Sexual harassment remains a common occurrence in society. According to the US Equal Employment Opportunity Commission, 11,364 sexual harassment charges were filed in 2011, and a 2011 Washington Post-ABC News poll found that as many as 25 percent of women reported having experienced sexual harassment in the workplace. However, the challenge of defining exactly what constitutes sexual harassment remains. According to Kingsley Browne (2006) of Wayne State University Law School ideas for essay topics, As women gain greater equity in the workplace, it might be assumed that the instances of sexual harassment in the workplace would diminish. However, the causes of sexual harassment are complex and hard to identify, and sexual harassment remains prevalent in modern society. Women's increasing presence in the workforce has meant that men and women work together more closely in the twenty-first century than at any other time in history. In fact, there are fewer and fewer "male only" professions as women become much more fully integrated into all corners of the workforce. According to one researcher, "one effect of the breakdown of the sexual division of labor is the expansion of opportunities for sexual conflict in the workplace" (Browne, 2006, p. 145). One outgrowth of this conflict may be sexual harassment. Wayne State University law professor Kingsley Brown (2006) analyzed data from numerous studies to argue that sexual harassment is rooted in sociocultural causes, as well as biological and psychological causes. Sociocultural theories of sexual harassment, he says, hold that harassment is a means for the harasser to gain power over his target. Biological and psychological theories, on the other hand, hold that men are biologically and psychologically predisposed to be sexually aggressive and that sexual harassment is an outgrowth of these predispositions (Browne, 2006). Token Resistance to Sexual Harassment Courts have declared that all of the following kinds of conduct may constitute sexual harassment: forcible rape; extorting sex for job benefits; sexual or romantic overtures; sexual jokes; sexually suggestive pictures or cartoons; sexist comments; vulgar language; harassing actions of a non-sexual form; and even 'well intended compliments'" (p. 145). MacKinnon (1979) argues that "intimate violations" of women by men were "sufficiently pervasive" as to make the practice nearly invisible (p.1). She also states that internalized power structures within the workplace kept anyone from discussing sexual harassment, making it "inaudible" (p. 1). In her words, the abuse was both acceptable for men to perpetuate and a taboo that women could not confront either publicly or privately. MacKinnon states that the "social failure" to address these pervasive intimate violations hurt women in terms of the economic status, opportunity, mental health, and self-esteem (p. 1). Many believe that sexual harassment is about the abuse of power, others believe it is about access to sexual favors, and still others believe that sexual harassment is about access to power and sex. In legal terms, sexual harassment is divided into two main categories. Employers may be legally accountable for sexual harassment against employees and they may be liable to pay for damages. A victim of sexual harassment must report to an official. The victim must participate in investigation and cooperate fully. The matter must be kept confidential as reputation will be at stake. Both the complainant and the accused will have a chance to defend their cases. The law protects employees who cooperate in administrative complaints, thus one must not be afraid to collaborate. The person concerned must be able to answer questions such as name of harasser, where and when the incident occurred, when investigation is being carried out. The plaintiff has full rights to know everything about the investigation. The complainant must admit that the problem exists and have the courage to talk about is and say what is wrong. The victim must not blame himself/herself for some else’s behavior. He/she must not ignore hostile behavior and must not try to handle the situation alone. He/she must get help. Policies need to be adopted to prevent sexual harassment, such as: sexual harassment policy, general harassment policy. Managers must ensure that such situations do not occur at workplace. Employees need to be informed and addressed on such matters. They must be aware of the law that protects them. Independent bodies must take the responsibility to make regular checks in organizations so as to question staff and ensure that everything is going on well with their work. Deidre Takeyama (1998), How to prevent Sexual Harassment in the Workplace: Equal Opportunities International ( Vol.17, num 6) Ministry of External Communications and Outer Islands 11 Caudan Development Ltd The research will benefit employers in such a way that they will be more cautious, it ever they intend to go for sexual harassment. They will be aware that employees are conscious and they know how to react to such situations. 1 Mauritius Commercial Bank Ltd Ministry of Agriculture teenager today essay, Food Technology and Natural Resources 8 Mauritius Development Investment Trust Seeing the statistics of the ever rising problem, the Government may attempt to make law more severe, or implement strict rules in organizations against discrimination and sexual harassment. Sexual harassment is a kind of sex discrimination that violates Title VII of the Civil Rights Act 1964. According to Equal Employment Opportunities Commission (EEOC), sexual harassment occurs whenever there is an unwanted conduct on the basis of gender and which consequently affects an individual’s job. The legal definition of sexual harassment is “unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions and a hostile work environment. Sexual harassment refers to “unwanted sexual advances, whether touches, looks, pressures to have sex or even jokes" (Henslin & Nelson, 1996 p.300). 