...Sexual Harassment in the Workplace EXPERIENCES OF WOMEN IN THE HEALTH SECTOR Paramita Chaudhuri Health and Population Innovation Fellowship Programme Working Paper, No. 1 This report is the result of a project entitled “Understanding Sexual Harassment in the Health Sector,” undertaken as part of the Health and Population Innovation Fellowship (HPIF) awarded to the author in 2004. The HPIF programme is administered by the Population Council, New Delhi and is a continuation of the MacArthur Foundation’s Fund for Leadership Development (FLD) fellowship programme that continued over the period 1995 to 2004. The Council is grateful to the MacArthur Foundation for its support to this programme. The HPIF programme aims to support mid-career individuals who have innovative ideas, leadership potential, and the capacity to help shape policy and public debate in the field of population, reproductive health and rights in general, with a focus on two priority themes – maternal mortality and morbidity, and the sexual and reproductive health and rights of young people. Since the transfer of the programme to the Population Council through 2006, a total of 17 individuals have been supported under the HPIF programme. For additional copies of this report, please contact: Paramita Chaudhuri Senior Programme Officer Sanhita 89B Raja Basanto Roy Road Kolkata 700 029 Email: sanhita@cal.vsnl.net.in Phone: 033-24227965 Population Council Zone 5A, Ground Floor India Habitat Centre, Lodi Road...
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...SEXUAL HARASSMENT AT WORKPLACE INTRODUCTION:- SEXUAL HARASSMENT Sexual harassment is any sexually oriented practice that endangers an individual’s continued employment, negatively affects his or her work performance or undermines his or her sense of personal dignity. Sexual Harassment can manifest itself both physically and psychologically. In it’s milder form it can involve verbal innuendo and inappropriate affectionate gestures. It can however, escalate to extreme behavior amounting to attempted rape and rape. Physically the recipient may be the victim of pinching, grabbing, hugging, patting, leering, brushing against, and touching. Psychological harassment can involve a relentless proposal of physical intimacy, beginning with subtle hints...
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...RUNNING HEAD: SEXUAL HARASSMENT IN THE WORKPLACE Sexual Harassment Peter Samuka Strayer University English 215 writing assignment Dr. Rochelle Harris September 4, 2011 Abstract This essay focuses on sexual harassment in the workplace with women suffering the most. As increasing numbers of women have joined the labor force over the last 3 decades, what has also increased is their vulnerability to unwanted attention at work. Today, the problem of sexual harassment in the workplaces is acknowledged as a serious issue, as an occupational problem and a violation of human rights. Introduction Sexual harassment against women in the workplace is becoming more of a problem for everyone than just employers alone. Women are at a disadvantage at times on account of their femininity. Men take advantage of it and apply pressure on them to have an affair with them. They trouble them in many ways; make verbal and physical gestures inviting them to compromise with them. Lawsuits filed by women, negative publicity in the media, decline in productivity occur as business establishments fail to take pro-active measures to eradicate sexual harassment in their places of work. This research essay will focus on the history, definition, negative effect on both the victim and offender, and preventative measures to take in the event of sexual harassment, and an analysis. Sexual harassment in the workplace is a problem being addressed in many societies today and feminists have raised...
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...[pic] [pic] Sexual Harassment of Women at Workplace (Practical Training Paper-V) Essay submitted by Vidya R John 1st Year LLB, 2nd Semester Sexual Harassment at Work Place [pic] It all began when Bhanwari Devi, a saathin or village-level worker in Bateri in Rajasthan's Bassi tehsil took a stand, risking her life and her family's, showing extraordinary courage in the face of a social boycott after five men raped her in 1992 when she tried to stop a child marriage. But she stood her ground. The incident changed her life and shaped the women's movement in Rajasthan. The most frightening part was that the heinous crime was committed to teach Bhanwari Devi a lesson for exposing a child marriage in the village. The five accused took it almost like a challenge to hurt Bhanwari Devi. 18 years on, Bhanwari Devi’s fight for justice continues. But after that day on September 22, 1992, the movement managed one significant victory, the Vishakha judgment of August 1997. The verdict, on a PIL filed by Vishakha and four other women's groups in Rajasthan against the State and the Union of India, provided the basic definitions of sexual harassment at the workplace and also laid down guidelines for dealing with it. Sexual Harassment affects all women in some form or the other. Lewd remarks, touching, wolf-whistles, looks are part of any woman’s life, so much so that it is dismissed as...
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...Sexual Harassment at workplaces Introduction Cases of sexual harassment at the places of work have been on the rise especially over the recent past. Sexual harassment is one of the most exploitive behaviors where power has been misused to victimize others at the places of work by those who hold superior positions in organizations (Shrier, 1996). Sexual harassment can occur to both men and women but more often than not, women are the victims. According to Boland (2002), a research conducted in the 1970s revealed that approximately one out of every two women would become a victim of sexual harassment at her place of work. The vice makes one feel disrespected, humiliated, or offended. Forms of sexual Harassment Such conduct is either expressed implicitly or explicitly, a term or condition to one’s employment. Rejection of such conditions by the victim may be used as the basis for employment decision affecting him or her. The purpose of such behavior could also be aimed at creating a hostile and intimidating work environment for the victim (Achampong, 1999). Sexual harassment can be of quid pro quo i.e. something for something or ‘a hostile environment’ in nature. In both cases, the conduct is unwelcome. In most cases the quid pro quo involves a senior person who has power to make decisions on an employee, depending on whether he or she submits to their sexual demands. On the other hand, a hostile environment is established when the working environment is offensive and intimidating...
