Sexual harassment is one of the most serious issues in the workplace. Sexual harassment is the making of unwelcome and inappropriate sexual remarks or physical advances in workplace, or other professional, or social situation. It includes any sexual act or behavior in the workplace that is perpetrated against another person without their consent. Unfortunately, sexual harassment in the workplace is all too common. Two 2017 studies found that 1 in 4 women and 1 in 10 men experience sexual harassment in the American workplace. In addition, 25% of all men are concerned of being falsely accused sexual harassment. International opinions in laws vary widely. Although most developed nations have laws prohibiting sexual harassment, the United Nations general recommendation 19 to the convention on the elimination of all forms of discrimination against women. Define sexual harassment of women and declares it to be discriminatory. It has been ratified by 189 of 194 World Nations. Verbal or physical conduct of a sexual nature, including the unwelcome or inappropriate promise of rewards in exchange for sexual favors. Constitute sexual harassment when any of these conditions are present. Submission to such contact is made either explicitly or implicitly a term or condition of an individual's employment. Submission to or rejection of such conduct can be used as the basis for employment decisions. Or the conduct as the purpose or effect unreasonably interfering with an individual's work performance or creating a perception of an intimidating hostile or offensive working environment. Workplace sexual harassment can take many forms, including but not limited to, a completed or attempted non consensual sex act, abusive sexual contact like unwanted groping. Non contact sexual abuse like threats of sexual violence. Conduct that creates a hostile work environment like pervasive telling of lewd jokes. And unwelcome, abusive or harassing misconduct as a condition for employment or advancement such as offering a promotion in exchange for sex or to prevent an adverse action like termination. As an example, about 40% of women report hearing sexual innuendo, off-color wisecracks, or blatant taunts in their workplaces. Dating between co-workers has a high potential cause serious problems. This is especially concerning today since more employees are dating each other. And fewer HR leaders see these relationships as unprofessional, just 29% in 2013, down from 58% in 2005. Dating relationships at work can cause distraction, morale issues, and claims of real or perceived favoritism. And when a relationship ends badly, the parties involved, we still see each other every day, leading to awkward encounters and potential claims of sexual harassment. Relationships between supervisors and employees are especially problematic and HR professionals know it. The 2013 survey found that only 32% of HR professionals think employers should have the right to prohibit office romance. But a whopping 95% voted to restrict romance between a supervisor and a direct report. Lot of problems can happen including these. The perception of unwanted sexual advances. The workplace distraction felt by other co-workers. Perception by those not involved of supervisory favoritism or the risk of reprisal after a relationship ends. These factors can contribute to a spiraling decline of productivity or even a lawsuit alleging a hostile work environment, which are major problems. As a supervisor, how should you respond to his complaint of harassment? A good place to start is to be aware of the organization's policy on sexual harassment and to know who to contact if harassment is reported to you. Allegations of sexual harassment or often investigated by the HR Department, but you, the supervisor, will sometimes be the first source of intervention. If that happens, listen carefully to all parties and document everything you do and all contacts with the parties involved and with other company officials. After a full investigation, consider the facts carefully and take appropriate disciplinary actions. Ultimately, getting rid of perpetrators is not enough, since it will not cure the hurt that has been caused. Adverse effects on harassed persons include stress, social withdrawal, sleep disorders, eating difficulties, another impairments of health. Always encourage victims to participate in whatever employee assistance programs are available. Employee assistance programs are voluntary work based programs that offer free, confidential help to employees who have personal or work related problems. As a supervisor talking to prevent the harassment of your employees. Well, first of all, your role is crucial. Both of the parties involved in the organization. If it can be shown that you as a supervisor no or should have known about an act of sexual harassment and responding appropriately, you can place yourself and your employer and significant legal jeopardy. One important place to start is to state clearly and with conviction that sexual harassment is intolerable. And that any case reported to you will be investigated completely and dealt with promptly and severely. Make sure employees know the organizations sexual harassment policy, by offering periodic training sessions. Be proactive by reviewing your department's physical environment for problems. Have a zero tolerance policy for suggestive photos, use of pornography, offensive humor, and physical sexual intimidation at work. The same goes for employees sharing explicit photos on their phones. You learn about that, shut it down. Last but not least, encourage employees to report acts of sexual harassment they experience or over here. Witnesses and victims of sexual harassment who know that they will be supported by their employer are more likely to trust in house investigation processes to resolve complaints. Rather than going to state or federal agencies for assistance.
