This document described the Ways of sexual harassment

1. Introduction
Sexual harassment is considered as an employment discrimination among the men and
women that consists of verbal and physical abuse of sexual nature at the workplace In
current, sexual harassment in the workplace is a new management issue that can be seen in
the organization. Generally, women are affected by the sexual harassment through Lewd
remarks, touching, wolf-whistles etc. It creates discriminatory, unfair, thriving in atmosphere
of threat, terror and reprisal to the women at work. In addition, it is also included all the
expressions of male power over women that maintain patriarchic relations. Men use sexual
harassment for reminding to women about their vulnerability and dominated status. At the
same time, these patriarchic values and attitudes of men as well as women create greatest
challenge in preventing and solving sexual harassment from the society. In present, sexual
harassment is an illegal practice, which is endemic and often hidden in the organizations. It is
easily tackled by the management within the organization by taking corrective actions and
making appropriate policy related to sexual discrimination in employment. It is not a good
activity at the workplace, because a workplace is a place where employees build strong
relationship with employer. Thus, it is a current management issue of the organization that
makes ineffective relationship between employers and employees
Defination of Sexual Harassment
Sexual harassment is a form of Sex Discrimination that occurs in the workplace. Persons who
are the victims of sexual harassment may sue under Title VII of the Civil Rights Act of 1964
which prohibits sex discrimination in the workplace.
The federal courts did not recognize sexual harassment as a form of sex discrimination until
the 1970s, because the problem originally was perceived as isolated incidents of flirtation in
the workplace. Employers are now aware that they can be sued by the victims of workplace
sexual harassment. The accusations of sexual harassment made by anita f. hill against
Supreme Court Justice Clarence Thomas during his 1991 confirmation hearings also raised
societal consciousness about this issue.
Sexual misconduct" general definition. Sexual misconduct is a broad term encompassing any
unwelcome behavior of a sexual nature that is committed without consent or by force,
intimidation, coercion, or manipulation. Sexual misconduct can be committed by a person of
any gender, and it can occur between people of the same or different gender.

2. Theories of Sexual Harassment
What actually constitute the sexual harassment are basically the underllyning principles of
sexual harassment theories. For example , laws that protect workers from sexual harassment
may reflect different theories of sexual harassment. There are no set theories which alone
explain the phenomena of sexual harassment at the workplace. But five theories are widely
accepted by the researchers that are shown in the following table
.
Theory Essence Supporting Studies
Natural/biological theory Male has more sex drive than
female which is the major cause of
sexual harassment.
Tangri et.al. 1982; Heam et al., 1989
Organizational theory This theory is based on the
assumption that various kinds of
power used in organization are
linked to gender and help explain
sexual harassment.
Cleveland and Krest (1993)
Sex role spill over theory This theory is the combination of
organizational and socio cultural
theory . When the sex-ratio of an
organization is skewed (the
organization is either male or
female dominated) the sex of the
dominant gender “spill over “ the
work role expectations of the job
Kanter, 1977; Gute and Morasch,
1982
Socio-cultural Socio-cultural theory is
characterized by patriarchal society
in which we live.
Tangri et al, 1982
Four factor theory This model is based on several
models of sexual harassment
including the biological model , the
organizational model , the
sociocultural model, and sex role
spill over model. This model is a
better predictor of sexual
harassment and the alternative
model.
O, Hare and O,Donohue, 1998

3. Types of Sexual Harassment:
The following actions are often associated with sexual harassment situations:
Verbal:
 -pressure for dates, lunches, or dinner
 propositions
 sexual jokes
 obscene language that is gender specific or sexual in nature
 sexual remarks
 comments about a person’s body
 questions about sexual habits
 statements about sexual habits
 telephones calls of a sexual nature
Non-verbal:
 display of pictures, drawings and cartoons that may be offensive in a sexual context
 written jokes, verse, letters, etc., that may be offensive in a sexual context
 staring, ogling, leering
 sexual gestures
Physical:
 touching, stroking, hugging
 patting, bumping, kissing
 pinching, cornering, grabbing
 leaning over, blocking, brushing
Causes of Sexual Harassment:
The causes of sexual harassment vary from person to person and from situation to situation.
This discussion can only cover some of the main factors. Many of the causes are interrelated,
and are linked to the culture and values in society and in companies, and to the roles, relative
power and status of the men and women concerned.
Socialisation:
The way in which men and women were brought up to see themselves and others strongly
influences their behaviour. Various viewpoints could create a climate that allows sexual
harassment:
In a culture where it is, or was until recently, "OK" to discriminate against people because
they are different (in terms of gender, race, culture, religion, lifestyle, political conviction or
whatever), the abuse of power or humiliation that is typical of sexual harassment will not be
unusual. Harassment is often closely linked to prejudice in general, and to sexist attitudes.

