Despite great efforts to train employees and enforce strong consequences for sexually harassing behavior, it still remains a great challenge for many, especially women. Victims of sexual harassment are often afraid to speak up and fear the consequences or impact on professional success and image. In this workshop, we break the silence by addressing this issue head on and supporting each other in protecting our rights to respect and honor in the workplace. Learning Objective: Increase knowledge and awareness around sexual harassment Outcomes- At the end of this workshop, participants will be able to: a. Clarify the difference between appropriate, inappropriate, and illegal behaviors associated with sexual harassment b. Practice sending convincing messages to set appropriate boundaries c. Practice making positive decisions based on context and relationships d. Explore consequences of decisions and behavior e. Examine and challenge beliefs, definitions, and assumptions around sexual harassment

1. October 11–13, 2012
Sexual Harassment in the Workplace
Breaking the Silence

2. Why Victims Stay Silent
• I cannot betray my organization or my friends
• I will be removed from my organization
• After this is out, they will never look at me the same way
• If I don’t say anything, it will pass
• Investigations takes too long
• Pressure from peers to recant
• They will never believe me

3. OVERVIEW
• Examine and challenge beliefs, definitions, and assumptions around
sexual harassment
• Clarify the difference between appropriate, inappropriate, and illegal
behaviors associated with sexual harassment
• Practice sending convincing messages to set appropriate boundaries
• Practice making positive decisions based on context and relationships
• Explore consequences of decisions and behavior

4. DEFINITION
 Sexual harassment is a form of sex discrimination.
 Sexual harassment includes unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature
when:
• Submission to or rejection of is made a term or condition of a
person’s job, pay, career
• Submission to or rejection of is used as a basis for career or
employment decisions
• Conduct has the purpose or effect of unreasonably interfering
with an individual’s work performance or creates an
intimidating, hostile, or offensive work environment

5. Types of Sexual Harassment
• Quid Pro Quo/Sexual Coercion: (“This for That”) Conditions placed
on an individual’s career in return for sexual favors
• Hostile Environment: Subjected to offensive, unwanted and
unsolicited comments, or behaviors of a sexual nature. If these
behaviors unreasonably interfere with an individual’s performance
then the environment is classified as hostile
– Crude/Offensive behavior
– Unwanted sexual attention

6. Examine and challenge
beliefs, definitions, and assumptions around
sexual harassment
• All women say “no” when they really mean yes
• She was wearing a mini-skirt and a halter top – dressed provocatively
• She invited him over to her room
• If a person is a victim of sexual harassment they would have reported it
by now
• An offender is an odd-looking person who is violent, mentally
deranged, or impulsive
• Move the victim and the problem will be solved

7. Clarify the difference between appropriate, inappropriate,
and illegal behaviors associated with sexual harassment
Appropriate Inappropriate Illegal
Compliment Compliment Physical Contact
Ms. Jones, you look very nice Ms. Jones, you are looking Touching Ms. Jones
today. extremely sexy in that skirt today. inappropriately where she feels
uncomfortable.
Appropriate Inappropriate Illegal
Flirting Unwelcomed date Quid Pro Quo
Don’t – Remember its an attempt Ms. Jones, I’m attracted to you Ms. Jones if you go out on a date
to manipulate someone else. and would like to take you out on with me and put out, I will give
a date and possibly go further if you that promotion that’s
you know what I mean. available in my department.
Note: Ms. Jones is not interested.

8. Continuum of Behaviors
Sexual Innuendo Sexual Harassment Sexual Assault
Mutually Mutually Inappropriate, or Sexual Sexual
consenting/ safe flirtatious and non-mutual Harassment Assault
playful
Less More
severe severe
Intervention
opportunities
(Adapted from The Touch Continuum, Anderson, 2000 and Tabachnick, 2008)

9. Sexual Harassment Indicators
• Is the behavior sexual in nature?
• Is the behavior unwelcome?
• Have sexual favors been demanded, requested, or
suggested?
• Does the behavior create a hostile or offensive environment?
• Would a reasonable person react the same way to this
incident or behavior?

