Effects of Sexual Harassment in the Workplace
In today's world, where workplaces are striving to be more inclusive and equitable, sexual harassment remains a persistent issue that can have profound and lasting effects on individuals and organizations alike.
In this blog, we’ll define sexual harassment, its various forms, and the significant impacts it can have on victims and workplaces.
WHAT IS SEXUAL HARASSMENT?
Sexual harassment in the workplace refers to unwelcome and inappropriate behavior of a sexual nature that creates a hostile, intimidating, or offensive work environment. It can include unwelcome advances, requests for sexual favors, offensive jokes or comments, physical touching, or displaying explicit material.
It's important to note that sexual harassment can occur between any individuals in the workplace, regardless of their positions or genders. It is not only limited to direct interactions but can also include suggestive remarks, emails, texts, or any other forms of communication that are sexual in nature and unwanted.
EFFECTS OF SEXUAL HARASSMENT
The effects of sexual harassment on victims can be profound and multifaceted. Victims often experience emotional distress, anxiety, depression, and a decline in self-esteem. The fear of retaliation or being disbelieved can prevent victims from reporting the harassment promptly, exacerbating these emotional impacts.
In addition to the personal toll, sexual harassment can have significant consequences for the workplace as a whole. It can lead to decreased productivity, increased turnover rates, damaged reputation, and legal liabilities for employers. Employees who witness or are aware of harassment may also experience stress and discomfort, contributing to a toxic work environment.
TYPES OF SEXUAL HARASSMENT IN THE WORKPLACE
Sexual harassment can manifest in various forms. Some examples include:
- Quid Pro Quo: This occurs when a person in a position of authority demands sexual favors in exchange for employment benefits such as promotions, raises, or job security.
- Hostile Work Environment: This type of harassment involves behavior that creates an intimidating, offensive, or hostile work environment, making it difficult for the victim to perform their job effectively.
- Physical Harassment: Unwanted physical contact, including touching, groping, or assault, constitutes physical sexual harassment.
- Verbal or Non-Verbal Harassment: This includes unwelcome comments, jokes, gestures, or displays of sexually explicit materials.
HOW TO REPORT SEXUAL HARASSMENT AT WORK
Reporting sexual harassment can be daunting, but it is crucial for addressing the issue effectively. Most organizations have specific procedures for reporting harassment, which often involve speaking with a designated HR representative, supervisor, or a trusted senior manager. If the harasser is the direct supervisor, employees can typically report to a higher-level manager or directly to HR.
It's important to document the details of the harassment, including dates, times, and any witnesses present. Some organizations also provide anonymous reporting options to protect the privacy of the victim.
RESOURCES FOR VICTIMS OF SEXUAL HARASSMENT
Victims of sexual harassment should be aware of the resources available to them for support and guidance. Many workplaces offer employee assistance programs (EAPs) that provide confidential counseling and support services. Additionally, external resources such as local advocacy groups, hotlines, or legal aid organizations specializing in workplace harassment can offer invaluable assistance and advice.
LEGAL RIGHTS OF EMPLOYEES FACING SEXUAL HARASSMENT
Employees facing sexual harassment have legal rights protected by various federal and state laws. These rights include:
- Title VII of the Civil Rights Act of 1964: Prohibits sexual harassment in the workplace and provides avenues for legal action against employers who fail to address harassment.
- The Equal Employment Opportunity Commission (EEOC): Handles complaints of workplace harassment and discrimination.
- State and local anti-discrimination laws: Provide additional protections and recourse for victims of sexual harassment.
Employees who experience sexual harassment can file a complaint with the EEOC or a similar state agency, which may investigate the matter and take appropriate action against the employer if the harassment is substantiated.
WHAT ARE ANTI-HARASSMENT TRAINING PROGRAMS?
Employers must institute anti-harassment programs that contribute to a welcoming culture where everyone feels they are valuable team members and attract talented job applicants. A company harassment policy should:
- Define harassment and give examples.
- State that harassment is not tolerated.
- Explain the harassment reporting system with a designated HR person for reporting claims.
- Communicate the disciplinary consequences of harassment.
- Outline the investigation and remediation process.
- State that retaliation against employees reporting harassment is prohibited.
Employers must hold employees, and themselves, to high standards. Everyone deserves a workplace free from harmful harassment, and all employees should be expected to behave like professional adults while on the job. Not only could workplace harassment lead to expensive lawsuits, but it also creates a toxic culture that cripples team cohesion and harms productivity.
Visit our website to learn more about our Preventing Sexual Harassment online course and how it can benefit your organization. Together, let's create workplaces where every individual is valued and respected.