4. Men who were brought up with macho beliefs like "real men pinch bottoms", "girls were
made to hug and kiss", "the more, the merrier", easily carry these social values into the
workplace, and treat their female colleagues accordingly. Such men often even think that
women take their harassment as a compliment.
Many women have been brought up to believe women's highest calling is to please men, that
popularity with men equals success, or that "real women look sexy". This can give the
impression - usually unintended - that they invite sexual advances at work. Some women who
see sexuality as their only power base, play along. Although research has proven them to be a
small minority, their behaviour can also encourage harassment of other women.
If women see themselves as dependent on, or of lesser value than men, or are unassertive,
they find it difficult to handle harassers or to complain. Often women who are breadwinners
are vulnerable and fear victimisation or even job loss, if they reject advances or complain.
Power games:
Social and political changes in recent years have changed power relationships. Some men feel
threatened by the career advancement of women and people of colour, or are uncomfortable
with women's newfound independence and assertiveness at home and / or at work. Other men
who have recently gained positions of power (possibly after decades of discrimination) may
also try to prove themselves by harassing women subordinates. Some men even regard it as a
"fringe benefit" to which their position, their power and their sex entitle them. In tough times
of uncertainty, fear, limited promotion opportunities, retrenchments, personal stress and
pressure on performance, there is a real danger that sexual harassment and trading of sexual
favours will form part of the power games played.
Moral values, divorce and cultural differences:
In times of moral laxity, when extramarital affairs and "one-night stands" are broadly
accepted, when some people equate monogamy with monotony, it is relatively easy for
people to indulge in office flirtations, whether one-sided or mutual. The person who tries, and
doesn't accept rejection or sees the unwilling colleague as a challenge, easily becomes a
harasser, or may victimise the reluctant colleague.
The prevalence of marital stress and divorce in our society means that some men and women
come to work in a state of emotional distress that could make them vulnerable to sexual
harassment.
Some confusion results from cultural differences about what is, or isn't, acceptable in our
rapidly-changing society. For example, when action was taken against sexual harassment at
the University of Cape Town, black male students claimed it was their cultural and traditional
right to act in that way. They were strongly challenged by the then vice-chancellor, a black
woman. Black women complaining about harassment by black men have been accused of
disloyalty to their own group, while whites may fear accusations of racism or prejudice of
they reject or complain about such behaviour from black colleagues.

5. Credibility and victim-blaming:
The credibility of the victim is often called into question, as it is usually her word against that
of the harasser/s. (Although dealing with rape rather than harassment, the film The
Accusedwas a striking example of victim-blaming and male solidarity trying to defeat justice,
similar to what often happens in the case of harassment.) Several factors aggravate this
problem:
The large majority of decent men who treat women with respect and would never dream of
taking such liberties, usually find it difficult to believe that respected colleagues would abuse
their position in this way.
Management may take the word of a senior person rather than that of a subordinate as they
are likely to have known the senior longer, and a manager usually has more credibility in a
dispute than a subordinate.
The Effects of Sexual Harassment in the Workplace:
Emotional Well-Being:
Sexual harassment can jeopardize the victim's emotional and mental health. It can lead to the
loss of self-esteem and it may even compromise personal relationships. Sexual harassment in
the workplace can cause significant stress and anxiety. An employment harassment lawyer is
also likely to work with clients who have suffered from long-term clinical depression as a
result of sexual harassment.
Physical Health:
Physical health and emotional health are closely linked. When victims of sexual harassment
experience mental and emotional problems, it often leads to physical health issues, such as
loss of appetite, headaches, weight fluctuations, and sleep disturbances.
Financial Challenges:
In addition to causing health problems, sexual harassment frequently leads to financial
challenges. It's important to tell your sexual harassment attorney in San Jose about any
financial consequences of sexual harassment, such as lost wages and unpaid leave. Some
victims of sexual harassment may even face broader career repercussions, such as the loss of
job references. They may decide to leave their current position or employer to avoid a hostile
work environment.
Global Consequences:
Sexual harassment has a direct effect on employers and the global economy. Each year,
millions are lost due to absenteeism, low productivity, employee turnover, low morale, and
legal costs stemming from sexual harassment. The economy also suffers due to premature
retirement and higher insurance costs.

