Many employees and students have to grapple with the challenge of sexual harassment at the workplace and at school. This week, we'll discuss this clear and present danger to the health and well-being of the worker or student and the productivity and reputation of his or her organisation or school.
What is sexual harassment?
Sexual harassment is described as unwelcome sexual attention and is a form of legal and social harassment. It can be simply words or jokes of a sexual nature, words along with inappropriate conduct or just inappropriate conduct alone.
Legally, there are two types, namely quid pro quo or a hostile work environment.
Quid pro quo sexual harassment literally means 'something for something'. This is the case when sexual favours are traded for something of value such as a promotion, a raise, getting a job, getting time off with pay, extended vacation leave, etc.
In a hostile work environment, sexual harassment exists when advances or other verbal or physical conduct is imposed on an employee, creating an intimidating, hostile learning, working or living environment.
Typical examples of these are, obscenities, sexual jokes, sexually explicit graffiti, downloading and circulating of Internet porn, sexually degrading posters and objects, etc.
Types of harassment
Sexual harassment comes in a variety of packages. The categories listed below were defined by Dzeich et al and Truida Prekel, a South African management consultant in 1990.
Power players, also called a quid pro quo harassers, insist on sexual favours in exchange for benefits they can dispense because of their positions in the company or school.
The mother/father figure - These harassers try to create mentor-like relationships with their targets, while hiding their sexual intentions. This is a common method of teachers who sexually harass students.
One-of-the-gang harassment occurs when groups of men or women embarrass others with lewd comments, physical evaluations, or other unwanted sexual attention.
Third-party sexual harassment describes sexual harassment of employees or peers who are not themselves the target of the harassment. This includes groping.
Serial harassers carefully build up an image so that people would find it hard to believe they would do harm to anyone. They plan their approaches carefully, and harass in private so that it is their word against that of their victims.
The gropers: These harassers' eyes and hands begin to wander whenever the opportunity presents itself, like in the elevator, when working late, at the office or department party.
The opportunist uses physical settings and circumstances to mask premeditated or intentional sexual behaviour towards targets such as private meetings, face-to-face 'instruction', field trips, conferences, etc.
The bully: In this case, sexual harassment is used to punish the victim for some misdemeanour, such as rejection of the harasser's interest or advances, or making the harassed feel insecure about himself or herself.
The confidants: Such harassers approach subordinates, or students, as equals or friends, sharing information about their own life experiences and difficulties. In short time, these relationships become intimate and difficult to terminate.
Situational harasser: Harassing behaviour begins when the perpetrator endures a traumatic event, or begins to experience very stressful life situations, such as psychological or medical problems, marital problems or divorce.
Pest: This is a 'won't-take-no-for-an-answer harasser who persists in hounding a target for attention and dates even after persistent rejections.
Great gallant: This is a type of verbal harassment which involves excessive compliments and personal comments that focus on appearance and gender, and are out of place or embarrassing to the recipient.
The intellectual seducer is often found in educational setting. They often try to use their knowledge and skills as a means to gain access to students, or information about students, for sexual purposes.
Incompetent: These are individuals who desire the attentions of their targets but do not reciprocate these feelings.
The unintentional is guilty of acts or comments of a sexual nature, not intended to harass, but is perceived by the 'harrased' as such.
The academic, professional, financial, and social effects of sexual harassment are:
Impaired work or school performance.
Increased absenteeism.
Loss of job or career.
Becoming publicly sexualised (i.e. groups of people 'evaluate' the victim to establish if he or she is 'worth' the sexual attention or the risk to the harasser's career).
Defamation of character and reputation.
Loss of trust in the types of people that occupy similar positions as the harasser or his or her colleagues.
Extreme stress upon relationships with significant others, sometimes resulting in divorce.
Extreme stress on peer relationships, or relationships with colleagues.
Having to relocate to another city, another job, or another school.
Loss of references or recommendations.
The psychological and health effects that can occur in someone who has been sexually harassed are depression, anxiety, panic attacks, sleeplessness, nightmares, shame and guilt, difficulty concentrating, headaches, fatigue or loss of motivation, stomach problems, eating disorders, alcoholism, feeling betrayed and/or violated, etc.
Effects of sexual harassment on organisations
Decreased productivity and increased team conflict.
Decreased job satisfaction.
Increased health-care costs and sick-pay costs because of the health consequences of harassment.
Undermining of ethical standards and discipline in the organisation.
What should I do if I think I am being harassed?
Avoid it. Employees experiencing harassment sometimes attempt to lessen the incidents by avoiding the harasser.
Say NO to the harasser! Be direct. If you feel safe and able to talk directly to the harasser, tell the harasser why the behaviour makes you feel harassed and ask him or her in a polite, but firm way to stop it.
Write a letter to the harasser. Describe the behaviour and ask the harasser to stop it.
Talk to a supervisor or other superior about the harassment.
Find a 'protector' within the office hierarchy.
Keep a record of what happened and when.
Officially report the harassment to his/her superiors.
Speak to an employee or union representative.
If you are experiencing severe psychological distress, you may want to consult a psychologist or other mental health-care provider.
Quit. Many people who are victimised by harassment have no choice but to quit.
Preventing harassment in the workplace
Employers are responsible for the conduct of supervisors, managers and other workers. They should put in place an effective sexual harassment policy which stresses the illegality of sexual harassment and delineates a well-defined and appropriate complaint process which also ensures the confidentiality for the victim.
Sources:
Arjun P. Aggarwal and Madhu M. Gupta. Sexual Harassment in the Workplace, Third Edition
Langelan, Martha. Back Off: How to Confront and Stop Sexual Harassment and Harassers. Fireside, 1993
Boland, Mary L. Sexual Harassment: Your Guide to Legal Action. Naperville, Illinois: Sphinx Publishing, 2002.
Dziech, Billie Wright, Weiner, Linda. The Lecherous Professor: Sexual Harassment on Campus, Chicago Illinois: University of Illinois Press, 1990.
Share your views on sexual harassment in the Jamaican workplace and tell us if you believe it is a major problem. Do you know anyone who has suffered, or been favoured, because of sexual harassment. Email comments to saturdaylife@gleanerjm.com.