Sexual Harassment Is still a Concern for Workers

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Outline

I. Introduction

II. Sexual harassment in the workplace

A. What should be taken for the acts of sexual harassment?

III. The problem of sexual harassment in different countries

A. France

B. Israel

C. The USA

D. Great Britain

IV. Reasons for sexual harassment

V. Consequences of sexual harassment

VI. Conclusion

Introduction

Sexual harassment is a very serious problem within the working environment. The media and the public are paying more and more attention to the issue of sexual harassment in the workplace. There is nothing new in the concept itself. However, in the past it was considered a personal problem or was simply denied, what left the victim no choice but to dismiss. With an increasing number of working women, the problem of sexual harassment has become so widespread that it was recognized as a violation of human rights, and the wall of silence that surrounded this phenomenon began to collapse (Milliken, Morrison and Hewlin, 2003).

Sexual harassment in the workplace

The greatest risk of sexual harassment is experienced by women, working in small enterprises and where the unions are absent. New employees are also easy exposed to this risk, because they more than others have a fear of losing their jobs and are not yet familiar with the working place. Women, working in companies with a dominant male staff, are most vulnerable to sexual harassment. In this situation, men usually use sexual harassment as a way that does not allow a woman to get a promotion.

What should be taken for the acts of sexual harassment?

The main problem about this issue is the realization of sexual harassment itself. Some examples of sexual harassment are:

· Verbal: sexual innuendo, hints, insults, threats, jokes about sex features, sexual propositions.

· Nonverbal: significant looks, offensive or obscene noises, whistling, obscene gestures.

· Physical: touching, pinching, stroking, sexual coercion or attempted rape (Einarsen, Hoel, and Coope, 2003).

The problem of sexual harassment in different countries

The directors often use their position and make their subordinate have sexual relationship. It leads to serious problems afterwards. In France, the law provides a fine of €15 thousand, as well as a prison term of up to one year for those persons, whose guilt is defined during the trial.

Israel

In 1998, the Israeli parliament passed a law on the prevention of sexual harassment. This document defines sexual harassment as the violation of the civil law and establishes the possibility of obtaining the compensation more than $14 thousand dollars without proving the damage. Herewith, criminal liability is provided − up to four years in prison. Nowadays, a person in Israel may be taken for a lecher not only for the act, but even for a word. Consequently, discourtesy, rudeness, primitive thinking and just lack of intelligence are often deliberately confused with “sexual harassment” (McCann, 2005).

The USA

In the U.S., a legal definition of sexual harassment varies in the laws of different states. In addition, local laws are trying to expand the minimum scope of protection from sexual harassment, as defined by federal law. History of sexual harassment in the U.S. goes into the past, especially with regard to African-Americans. Not all Americans are hesitant to tell about them being offended outside the office. Only those, who decided to make such a move and proved to the court that discrimination, and the material and physical damage that occurred as the result of it, receive a significant compensation. Nowadays, most American companies are very concerned about the problem of sexual harassment and take precautions. For example, new employees, before starting to work, have to read the special brochure on sexual harassment in the workplace and to sign it, showing that they understand what policy the company adheres to (Chappell and Martino, 2006).

Great Britain

In Great Britain, the manifestation of courtesy in the workplace for an English gentleman is a risky venture. From innocent flirting to the accusations of sexual harassment is one step.

Reasons for sexual harassment

Sexual coercion does not occur for the sake of sex as such, it is a question of power and subordination. So, when it goes about sexual harassment, keywords here are power and discrimination. Sexual coercion is one of the sophisticated methods of misuse of power. For a woman, an indecent proposal to be involved in sexual relationship with the chef in exchange for work or other benefits is not only abusive. It emphasizes her unequal position with a man.

Consequences of sexual harassment

Sexual harassment is very similar to a sexual assault. It can cause fear and confusion and have long-term psychological consequences. Unfortunately, some victims do not go to law enforcement, because they feel guilty, are embarrassed or fear, and some believe that they will not be treated with confidence and in a proper way. The most common reason why women keep silent is the fear of losing their jobs.

In many cases, the pressure from the chief is so strong that a woman has to quit the job, even if she is not dismissed by force. For example, in Zimbabwe, the study found that 50% of women, who complained about their chief, were dismissed, and 25% were forced to quit the job themselves. In developing countries, the victims have a lot of chances to spoil their reputation and become social outcasts, which primarily leads to serious problems in the family (Mkono, 2010).

Consequences of sexual harassment are deeply individual. For some, the unwanted sexual relationship with the chief is only an unpleasant episode in their life, for others, it is a trauma for the whole life.

Conclusion

Sexual harassment is an essential issue today for the employees all over the world, and is a common concern among them. In many countries, the issue of sexual harassment is of a great concern, and certain rules are created to fight this issue.

References

Chappell, D. & Di Martino, V. (2006). Violence at Work. Switzerland: International Labour Organization.

Einarsen, S., Hoel, H. & Coope, C. (2003). Bullying and Emotional Abuse in the Workplace: International Perspectives in Research and Practice. New York: Taylor & Francis.

McCann, D. (2005). Sexual harassment at work: National and international responses. Switzerland: International Labour Organization.

Milliken, F.J., Morrison, E.W. & Hewlin, P.F. (2003). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why. Journal of Management Studies, 40(6): 1453-1476.

Mkono, M. (2010). Zimbabwean hospitality students' experiences of sexual harassment in the hotel industry. International Journal of Hospitality Management, 29(4): 729-735.