Workplace Harassment Sexual Violence

Workplace Harassment: Sexual Violence
Workplace Harassment: Sexual Violence
Sexual harassment in workplaces have been a critical problem in the society for the last
couple of decades and continues to ail the contemporary society as evident by a large number of
court cases in regards to this issue. While many still misunderstand what amounts to sexual
harassment, it goes way far to the misuse of power in controlling a particular individual for
personal gain, especially in work peripherals. Even with the laws available and the literature
discussions in the United States, sexual harassment still becomes a debated issue every dawn.
This paper intends to discuss the in-depth issue of sexual harassment in workplaces as evident in
today’s world.
In essence, sexual harassment is majorly a form of gender segregation where it may come
in many forms such as a request for sexual favors as well as verbal or physical contact that may
have a different connotation altogether (Germain, 2018). Such behavior qualifies to be a sexual
harassment if they are used as conditions whether implicitly or explicitly for employing an
individual in a particular workplace. These conducts often become a sexual harassment when
such conditions become the basis for deciding whether to employ such individuals or not
(Germain, 2018). Additionally, many employers or rather workmates may use such conditions as
a tool for interfering with the performance or creation of an environment that becomes hostile or
even intimidating for working.
In dealing with this menace of the sexual harassment particularly in the working
environment, saw the creation of bodies such as California Fair Employment and Housing Act’s
(FEHA) which have gone far in assisting the victims of such violations and trying to put to an
end to these habits (Marshall, 2017). Such Acts has been responsible for prohibiting sexual
harassment in workplaces. It as well puts individuals such as the supervisors, managers as well
as non-supervisory employees under the act and the provisions of the law. The goal that FEHA
sets aside is to make sure that the supervisors and managers are familiarized with their
responsibilities which is under the California law in regards to how they should respond to as
well as preventing sexual harassment.
Primarily, there should be a zero tolerance to this prevailing habit as strongly indicated
by the federal laws and Acts such as FEHA. There should, therefore, be more training to address
as well as identify this problem and more attention should be paid to a particular problem as
caused by coworkers and employers. To ensure that such conduct is avoided in future, both
private and public sectors should set strict rules and regulations that aim at preventing such
scenarios to occur (Nielsen, Glasø, & Einarsen, 2017). This might be done by ensuring that the
process of employing workers is as transparent as possible and based on the qualifications of
those seeking to be employed.
In conclusion, the issue of sexual harassment has been neglected for many years and
therefore creeps in the workplaces in the contemporary society. While such notion has been
misunderstood, there is a need for strict measures and regulations that bar employers and
coworkers to mislead their position to harass others for their personal gains. The formation of
bodies such as FEHA has proven helpful in the race of preventing and dealing with this issue in
the workplaces.
Germain, M. L. (2018). Introduction. In Narcissism at Work(pp. 1-6). Palgrave Macmillan,
Marshall, A. M. (2017). Confronting sexual harassment: The law and politics of everyday life.
Nielsen, M. B., Glasø, L., & Einarsen, S. (2017). Exposure to workplace harassment and the Five
Factor Model of personality: A meta-analysis. Personality and individual
differences, 104, 195-206.

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