The male employee admitted he would hesitate to report issues, fearing repercussions.

Proposed Solutions

Addressing sexual harassment in the workplace requires a concerted effort to change both individual behaviors and organizational cultures. The HR department is pivotal in driving this change, fostering an environment where all employees feel valued and protected. Here are three strategies HR can implement:

1. Comprehensive Training Programs: HR should conduct regular training sessions and seminars across all departments to educate employees about sexual harassment and gender discrimination. These programs can raise awareness, promote respectful interactions, and demonstrate the organization's commitment to resolving these issues.

2. Proactive Employee Engagement: HR should actively engage with employees through regular interviews and feedback sessions. If time constraints are an issue, prioritizing meetings with department managers can facilitate communication and ensure concerns are addressed promptly. Anonymous surveys can also encourage honest feedback, providing valuable insights into the workplace climate.

3. Building Trust and Transparency: HR must work to build trust with employees by consistently demonstrating a commitment to transparency and accountability. By taking decisive action against reports of harassment and fostering open communication, HR can create a culture where employees feel safe to voice their concerns.

In conclusion, sexual harassment in the workplace is a complex issue rooted in both individual behaviors and organizational cultures. By understanding these factors and implementing strategic solutions, organizations can create safer, more equitable work environments where all employees can thrive.

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Sexual Harassment and Discrimination in the Workplace Essay

The ways in which an organization responds to claims of sexual harassment and pervasive discrimination based on gender are fundamental for repairing a damaged reputation and preventing similar cases from occurring in the future. Due to the high number of court cases that involve companies responding to charges of discrimination and sexual harassment, it is essential to analyze such cases for organizational managers to understand how they can avoid them in the future. In this paper, the case chosen for analysis involves a South-Dakota social services organization serving low-income individuals across the state. As a result of the lawsuit, the organization, Rural Office of Community Services Inc., will pay monetary relief while having to resolve further reputational problems and develop ideas and approaches for supporting diversity and inclusivity.

The case report states that the organization was to pay $320,000 in monetary relief to a class of employees who were affected by sexual harassment and discrimination based on gender. The workers filed a charge with the U.S. Equal Employment Opportunity Commission (EEOC), alleging that Rural Office of Community Services Inc. discriminated against them because of their sex, subjecting them to sexual harassment and retaliating against specific workers complaining to terminate them (“South Dakota Social Agency Fined $320K,” 2022). In the lawsuit, the EEOC conducted an investigation into the conduct, finding that the organization’s executive director harassed female employees regardless of the complaints made to the management and the board of directors. Significantly, it was determined that the harassment lasted over several years, violating the provisions of the Title VIII of the Civil Rights Act of 1964 (“South Dakota Social Agency Fined $320K,” 2022). The provisions ban discrimination on the basis of sex and retaliation against persons who complain about such conduct. The violation of the law shows the organizations’ disregard for equal rights principles for which Americans have fought.

After researching and reviewing the value statement of Rural Office of Community Services Inc., no mention of diversity and inclusion is present. This presents a reputational problem for the organization because there is a lack of consideration for how the lack of diversity in the workplace benefits the organization. The first strategy that the organization can implement for embedding diversity and inclusion is to implement diversity training in the workplace so that the commitment to the principles is visible through action and not just communicated. This strategy entails showing what diversity and inclusion mean for the organization and how they are promoted in the everyday work context (Heaslip, 2020). The second recommendation that the company should implement is to ensure that the value statement serves a purpose and there are actionable aspects that can be included. For example, the contents may include how many diverse low-income families were served, whether there are diverse individuals in leadership positions, or what inclusion goals the organization pursues for the future.

Prior to implementing any procedures for compliance with the issue related to the lawsuit, it is necessary that the Rural Office of Community Services Inc. follows federal anti-discrimination laws, including the Title VII of the Civil rights Act, the Pregnancy Discrimination Act, the Age Discrimination in Employment Act, and several others. The first important strategy for the organization is to establish a strongly-worded zero-tolerance policy for gender discrimination and sexual harassment. The policy should be reinforced after consistent employee and manager training has been implemented, with their conduct being subjected to reviews if necessary. The second strategy entails holding managers accountable through reporting requirements summarizing specific efforts to advance gender equality and prevent discrimination based on sex. When clear reporting channels are established, it will become easier to communicate any cases showing a lack of adherence to the zero-tolerance policy.

