Sexual harassment in the workplace has been illegal since the Civil Rights Act of 1964. Sadly, despite the fact that accusations have decreased over time, sexual harassment is still prevalent in some workplaces, and it is a major source of concern for employers. Everyone in the organization should be informed of how to spot sexual harassment, how to report it, and how to avoid it.
How to Identify Sexual Harassment
Because sexual harassment can take many various forms, it’s easy to overlook it or mistake it for something else. It’s critical to be able to recognise harassment since it may be quite traumatic and unpleasant for the employee or employer who is harassed.
Sexual harassment is typically defined as unwanted sexual advances, inappropriate sexual language, and sexually motivated verbal and physical acts, depending on the circumstances. If the victim’s employment is harmed as a result of the sexual activity, a claim may be justified. If the behaviour produces a hostile work environment, the claim may be legitimate.
Important Facts
- Even if the sexual harassment was not directed directly at you, you might be a victim.
- A harasser might be a coworker, a boss, a manager, a contractor, or even someone who isn’t an employee.
- Sexual harassment does not discriminate based on the victim’s or harasser’s gender.
- No one should accept or promote offensive sexual behaviour.
- Offensive behaviour must be directed towards a legally protected group in order to be considered unlawful.
- Even if the victim is not expelled or suffers financial loss, the harassment may be illegal.
How to Deal with It
There are a number of actions that an individual should take if they have been subjected to sexual harassment at work. If at all feasible, engage with the harasser directly by respectfully expressing that the conduct is unacceptable and that it must cease immediately. Because the source may not know what they are doing or saying is undesirable, this frequently stops the harassment without the need for further action. The firm may have a sexual harassment reporting mechanism if the harasser does not cease, or if he or she is a direct superior and the victim does not feel safe contacting them.
Occasionally, a system is in place that provides clear instructions on how to proceed and who to contact. You can also contact the harasser’s manager or someone from the human resources department. A victim might also consider filing a charge with the Equal Employment Opportunity Commission or a local agency and reporting the conduct. If an employee encounters resistance from their employer, it’s a good idea to consult an attorney who specializes in employment discrimination to ensure that their rights are respected.
A regular one-one meeting agenda with your worker would also help deal with this issue. Having a regular consultation with your employees would let you address the problems in the office right away. Which in the end could possibly reduce more problems such as employee quitting job due to sexual harassment concern with coworkers.
Preventing sexual harassment in the workplace is the most effective approach to eliminate it. As an employer, it makes sense to keep harassment out of the workplace since it leads to lawsuits, lower productivity, and worse employee morale.
