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.
Conclusion
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.
References
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.
write