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...Discrimination and Harassment in the Work Place/Education System Sexual and racial harassment refers to the action of repeated, annoying sexual comments, gazes, threats due to race, and physical contact at the workplace and in schools. The 1964 civil rights federal act makes it illegal for employers to discriminate against employees or potential employees on the basis of religion, national origin, sex, color, or race. Now, companies and education entities around the world face the task to ensure decent working conditions for their employees and students in an environment free from discrimination and harassment. In cross-cultural companies, it's rather difficult because of the peculiarities of the mentality and the differences in cultural practices, but it is necessary to solve the problem of discrimination and harassment. Sexual and racial harassment is a common problem for both women and men; it not only leads to discrimination in labor, loss in wages, low productivity and stress, but also influences the general atmosphere of lawlessness and violence. There are many forms of discrimination, especially in the workplace. Before we get into the different types of discrimination, we need to define the word discriminate, which means to make a “distinction in favor of or against a person or thing on the basis of the group” or class, especially on the grounds of race, age, or sex. Discrimination around us First, let’s talk about discrimination; could you imagine...
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...Sexual Harassment in the Workplace 1 Lori Spence LDR 222 Workplace Diversity Owen’s Community College Professor Margaret Parker April 14, 2013 Sexual Harassment in the Workplace 2 Introduction Workplace Sexual Harassment is an issue that is very delicate. The facts are that sexual harassment occurs more than most employers, and employees would like to admit and since the recession the number of cases has risen. All claims of harassment and sexual harassment should be immediately investigated by the employer, in the same manner as other employee complaints. If the investigation confirms the allegations made, immediate corrective action should be taken, including counseling and if appropriate, suspending, demoting, or discharging the offender. In this paper we will look at the facts, causes, outcomes, employer/employee responsibility, and the statistics that are very alarming. Sexual Harassment is an issue that can be viewed in different ways depending on who is looking at the issue and why. We will also look at the alarming trend of male sexual harassment and why it has become almost as common in the workplace as female sexual harassment. I choose this topic because it was interesting that sexual harassment can mean many different things depending on who you ask. The fact that since the recession male...
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...HR 512 Training Training on Sexual Harassment Carolyn P Garrity November 21th, 2012 Sanjoy Barman Md. Kamrul Ahsan Emon Rafsan Kabir Confederation College Contents Introduction 3 Training Need Analysis 4 Tool Design: 4 Effective use of tools: 4 Survey on Sexual Harassment 5 Report of findings: 7 TRAINING PROPOSAL 12 1. Title of Training Proposal: Avoid Sexual Harassment at Your Workplace. 12 2. Sector: 12 3. Brief Description of Training 12 3.1 Training Objective: 13 Participants will learn: 13 TRAINING DESIGN 14 4. Details of Training Design: 14 4.1Proposed Date and Duration of Training 14 4.2 Course Outline: 15 I. Understand and reinforce the need for sexual harassment training 15 II. Identify and legally define discrimination and harassment 15 III. Prevent harassment and discrimination 15 IV. Understand different gender and cultural communication methods 16 V. Active and respectful communication skills 16 VI. Case study application, course review and examination 16 4.3 Training Output: 17 4.3 Methodology: 17 Return on Investment 18 Target Group 18 Training Costs 19 Training Plan 20 Name and Designation of Officer to be contacted for details: 23 Bibliography 24 Appendix 25 Introduction Training helps the organization to identify the effectiveness of training. It indicates the performance required for the employees to perform the job. Training plays an important role to develop the skills and performance of the...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) Interpreting service available for callers...
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...Running Head: Harassment Harassment in the Work Place Celina Delgado English 306 Park University ABSTRACT Sexual Harassment in the workplace can be very critical for an employer. Not only can it ruin the company’s reputation but also it can be left in debt due to lawsuits for cases left unattended. The employer must open their eyes that sexual harassment in fact can happen in any workplace and we should take steps to prevent this from happening. “Sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating hostile or offensive working environment” (Wikipedia 20012). Although I personally feel you see it more in men then in women. Certain laws have been placed so that employees could keep the company in a positive and comfortable environment. In order to keep the workplace comfortable everyone must know exactly what sexual harassment is and threatening it could be not only for the individual but also for the employer. TABLE OF CONTENT Title page 1 Abstract 2 Table of Content 3 What is harassment in the workplace 5 Types of harassment 6 Ramifications of Harassment 7 Surveys 9 Conclusion and Solution 10 References 11 Executive Summary The Purpose for my report is to make you aware of what exactly...
