Sexual Harassment in the workplace

1. Sexual Harassment in the workplace Bakari D. Hudson Project 1: Culture and Communication

2. What is Sexual Harassment? • It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature • Examples of Sexual Harassment: • A. It is illegal to harass a woman by making offensive comments about women in general. • B. The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

3. Statistics in Sexual Harassment in Workplace • Sexual Harassment is common in the workplace: • 500 respondents of 92 companies • 54% (272 respondents) had experience for Sexual Harassment • 27% (272 respondents) had experience by their colleague • 17% by their superior • Awareness of mechanisms of redress within the workplace: 66.6% (333) were not aware of policies Another Statistic: 79% of the victims are women; 21% are men. 12% Had received threats of termination if they did no comply with the request of the sexual harassment.

4. Statistics in Sexual Harassment in Workplace

5. Strategies for Prevention • There are a number of steps that you can take to reduce the risk of sexual harassment occurring in your workplace. Here are a few steps to take:

6. Steps to Avoid • -As a employee you should receive a employee handbook stating the company policy against sexual harassment. • -define sexual harassment • state in no uncertain terms that you will not tolerate sexual harassment • state that you will discipline or fire any wrongdoers • set out a clear procedure for filing sexual harassment complaints • state that you will investigate fully any complaint that you receive, and • state that you will not tolerate retaliation against anyone who complains about sexual harassment.

7. Training of Sexual Harassment In the company handbook it is listed that the company has sexual harassment policies but, it is also wise to train your managers and supervisors. - At least once a year, conduct training sessions for supervisors and managers that are separate from the employee sessions. The sessions should educate the managers and supervisors about sexual harassment and explain how to deal with complaints.

8. The Odds Against Women in the Work Environment In 2011, there were 11,364 complaints of sexual harassment made to the U.S. Equal Employment Opportunity Commission: 84 percent filed by women and 16 percent filed by men. -31 percent of female workers reported that they had been harassed at work. -62 percent of those reporting they had been harassed took no action, -100 percent of the women harassed reported that the harasser was a man. -43 percent reported that their harasser was a supervisor.

9. The Cost of Sexual Harassment It can be difficult to measure the cost of sexual harassment. A survey of U.S. federal government employees estimated sexual harassment cost the U.S. government $327 million between 1992 and 1994. • The cost of sexual harassment to the employee includes: • Increase in sick leave and time away from work. • Decrease in individual productivity by victims of sexual harassment. • Lost productivity by workgroups in which harassment occurs. • In another study, stress, depression, and other emotional and physical consequences, including alcohol-related, sleep-related, and weight-related problems may occur. • The cost of sexual harassment to the employer includes: • Decrease in employee productivity. • Increase in sick leave and other kinds of leave, as well as higher medical payout. • Damaged company reputation (leading to difficulties associated with retention and attraction of employees). • Possible legal and consultant costs.

10. References • http://www.catalyst.org/knowledge/sex-discrimination-and-sexual-harassment-0 • http://www.aware.org.sg/ati/wsh-site/14-statistics

11. Created By • bBBakari Hudson