Within a larger social context, the compliance issue that was revealed in the case concerning the organization illustrates the pervasive impact of patriarchal values on society and workplaces in particular. Women remain discriminated against in the workplace because they are perceived as less qualified or capable, while sexual harassment occurs when perpetrators are certain that their victims can do nothing to protect themselves or make a report (Folke & Rickne, 2022). Until society becomes more inclusive and abandons the stereotypical gender roles, it is likely that women will remain discriminated against and harassed in the workplace, which is an unfavorable prognosis.

To conclude, the case involving the Rural Office of Community Services Inc. and the U.S. Equal Employment Opportunity Commission points to the importance of practices associated with diversity and inclusion in the workplace in order to prevent sexual harassment and discrimination from occurring in the workplace setting. As the case becomes known to the public, the organization will have to deal with reputational outcomes while also showing that it can adhere to practices regarding the internal investigation of complaints. Besides, the organization will have to engage in employee and manager training, report to the EEOC regularly, as well as embed the principles of diversity and inclusion into its statement of values.

Folke, O., & Rickne, J. (2022). Sexual harassment and gender inequality in the labor market . The Quarterly Journal of Economics, 137 (4), 2163-2212. Web.

Heaslip, E. (2020). Writing a diversity and inclusion statement: How to get it right . Web.

South Dakota social agency fined $320K . (2022). Web.

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IvyPanda. (2024, May 27). Sexual Harassment and Discrimination in the Workplace. https://ivypanda.com/essays/sexual-harassment-and-discrimination-in-the-workplace/

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Sexual Harassment In The Workplace Essay

Show More Sexual harassment in the workplace is a hazard encountered in the working place across the world. It reduces the quality of working life, jeopardizes the well-being of both working men and women, and imposes costs on firms and organizations. The issue pertaining to sexual harassment in the workplace has been addressed by several international groups like the United Nations (UN), the International Labour Organization (ILO), the European Union (EU), the Caribbean community (CARICOM), and the organization of American States (OAS) as a human right violation, a form of violence, and discrimination . Since sexual harassment in the workplace pollutes the working environment and can have a devastating effect upon the health, confidence, morale and performance …show more content… This paper will focus on what is being done at the in Malaysia in order to prevent and combat the issue of sexual harassment in the workplace. 1. Introduction Sexual harassment in the workplace pollutes the working environment and can have a devastating effect upon the health, confidence, morale and performance of those affected by it in the working place. The anxiety and stress produced by sexual harassment in the workplace may lead to those subjected to it taking time off from work due to sickness and stress, being less efficient at work or leaving their job entirely to seek work elsewhere. Employees often suffer the adverse consequences from the harassment itself and the short and long term damage to their employment prospects if they are forced to forego promotion or to change jobs. Sexual harassment in the workplace may also have a damaging impact on employees not themselves the object of unwanted behaviour but who is witness to it or have knowledge of the unwanted behaviour. There are also adverse consequences arising from sexual harassment in the workplace for employers. It has a direct impact on the profitability of …show more content… In 1994, the Commission on Human Rights appointed Radhika Coomaraswamy, from Sri Lanka, to the position of Special Rapporteur on Violence Against Women, Including Its Causes and Consequences. The Special Rapportuer collects and analyzes data on violence against women in order to recommend measures to be taken at the international, regional and national level. The United Nations Special Rapporteur has recognised sexual harassment in the workplace as one of the principal forms of violence against women around the world. However, it is the researcher observation that there is still no clear definition of sexual harassment in the workplace at the international level. Most of the initiatives taken only conceptualize sexual harassment as a form of sex discrimination and violence against women. The issue of sexual harassment in the workplace has been expressed as manifestation of both sex discrimination and an act of violence against women.4 According to Nancy Wyatt,5 many western societies considered sexual harassment as a form of discrimination because it is used to keep women out of the workplace. Sexual harassment is a violation of fundamental principles of international human rights.6 Although the International Bill of

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Home — Essay Samples — Law, Crime & Punishment — Sexual Harassment — Workplace Sexual Harassment: Challenges and Solutions

Workplace Sexual Harassment: Challenges and Solutions

• Categories: Organizational Culture Sexual Harassment

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Published: Jun 6, 2024

Words: 597 | Page: 1 | 3 min read

Table of contents

Introduction, nature and impact of sexual harassment in the workplace, legal frameworks and organizational policies, practical measures to foster a harassment-free work environment.

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