One woman’s experience of workplace sexual harassment inspired this article. This article shares her lessons learned and provides tips for prevention.
It also provides alternative solutions to sexual harassment and covers retaliation against those who file complaints. Read on to discover some ways you can protect yourself and your company. And don’t forget to share your story! It’s never too late to stop sexual harassment. Here are a few of them:
Lessons learned from one woman’s experience with workplace sexual harassment
While a workplace has rules and policies to prevent sexual harassment, many work environments have significant power imbalances. Women are much less likely to be in senior positions than men, and the fear of retaliation and silence can contribute to workplace harassment. In addition, those who feel vulnerable in their position often fear being silenced or treated badly by superiors, making it difficult to speak up about harassment.
Many women face a choice between participating in a misogynistic culture or attempting to escape it. The former leaves little room for growth in a company. Harassment impedes women’s development and stifles their opportunities for on-the-job learning. Among women in academia, for example, harassment can make it harder to earn tenure, and it can lead them to drop out of major research projects or step down from leadership roles.
Ways to prevent sexual harassment in the workplace
There are several ways to stop sexual harassment in the workplace, and a number of them are outlined below. First, make sure that the employee does not suffer a significant adverse effect from any action the employer takes. For example, if the harasser is a co-worker, a move away from that person would adversely affect the employee’s seniority rights or potential for advancement. Alternatively, the employee can ask for a transfer away from the harasser. If this does not work, the employee can seek assistance from their union, the federal EEOC, or the state agency.
As far as management is concerned, the best way to prevent sexual harassment in the workplace is to encourage employees to report inappropriate actions. As a manager, you should make sure that the person making the complaint is not subjected to disciplinary action for making a report. Furthermore, the organization should monitor the workplace for signs of sexual harassment and take proactive steps to ensure the environment is free of the substance. This can be achieved by implementing a vision statement in which the organization states its commitment to a harassment-free working environment.
Alternatives to sexual harassment
There are several alternatives to formal grievance processes for workplace sexual harassment. MIT was one of the first employers to directly address the problem. It established an ombudsman’s office in 1973. In the early 1980s, the ombudsman’s office received about 500 complaints per year. Interestingly, the ombudsman found that about 90% of those who complained wanted an informal, confidential process. Seventy-five percent were concerned about reprisals and silent treatment, and only 11% wanted to be punished.
The introduction of formal grievance procedures in some companies has reduced the incidence of sexual harassment by nearly 40% among women, compared to 16% among men. A recent survey shows that women use the word “harasser” to describe a troublesome boss. Further, the program is likely to cause male employees to believe that women make more credible complaints. In addition, the training encourages managers to look for warning signs of trouble. Among female employees, the effect of harassment programs is moderated by management composition.
Retaliation for filing a complaint
If you’ve filed a complaint about sexual harassment at work, you may be wondering what constitutes retaliation. This type of behavior may take many forms, from unfair poor performance reviews to micromanaging or exclusion from staff meetings. If you suspect you’ve been the victim of retaliation, you should document the retaliatory action. Then, document when and where you were retaliated against.
Retaliation for filing a complaint against sexual harassment can take many forms, but is usually considered illegal. The most common form of retaliation is termination or unfair disciplinary action. It may involve demotions, unfair performance reviews, spreading false rumors, or even exclusion from project meetings or mentoring opportunities. It may also involve an increase in workload or job reassignment.
While employers are supposed to follow a complaint procedure, the rules for confidentiality are often unenforceable. Many complainants assume that the complaints are confidential and can therefore be reported to friends. But the managers hearing the complaint are more likely to discuss the case with their colleagues, resulting in retaliation. In the worst cases, even friends of the accused may retaliate against the complainant.