6. Effects on society:
How Sexual Harassment Affects Employees:
When an employee is being subjected to sexual harassment, the workplace becomes a hostile
environment, with the constant threat of physical and/or emotional harm. This can lead to
severe distress for victims, with individuals at risk of developing mental health problems such
as depression, anxiety, PTSD or panic attacks, as well as the physical symptoms that
accompany these disorders.
Low productivity, motivation and morale levels, or high rates of sick leave or absenteeism,
may also be signs that an employee is suffering from some form of harassment. As well as
causing direct and immediate suffering for individuals, sexual harassment can interfere with
work performance, career progression and even result in people being forced out of their job
and income completely.
How Sexual Harassment Impacts Organizations:
A workplace environment that fails to properly address the issue of sexual harassment will be
at risk of developing signs of a negative work culture – low morale, discontent employees
and high levels of absenteeism will soon be reflected in lower productivity and profits.
Financially, companies can expect to face higher rates of staff turnover, with the added
strains of hiring and training new staff, as well as the expense of sexual harassment law suits.
A sexual harassment law suit will cost your company significant amounts of money, in
addition to damaging your reputation and brand name.
Remedies for Sexual Harassment:
 Create A Strong Sexual Harassment Policy:
Hopefully, you’ve already outlined the company’s sexual harassment policy in contents.
(You could also post the policy in location where it can be frequently viewed by workers,
such as the break room). If you have yet done so, here is an outline of what it should include.
 Encourage Consensual Agreement Forms For Office Romances:
Also known as “love contracts,” these forms are signed by the participants of the romantic
relationship to ensure that both parties have entered the relationship willingly. Although there
is some controversy over these contracts, they help to protect both the company as well as
both parties involved. The forms ensure that no one is being pressured into the relationship,
therefore preventing future cries of sexual harassment. Here is an outline of what your
consensual agreement should acknowledge:
That the relationship is consensual.

7. That they understand and have received a copy of the company’s sexual harassment policy.
That they understand that they cannot be in a direct report/supervisor role of the other
individual.
That if the relationship should end, they will not do anything work related to retaliate against
the other nor will they continue to pursue the relationship while at work place
 Never Laugh At Or Encourage Inappropriate Jokes:
Some people have more vivid senses of humor than others; we all know that! Even though
you may personally relate to someone’s vibrant sense of humor, there is a time and a place
for everything. Not everyone may say that lovin’ feeling when it comes to joking around.
Remind employees that others may find sexual jokes to be crude and unpleasant, instead of
comical. If an employee makes an inappropriate comment or joke, be sure to tell them so. If
it’s in a group setting, you certainly shouldn’t reprimand them publically, but you shouldn’t
remain silent either. Otherwise, the rest of the staff will be standing around thinking “I can’t
believe so-and-so said that and the boss didn’t say anything!”
 Keep Your Office Parties “PG” Rated:
Everyone loves getting together and cutting loose for a fun time with their colleagues.
Throwing summer picnics and get-togethers can be great for boosting the team morale (check
out our blog cover what you should and shouldn’t wear to these events).
However, it may be a good idea to remind employees about prohibited sexual behaviors.
Having a meeting before the event to review the sexual harassment policy and the office
dress code can be a nice way to ensure all of your employees have recently heard the policies
and know what is and isn’t acceptable.
 Ensure That All Upper-Level Employees Attend Anti-Harassment
Workshops:
Doing so will help to ensure that the management has a clear and uniform understanding
about this harassment and how to go about handling situations that may arise.
 Respond to Sexual Harassment Complaints Right Away:
Taking immediate action to investigate and address a situation where an employee reports
sexual harassment can not only decrease or eliminate your organization’s liability, but it also
lets employees know that this kind of inappropriate behavior has consequences and will not
be tolerated.
 Prevent Retaliation:
Many victims of sexual harassment are cautious of coming forward with their complaint
because of fear of retaliation by the harasser.

8. This is why it is important to remind all employees that retaliating against someone for filing
a sexual harassment claim is not only wrong, it’s against the law.
Conclusion
In the conclusion, it can be said that sexual harassment is a significant issue that is not good
for organizational work culture. Anti-sexual harassment policy can be used by the managers
to prevent this issue and to make safe and secure working place to the employees. Managers
can use laws, policies and complaint procedures against the sexual harassment that is
important to take corrective actions. In addition, it can also be concluded that sexual
harassment is not a good practice for all the organizational people that also create problems
for the organization regarding its growth within the industry. The control over sexual
harassment will be effective for the organizational core value.

9. END