Sexual harassment in the workplace

Sexual harassment can be one of the most damaging events in a person’s career. Of all the types of abuse that occur in the workplace, being harassed in this manner can create more hostility than some can imagine.

Generally, any type of harassment can make going to work a living hell. Specifically, sexual harassment is a cruel form of abuse that is sometimes pushed upon people by small, weak, disgusting groups or individuals in the form of:

• Unwelcome sexual advances
• Requests for sexual favors
• Sexual verbal or physical conduct where submission to, or rejection of, such advances affect the individual’s employment

Who Can be a Sexual Harasser in the Workplace?

Just as a man or woman can be harassed, so can either one be the harasser.

Additionally, harassment does not simply have to come from within the person’s chain of command. It can come from a supervisor in another department, a business associate of the supervisor, a co-worker, or even a non-employee, such as a customer, delivery person, or a friend of someone in the office.

If the unwanted gestures are made in the workplace, then it’s not only a personal issue, but a work issue since employers are legally obligated to protect employees from all harassment, regardless of where it comes from.

What Steps Need to be Taken in the Event of Sexual Harassment?

The steps that need to be taken in a case of sexual harassment are no different than in other situations of a non-sexual nature.

• Confront the offending person
• Inform a supervisor or Human Resources Representative if the problem persists
• Begin to create a log of events
• Confront the offending person as necessary

Confrontation is uncomfortable for most, but not nearly as uncomfortable as a hostile work environment. It could be the case that the offending person does not know his gestures, comments, or jokes are not welcome. After all, people generally want to be liked by others.

However, if the person does not curtail his or her behavior after being told that it is unwelcome, then a supervisor or HR rep must be notified. Supervisors are legally obligated to report matters of harassment to HR. It is against the law to simply “keep it in the office,” as noted in an email interview with Andrew Smith, a Human Resources Generalist in Rochester, New York.

In situations where these steps do not ease the burden that comes with unwanted advances, a log must be created detailing what events took place, such as the specifics of what occurred when and where, and by whom followed by the methods that were taken to neutralize the offense(s). This log could become a legal document in the matter if a suit becomes necessary.