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...When people think of sexual harassment, they typically think of a group of guys saying dirty jokes to a woman. Although that is an example of sexual harassment, it goes much further. Sexual harassment is unwelcome sexual advances, requests for favors of a sexual nature. Including other physical and/or verbal conduct of a sexual nature constitute sexual harassment when this behavior implicitly or explicitly affects a person’s employment, unreasonably interferes with an employee’s work performance, or creates a hostile, intimidating, or offensive work environment. Sexual harassment is a form of sexual discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also covers employment agencies and labor organizations as well as the federal government. (www.ecoc.gov) Sexual harassment like many other things has a history. The concept of sexual harassment is not an old one, it is a relatively new term that was started in the 1970s. The term was used in 1973 in “Saturn’s Rings”, a report written by Mary Rowe. This report was given to the Chancellor and President of MIT. The report included multiple types of gender issues that were going on at the institution. Rowe stated that in her opinion she was not the first to use the term because it was talked about in some women’s groups in Massachusetts in the early 1970s. MIT may have been one of the first large institutions...
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...of a workplace tainted with harassment issues, as well as to provide recommendations to assist organizations on how to avoid legal liability regarding harassment claims and how to achieve a harassment-free work environment. Drawing on scholarly sources, the report identifies three forms of harassment, which are bullying, sexual and racial harassment. It examines the differences in people’s perception of harassment in general as well as the factors influencing individuals’ experience of it. The report describes the risks for businesses experiencing harassment in the workplace; it examines the negative effects they can have on organizational environment, and its impacts on the organizations’ professional image. The findings of this report suggest that organizations can prevent and resolve harassment in the workplace by improving leadership and communication among employees, and by implementing and enforcing a clear and effective anti-harassment policy. The recommendations made in this report are to: * Provide basic guidelines on how to create and enforce effective human rights policies in organizations * Provide the necessary elements an effective anti-harassment policy should have * Provide adequate training and education programs for everyone at the organization INTRODUCTION Over the last years, there has been a rising concern over the issue of harassment in the workplace. Despite some employees may ignore or find harassment as a rather rare occurrence...
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...SEXUAL HARASSMENT Abstract Sexual harassment includes a range of actions from mild transgressions to sexual abuse or sexual assault. Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse (sexual and psychological) and bullying. For many businesses and other organizations, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making. Many men and women around the world believe that sexual harassment is a practice based on simple sexual attraction. It is often seen as an expression of male interest and a form of flattering sexual attention for women – a sometimes vulgar but essentially harmless romantic game, well within the range of normal, acceptable behavior between men and women. What is Sexual Harassment? Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace or learning environment, according to the Equal Employment Opportunity Commission (EEOC). Sexual harassment does not always have to be specifically about sexual behavior or directed at a specific person. For example, negative comments about women as a group may be a form of sexual harassment. Sexual harassment interferes with your performance by threatening your job security or becoming an obstacle to effective work. Although sexual harassment laws do not usually cover teasing or offhand...
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...Sexual harassment in the workplace is described as actions that are sexually directed and unwanted whether verbal, visual or physical conduct of a sexual nature, which subjects the employee to unpleasant employment conditions or creates an unfriendly work environment. It is a vital concern in many corporations and can occur in a variety of workplace relationships. Sexual harassment can occur between a boss and a subordinate, coworkers, and even non-employees that have business transactions with employees (Mathis & Jackson, 2006). Sexual harassment is described as a form of gender discrimination which is a violation of Title VII of the 1964 Civil Rights Act. Title VII, applies to private and most public employers, labor organizations, employment agencies, and joint employer-union apprenticeship programs with 15 or more employees. The law makes certain employers responsible for preventing and stopping sexual harassment that occurs on the job. Sexual harassment is very widespread and affects women in every workplace setting and at every level of employment. Surveys indicate that almost half of all working women have experienced some form of harassment on the job, a proportion that has not changed since the issue gained visibility in the early 1980s (Heathfield, 2009). No occupation is immune from sexual harassment, but the incidence of harassment is higher in workplaces that have traditionally excluded women, including both blue collar jobs like mining and white collar...
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...Over the years sexual harassment claims have definitely changed the way that employees conduct themselves in a work environment. Twenty five years ago sexual harassment was viewed as the norm in some industries and no one thought twice about filing a suit. However, in today’s working environment employees must be extremely careful in making sure that none of their actions are misconstrued as sexual harassment. In order for sexual harassment to be founded certain conditions must be exist. The conditions are the victim must be a member of a protected class, have not consented to the sexual advance, complaints must be gender related and based on sex and it must have an effect on the employee’s job in the scope of employment (Walker, 2008). These conditions help those investigating sexual harassment determine if the claims are founded. To help employees with this difficult task many organizations have created sexual harassment policies to keep employees informed on what constitutes sexual harassment. Sexual harassment includes requesting sexual favors as well as touching, joking, commenting or distributing sexual materials that an employee has not consented to and find offensive (Walker, 2008). Sexual harassment is not to be mistaken for gender discrimination which a person of a specific gender being treated differently because they are that particular gender. There are two types of sexual harassment. The first type is vicarious liability which is former known as “quid...
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