Workplace Harassment Sexual Violence

Running head: WORKPLACE HARASSMENT: SEXUAL VIOLENCE 1

Workplace Harassment: Sexual Violence

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WORKPLACE HARASSMENT: SEXUAL VIOLENCE 2

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

WORKPLACE HARASSMENT: SEXUAL VIOLENCE 3

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.

WORKPLACE HARASSMENT: SEXUAL VIOLENCE 4

References

Germain, M. L. (2018). Introduction. In Narcissism at Work(pp. 1-6). Palgrave Macmillan,

Cham.

Marshall, A. M. (2017). Confronting sexual harassment: The law and politics of everyday life.

Routledge.

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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