ARE YOU CONCERNED ABOUT SEXUAL HARASSMENT? – LET’S TALK
P E R S I S T E N T P R O B L E M – WORKPLACE SEXUAL HARASSMENT
In spite of laws that have been on the books for many years, many people do not report their experience of sexual harassment because of shame, intimidation, ridicule, fear of retribution and past societal patterns of disbelieving victims. Survivors therefore have often suffered intense emotional, professional, and financial problems. Companies also have suffered severe legal and financial consequences. Legal consequences to some companies have been devastating. It does not have to be that way.
The American Association of University Women defines Workplace Sexual Harassment as “any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature”. In the news, we have seen wealthy men, politicians, famous actors, television personalities, clergy, and athletes who have been accused of sexual harassment and assault. However, many women have left their jobs and even their professions rather than report their experiences. Now the percentage of sexual harassment and sexual assault victims is rising, due to the courage of women who are upfront about the abuse.
In the past, more than 50% of respondents surveyed had experienced some form of workplace sexual harassment, and almost 80% of the victims were women (Association of Women for Action and Research). In several of the university classes taught by our director, Dr. Webbink, the majority of women raised their hands when asked if they were sexually harassed, molested, assaulted, or even raped at any point in their lives. Very few of the men raised their hands to the same question. An America Online jobs survey in 2010 reports 31% of female workers have been harassed at work, and 100% of those women reported the harasser was a male. While most incidences of sexual harassment intimidation are committed by males harassing females, men have been victims of sexual harassment, too. About 7% of male workers claimed to have been harassed at work, and of those men, 62% claimed that they were harassed by a female.
Countless college students report they have been forced to encounter multiple forms of sexual harassment and abuse from classmates and professors alike. CNN news reports that many women who work in Congress are afraid to get in elevators alone or with a man. Also, apparently there is a list of certain known sexual harassers and gropers in Congress. Women do not want to subject themselves to these men. Not only are these men avoided, but there are other men in Congress who attempt to protect women from the known harassers (CNN, 2017). How sad that our lawmakers are getting away with these things. Even today, in the complaints that are addressed, settlements (paid through a slush fund) require that the woman sign a nondisclosure agreement.
Society’s climate is changing, however, and now, because of courageous reporting by victims and the resulting increased awareness, more female and male victims are coming forward and reporting abuse. Sexual harassment is now recognized as the crime that it is.
Harassment suits are costly in many ways for an organization, and not just financially. Negative news reports can undermine the reputation of an organization. Unchecked, this leads customers and the public to perceive an organization as fostering and condoning an atmosphere of sexual harassment. Note: it is rarely perceived as an “isolated incident”.
The best way to prevent and avoid sexual harassment and costly energy consuming criminal litigation is to be proactive. Be educated on the subtle and not so subtle sexual harassment behaviors. Corporate leaders have a moral and fiduciary responsibility to emphatically communicate to employees that sexual harassment, if left unchecked, could become a growing corporate cancer. Sexual harassment training must be mandatory for all employees.
We will help your organization establish a process to respectfully examine and resolve any complaints or reports of sexual harassment in the workplace. (Did you know that it is illegal for an organization to punish an individual for filing a discrimination or harassment charge, testifying, or participating in any way in an investigation or lawsuit related to sexual harassment or discrimination?) Our preventative approach cuts down on the need for intervention and potentially skyrocketing costs to finances and workplace productivity.
You probably already know of some organizations that are guilty of passively fostering a culture that inadvertently tolerates or promotes sexual harassment. Don’t let this happen to your organization. Now is the time to speak up. Let us help you to revamp sexual harassment policies, or restructure the company’s code of conduct. Together we can erase any vestiges of sexual harassment embedded in your firm’s culture.
Ready to take the first step?
Our teams of dedicated professionals are experts at helping organizations prevent and remedy sexual harassment. We empower victims to respond to harassment in effective and constructive ways. We can co-create with your management team a customized and effective, multi-level program to help your organization reduce the incidence, cost, and risk of sexual harassment… and to create a respectful, productive work atmosphere for all.