25 Mauritius Chemical & Fertilizer Industry Ltd It is complicated to recognize unfriendly and unwelcome environment. The fact must determine whether circumstances have crossed the line. Courts have declared that men and women do not have the same level of sensitivity. Two-thirds of men will be happy if they are approached sexually at work, and others will not like it, states a study. Ministry of Education and Human Resource Development In 2009 after a study at the University of Minnesota, it was found that women who occupy supervisory positions are most prone to sexual harassment. Researchers have found that most victims are women on supervisory positions. This strongly shows that sexual harassment is not only about sexual desire but also about to have power over and dominance. Nowadays men retain supervisory position and they decide if a report against sexual harassment lodged by a woman will be taken into consideration or not. As it is, women are considered to be less productive than men in organizations and it is necessary for the former to work, others tend to profit from such situations. So as not to lose their jobs, some women accept to be treated as such. Employees will also benefit a lot from this research. They will get to know the reality, and will be aware of what they must do to avoid sexual harassment, and what to do if they are a victim of sexual harassment. Stephanie R.Sipe well written essay introduction, C.Douglas Johnson, Donna K.Fisher (2009), University Students’ Perceptions of Sexual Harassment in the Workplace: Equal Opportunities International (Vol.28, Num 4) Such behavior is imposed sometimes as a condition on a person’s employment. There are two types of sexual harassment. The first one known as ‘quid pro’, means ‘something for something’ consists of harassment that has a direct impact on the individual’s job. Suppose a manager imposes on his subordinate to get sexually cooperative, or else he or she will be fired from the job. The second one is known as hostile environment. It results from unwanted behaviors and conducts from seniors and other personnel on the job, such as discussing sexual topics, make use of inappropriate words such as ‘babe’ demonstrate indecent gestures and use crude and unusual language. However, there appears to be a short of consensus regarding the definition of sexual harassment, especially when investigating the behaviors and the conditions in which sexual harassment occurs (Bimrose uk essays, 2004; Fitzgerald and Ormerod child labor essay, 1991; Fitzgerald et al. 1995; Stockdale and Hope, 1997). There is no single and precise definition of sexual harassment, either in terms of behavior or the circumstances in which it occurs (Bimrose, 2004; Fitzgerald and Ormerod how to write a short literary essay, 1991; Fitzgerald et al. 1995; Stockdale and Hope, 1997). 9 Shell Mauritius Ltd Before conducting our research, we will implement a specific sample frame. We will use the stratified sampling. Stratified sampling is the method of separating members of the population into standardized subgroups before sampling. The strata must be equally selected. The sample structure will be divided into non-overlapping outline. A sample will be considered from each stratum. Thus we will be able to attain higher accuracy. It will be more suitable to compact with particular groups, that is, the targeted market. Better coverage of the population is ensured. We will divide the market into 2 groups: public companies and private companies. 30 Swan Insurance Co Ltd Ministry of Finance Christine L.Williams (2010), Introduction: Gender and Sexuality in the workplace (Vol. 20, pg num 1-14) Ministry of Youth and Sports 20 Omnicane Ltd (formerly MTMD) 7British American Investment Co (Mtius) Ltd Maggie Tsai, Brian H. Kleiner (1999), How to Investigate Sexual Harassment in the Workplace: Equal Opportunities International (Vol. 18, Num 1) Ministry of Health and Quality of Life To know whether unwanted behavior is pervasive enough to create unfriendly environment, factors such as frequency of discrimatory manner, harshness of the behavior, was it physically threatening or only offensive statement, must be considered. Sexual harassment must be considered as an issue to be discussed in organizations, before improving a person’s skills to prevent sexual harassment. 28 Mauritius Leasing Co Ltd Remidies Equally important is that the organization must support the victim of sexual harassment, and help to overcome the negative effects of such an experience. Sexual harassment occurs in the workplace due to unwelcome, unwanted how to do research paper in college, uninvited, action or behavior of a person that causes discomfort, humiliation, offence or distress to the other. Majority of such cases are directed towards woman by men working at high position in an organization. Women are vulnerable to sexual harassment because they more often lack power and often work in an insecure positions. Due to the fear factor women often resign to their fate rather than raise their voice against sexual harassment. Since they do not know where to go for complain and how their complain would be treated, they often keep quit and suffer in ignominy. As recent economic and social changes have changed power relations between men and women in the Indian society, men are feeling a sense of insecurity. With women now being empowered, some men feel threatened by their career advancement. To over come such insecure feelings types of thesis statements, some men resort to harassing women in the work place. Sexual harassment at a workplace is unwelcome behavior as it affects not only the terms conditions of employment but also have huge bearing on the working environment of an organization. Therefore this problem has to be understood looking at its causes and possible remedies for its effective control. It also includes referring to an adult outline of a term paper, as a girl, doll university admission essay writing, babe, or honey, whistling seeing a lady, cat calls, sexual comments, turning work discussions to sexual topics, sexual innuendos or stories, asking about sexual fantasies, preferences, or history. Sexual comments on a lady's clothing, anatomy, or looks. Spreading rumors about personal life of a woman.
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