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Nota del Autor Gustavo Pérez-Oriol, División Latina en línea, Keiser University. Correspondencia sobre este artículo debe ser dirigida a Nombre Completo del Estudiante, División Latina en línea, Keiser University, Fort Lauderdale, FL 33309. Correo electrónico: gperez-oriol@estudiante.keiseruniversity.edu

“El acoso sexual se refiere a los avances sexuales no deseados, solicitud de favores sexuales, y otra el acoso verbal o física de naturaleza sexual. Sin embargo, de acuerdo con la EEOC, también puede incluir comentarios ofensivos sobre el sexo de una persona. Tanto la víctima y el acosador puede ser una mujer o un hombre, y la víctima y el acosador pueden ser del mismo sexo” (Snell & Bohlander, 2013).

1. Cuando nos referimos al acoso sexual o conocido en el lenguaje de recursos humanos como acoso sexual quid pro quo, toma lugar cuando la exposición de la actividad sexual se combina estrechamente a las ofertas de empleo, así como la negación de una promoción merecida por el empleado y que no es justificada en términos éticos y profesionales. Si una autorización de beneficios está determinada con el hecho de recibir un favor sexual, a cambio de una oferta al empleado que esta relacionada con aumentos salariales y bonos, promociones, estudios pagados y demás beneficios positivos por parte del empleador son ejemplos claro de acoso sexual y la inmediata intervención del departamento de recursos humanos.

El concepto de acoso sexual es definitivamente una conducta sexual altamente no deseado, la cual crea una atmosfera de trabajo altamente intimidante, hostil u humillante. El acoso sexual se representa de diferentes maneras; acoso físico: caricias o acercamiento físico no permitidos. Imposición para tener sexo sin consentimiento de la otra persona involucrada, acosar, perseguir, o estar siempre muy cerca a una persona que no esta de acuerdo con la compañía y semejantes indicaciones sexuales, acoso verbal: humillaciones, comentarios sicalípticos, chistes subliminales, difamación sobre comentarios falsos o y por ultimo el acoso visual: miradas, alusivas y molestas, muchos mensajes de naturaleza sexual o no, gestos sexuales con el cuerpo y manos.

Los pedidos de favores sexuales basados en promesas de mejores oportunidades de empleo por lo general son sencillos y directos. No obstante, en ocasiones lo que quizás parezca como una actividad sexualmente ofensiva por el sexo femenino, suele no ser considerado de carácter sexualmente ofensivo para el sexo masculino. Una broma de mal gusto puede llegar a ser visto de manera diferente por los miembros del sexo opuesto.

2. Muchos incidentes de acoso sexual desafortunadamente no se reportan por diferentes motivos como son el miedo a las represalias, la incapacidad o no pruebas suficientemente sólidas como para probar una acusación, el miedo a perder el trabajo o ser señalado como persona conflictiva dentro del grupo de trabajadores, o por simplemente por motivos de carácter personal. Por otro lado, muchos casos son resueltos mediante de métodos y políticas de quejas internas a nivel empresarial donde el departamento de recursos humanos juega un papel primordial. Es importante destacar que si el incidente no re reporto al EEOC o el empleador no se podrán tomar medidas efectivas.

Las empresas u organizaciones están en la obligación de crear políticas efectivas y proactiva para la revelación de los cargos de acoso sexual a nivel empresarial, es importante que los empleados sientan que el empleador los protege en este tipo de situaciones, y que existan seminarios, charlas y temáticas serias de parte de la empresa para prevenir dicho acto. Por lo general cuando los empleados sienten la presencia de políticas y estrategias empresariales por parte de la organización en contra del acoso sexual, definitivamente el empleado lo pensara antes de proceder con dicha manifestación en contra de otro trabajador.

3. Definitivamente el fundamento para tratar el acoso sexual es lograr que las organizaciones estén conscientes por medio de la capacitación mediante entrenamientos mandatorios sobre el tema incluyendo la política empresarial de "tolerancia cero" hacia el acoso sexual en la empresa en representación.

Programa de capacitación de acoso sexual:

Cantidad de empleados: 250 ¿Quién debe asistir a las sesiones de capacitación? Al programa de capacitación deben participar de forma mandataria todos los empleados incluyendo el departamento de recursos humanos y la directiva.

Porque debemos a hablar de Acoso Sexual: • Porque es ilegal, una forma de discriminación. • Reprime una excelente productividad y el buen trabajo en equipo. • Disminuye la moral laboral de la compañía. • Motivos de renuncia por parte de los empleados. • Dañar la imagen de la compañía. • Los casos de acoso sexual se han reproducido en los últimos tiempos. • El costo promedio de una demanda por acoso sexual va de US$80,000 a US$250,000. • 45% de las mujeres que trabajan han sido acosadas sexualmente. • 90% de los incidentes de acoso sexual no son reportados.

Los temas que se desarrollan en la sesión son: • Qué es Acoso o hostigamiento Sexual. • Cuáles son los efectos negativos e implicaciones del Acoso Sexual. • Cómo podemos evitar el Acoso Sexual. • Qué debemos hacer en caso de Acoso Sexual. • Respeto y No a las bromas pesadas "tolerancia cero" • Políticas de la compañía en referencia al Acoso Sexual. • Examen escrito y debate final.

Ejemplos específicos para describir la información de capacitación:

La actividad de capacitación que se muestra, se concentrara en el desarrollo de los temas legales implicados en la presencia de acosos sexual a nivel organizacional y como el mismo debe actuar y operar en un cuadro de la legislación existente, producto que en las organizaciones por lo general existe un total ignorancia con relación a los métodos a seguir a la hora de reportar un acoso sexual, así como la política y normas a seguir y como desafiar una escenario de acoso sexual, desde el punto de vista empresarial como del acosado. Ejemplos: ▪ Descripción de las normas del Código del Trabajo que describen las conductas de acoso sexual laboral. ▪ Análisis exhaustivo del concepto de acoso sexual Laboral. ▪ Estudio de prevención introductorios como son; dignidad del empleado, prestigio de la empresa, así como poder de mando y directiva. ▪ Análisis detallado del concepto común y legal relacionado al acoso sexual. ▪ Revisión de delitos sexuales relevantes, así como reportes de conductas que se han interpretado como producto del acoso sexual.

Pasos sobre como investigar las quejas sobre acoso sexual. ▪ Reportar inmediatamente la queja del empleador. ▪ Comenzar la investigación lo más pronto posible ▪ Estar familiarizado con las políticas de la EEOC ▪ Desarrollar la documentación adecuada y con los mayores detalles posibles ▪ Entrevistar a todos los testigos potenciales involucrados en el caso ▪ Tomar medidas correctivas temporales durante la investigación ▪ Tomar medidas para evitar las represalias ▪ Recuerde que las denuncias confidenciales todavía cuentan ▪ Evite prejuzgar quejas ▪ Se consistente

Si un empleado reporta una queja por muy pequeña que esta sea o una queja sobre la conducta seria, la empresa está legalmente impuesta a investigar el caso y participar en una investigación pronta y exhaustiva. Puede haber muchas razones para no realizar una investigación, pero en realidad no es una buena razón.

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