10. Responding to Sexual Harassment
• There are five techniques of dealing with sexual harassment
• Direct approach
• Indirect approach
• Third party assistance
• Leadership Support Chain
• File an Informal or Formal complaint

11. Practice sending convincing messages
to set appropriate boundaries
• Rules, limitations, or guidelines
• Do we have to set boundaries?
• Let’s keep this professional
• Can we just be friends?
• Be more assertive
• Protect yourself

12. Practice making positive decisions
based on context and relationships
• Clear communication
• Intent versus Impact
• Reconnecting the signals
• Can you live with the decisions?

13. Explore consequences of decisions and behavior
• What might be the after effects of our actions?
• Should I be concerned?
• What issues need I be aware of?
• Can I trust my perceptions?
• Will the outcome be positive and productive?
• What are the repercussions?
• Is what I am doing really worth it?
• Do I care?
• Is my attitude good and productive?

14. VIGNETTES

15. Peer to Peer - TDY
Sarah Clark and Michael Drake would frequently travel to different areas to
handle projects. Sarah and Michael considered themselves friends and talked
about everything. One day on travel, Michael asked Sarah if she wanted to go
to the movies after they finished the project. Sarah told Michael that would be
great. Michael said, “I will pick you up at 6”. During the movie, Michael rested
his head on Sarah’s shoulder and began rubbing her inner thigh with his hand.
Sarah grabbed his hand and told him to stop. As Sarah was getting up to
leave, Michael looked at her and said, “it’s me you're talking to”.
Does this constitute sexual harassment/assault?
Examples of physical sexual harassment may include touching, patting,
pinching, bumping, grabbing, cornering, or blocking a passageway; kissing;
and providing unsolicited back or neck rubs. Sexual assault includes rape,
nonconsensual sodomy (oral or anal sex), indecent assault (unwanted,
inappropriate sexual contact or fondling), or attempts to commit these acts.
serious criminal acts

16. Supervisor and Contractor
A few months after he began work, Mr. Brian Wallace, COR, was put in
charge of the Contract employees. Ms. Linda Norboss, CTR, claims
that Brian began harassing her by sending her several sexually explicit
emails/texts and telling her about a sexual encounter he had with
another woman. Linda says that when she asked Brian to stop, he
became angry and walked away.
Does this constitute sexual harassment?
IAW AR 690-600, The EEO officer will advise the aggrieved that, depending
on the facts and circumstances surrounding the employment relationship,
the Army may not be his or her employer under Title VII or any other
antidiscrimination laws. The EEO officer must forward the working
relationship information to the labor counselor for a fact based analysis and
legal opinion on whether the aggrieved is a covered Army “employee” under
the antidiscrimination laws.

17. Leadership Dilemma
Rudy Patton, Director, was getting a snack from the vending machine
when Carla Mathews walked passed him with a frown on her face. Mr.
Patton asked Ms. Mathews, “what’s wrong?” Carla replied with, “I’m
tired of the men commenting on how I wear my jeans and staring at me
as I walk by”. Mr. Patton told Ms. Mathews that he would look into it.
What should the Leadership do?
• Talk to Carla to get more specifics
• Handle the situation internally (training, counseling, and
discussion)
• Contact the EEO Office for Guidance
• Notify Senior Leadership as warranted

18. SUMMARY
• Examine and challenge beliefs, definitions, and assumptions around sexual
harassment
• Clarify the difference between appropriate, inappropriate, and illegal
behaviors associated with sexual harassment
• Practice sending convincing messages to set appropriate boundaries
• Practice making positive decisions based on context and relationships
• Explore consequences of decisions and behavior

20. HAND-OUTS

21. Appropriate Inappropriate Illegal Appropriate Inappropriate Illegal
Behavior: Behavior:
Example: Example:

22. BELIEFS BELIEFS
DEFINITIONS DEFINITIONS
ASSUMPTIONS ASSUMPTIONS