Occupational hazard : Sexual Harassment At Workplace

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Occupational hazard : Sexual Harassment At Workplace

Posted On : Sep-05-2011 | seen (728) times | Article Word Count : 579 |

Sexual harassment is a gender-neutral offense. Men can sexually harass women, and women can sexually harass men. However, statistics show that the overwhelming majority of sexual harassment claims and charges are brought by women claiming that they were sexually harassed by men. People of the same sex can also sexually harass each other, as long as the harassment is based on sex rather than sexual orientation. Sexual harassment can occur in a variety of situations. There remedies and the follow

Sexual harassment means any unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment that might, on reasonable grounds, be perceived by the recipient as placing a condition of a sexual nature on her/his employment; or that might, on reasonable grounds, be perceived by the recipient as an offense or humiliation, or a threat to his/her well-being, but has no direct link to her/his employment. Astonishingly the victim can be male and female, unlike some of the offenses, the victim must only be woman.

Sexual harassment at workplace includes any employment related sexual harassment occurring within or outside the workplace as a result of employment responsibilities or employment relationship. Situations under which such employment-related sexual harassment may take place includes, but is not limited to at work-related social functions, in the course of work assignments outside the workplace, at work-related conferences or training sessions, during work-related travel, over the phone; and, through electronic media.

There are 5 possible forms, namely:
• verbal harassment : e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning.
• non-verbal/gestural harassment : e.g. leering or ogling with suggestive overtones, licking lips or holding or eating food provocatively, hand signal or sign language denoting sexual activity, persistent flirting.
• visual harassment : e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure.
• psychological harassment : e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy.
• physical harassment : e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault.

To combat this annoying work hazard, the employer should provide a policy statement prohibiting sexual harassment in the organization. There should be a clear definition of sexual harassment and a proper complaints/grievance procedure in place. Immediate disciplinary rules and penalties against the harasser and against those who make false accusation should be initiated. There must be protective and remedial measures for the victim and a promotional and educational program to explain the company’s policy on sexual harassment and to raise awareness of sexual harassment and its adverse consequences among the company’s employees, supervisors and managers.

Apart from these there should b some remedial actions too. Such as :-
•To encourage victims to report sexual harassment, there should be adequate measures to ensure maximum confidentiality so as to minimize embarrassment to the victim especially at the time of reporting and in the course of investigation into the complaint.
•In a case where the victim of sexual harassment has suffered a loss, such as a demotion or a denial of a promotion, it is appropriate to restore such person to his or her proper position on the job.
•The victim should also be compensated for any monetary loss arising out of a denial of employment-related benefits which were rightfully due to him or her.
•Where the complaints is found to be unjustified and baseless, appropriate remedy should be granted to the accused person if there has been any loss suffered by such person.

Clearly, sexual harassment is an issue of power dynamics and it is those who wield least power who are most vulnerable to all forms of harassment. By and large, moreover, sexual harassment (aside from attempted rape and rape) was taken as a routine occurrence in the different sectors and was perceived as an occupational hazard more generally for women in the labor force.

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<h1>Occupational hazard : Sexual Harassment At Workplace </h1> Author: <a href='http://www.articleseen.com/profile_cryobanksindia.aspx'>cryobanksindia</a> Sexual harassment means any unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment that might, on reasonable grounds, be perceived by the recipient as placing a condition of a sexual nature on her/his employment; or that might, on reasonable grounds, be perceived by the recipient as an offense or humiliation, or a threat to his/her well-being, but has no direct link to her/his employment. Astonishingly the victim can be male and female, unlike some of the offenses, the victim must only be woman.

Sexual harassment at workplace includes any employment related sexual harassment occurring within or  outside the workplace as a result of employment responsibilities or employment relationship. Situations under which such employment-related sexual harassment may take place includes, but is not limited to at work-related social functions, in the course of work assignments outside the workplace, at work-related conferences or training sessions, during work-related travel, over the phone; and, through electronic media.

There are 5 possible forms, namely:
	• verbal harassment : e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning.
	• non-verbal/gestural harassment : e.g. leering or ogling with suggestive overtones, licking lips or holding or eating food provocatively, hand signal or sign language denoting sexual activity, 	persistent flirting.
	• visual harassment : e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure.
	• psychological harassment : e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy.
	• physical harassment : e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault.

To combat this annoying work hazard, the employer should provide a policy statement prohibiting sexual harassment in the organization. There should be a clear definition of sexual harassment and a proper  complaints/grievance procedure in place. Immediate disciplinary rules and penalties against the harasser and against those who make false accusation should be initiated. There must be protective and remedial measures for the victim and a promotional and educational program to explain the company’s policy on sexual harassment and to raise awareness of sexual harassment and its adverse consequences among the company’s employees, supervisors and managers.

Apart from these there should b some remedial actions too. Such as :-
	•To encourage victims to report sexual harassment, there should be adequate measures to ensure maximum confidentiality so as to minimize embarrassment to the victim especially at 	the time of reporting and in the course of investigation into the complaint.
	•In a case where the victim of sexual harassment has suffered a loss, such as a demotion or a 	denial of a promotion, it is appropriate to restore such person to his or her proper position on 	the job.
	•The victim should also be compensated for any monetary loss arising out of a denial of employment-related benefits which were rightfully due to him or her.
	•Where the complaints is found to be unjustified and baseless, appropriate remedy should be granted to the accused person if there has been any loss suffered by such person.

Clearly, sexual harassment is an issue of power dynamics and it is those who wield least power who are most vulnerable to all forms of harassment. By and large, moreover, sexual harassment (aside from attempted rape and rape) was taken as a routine occurrence in the different sectors and was perceived as an occupational hazard more generally for women in the labor force.
 
About the Author: Society for <a rel="nofollow" href="http://pria.org/projects/participatory-development-projects/participatory-research-projects/">Participatory Research</a> in Asia (PRIA) is an international centre for learning and promotion of participation and <a rel="nofollow" href="http://pria.org/projects/governance-projects/">democratic angovernance</a>. Since its inception in 1982, PRIA has embarked on a set of key initiatives focusing on participatory research, citizen-centric development, capacity building, knowledge building . Article Source: <a href='http://www.articleseen.com/Article_Occupational-hazard--Sexual-Harassment-At-Workplace_79697.aspx'> http://www.articleseen.com/Article_Occupational hazard : Sexual Harassment At Workplace _79697.aspx</a>

Article Source : http://www.articleseen.com/Article_Occupational hazard : Sexual Harassment At Workplace _79697.aspx

Author Resource :
Society for Participatory Research in Asia (PRIA) is an international centre for learning and promotion of participation and democratic angovernance. Since its inception in 1982, PRIA has embarked on a set of key initiatives focusing on participatory research, citizen-centric development, capacity building, knowledge building .

Keywords : Sexual harassment at work place , Adult education, Civil society ,

Category : Society : Sexuality

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