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Sexual Harassment

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Abstract This paper explores sexual harassment and the various elements that are associated with sexual harassment. The definition of sexual harassment and some of the behaviors that are considered sexual harassment are discussed. This paper also describes the difference between sexual harassment and gender discrimination. Quid pro quo sexual harassment is explained with examples, along with what constitutes a hostile work environment. The reasonable person standard and how to determine if the behavior is unwelcome are two ways that companies can help to protect themselves. A sample draft of a sexual harassment policy is included at the end of this paper with reasons of inclusion.

Sexual harassment is a very serious issue in the workplace, different from gender discrimination, and includes many different elements including a hostile work environment. According to the EEOC website, sexual harassment includes, “unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.” Although these are the typical forms of sexual harassment that most people think of, the EEOC website continues, “Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex.” (Sexual harassment, 2010) This means that any sort of offensive joke about sexuality is also sexual harassment. Harassment does not have to happen with members of the opposite sex, it can also be of the same sex. A harasser can be anyone related to employment, it does not have to be limited to an employee of the company, it can also be a non-employee.
According to Moran, there are six requirements for sexual harassment to exist. The six requirements that must be satisfied for sexual harassment to exist are: the victimizing employee alleging sexual harassment must be male or female, the complaint must be

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