Recent events have made it painfully obvious that despite decades of work, sexual harassment in the workplace is still too great a problem. Let’s explore why that is and what can be done about it. Recruiteze is the number one free online recruiting system for small and medium sized business. Want a free trial? Get started by clicking here.
What Is Sexual Harassment on the Job?
The first step to addressing sexual harassment on the job is to understand it.
“The U.S. Equal Opportunity Employment Commission (EEOC) defines workplace sexual harassment as unwelcome sexual advances or conduct of a sexual nature which unreasonably interferes with the performance of a person’s job or creates an intimidating, hostile, or offensive work environment. Sexual harassment can range from persistent offensive sexual jokes to inappropriate touching to posting offensive material on a bulletin board. Sexual harassment at work is a serious problem and can happen to both women and men.”
Sexual harassment is broken up into two recognized types: quid pro quo and hostile work environment.
Quid Pro Quo
As the term implies, quid pro quo sexual harassment occurs when someone in authority makes the acceptance of sexual harassment a necessary cost of getting or keeping their job or a benefit. It may take the form of requests for favors or an obvious or implied threat.
Hostile Work Environment
A hostile work environment is one in which a person’s safety, productivity, and/or advancement is impeded because of discrimination of some kind. For the sake of this article, we’re discussing sexual harassment.
Before leaving this subject, it is important to point out the distinction made in the last paragraph as it will come up again later in this post. A hostile work environment and sexual harassment are both issues of discrimination. Sexual harassment is not flirting, funny, or just about sex.
The Legal Aspect
Sexual harassment of either of the two kinds mentioned above is a serious, punishable issue that will be dealt with by the government. In order to be actionable by the EEOC and the legal system, there will have to be proof that:
- the conduct was, as the EEOC puts it, “hostile, abusive, or offensive”
- employment was affected by the action(s)
Just one instance is enough to act on a claim of quid pro quo harassment, while a pattern must usually be shown to warrant action for a hostile work environment claim.
Sexual Harassment Is Not Always What You Expect
As the EEOC pointed out in the quote above, sexual harassment can happen to women and men. It also occurs between both opposite and same sex persons. The harasser does not have to be in a position of authority with a victim “below” them. Sometimes customers or employees harass management or management harasses fellow management.
Harassers can be supervisors, an agent of the employer, a coworker, or a customer. Employers can be held accountable for all of these instances if they know about it and do not act.
Victims of harassment include people who are not directly harassed. Fellow employees are often all affected by harassing behaviors, particularly if they fit the same group as the victim. For instance, a woman may simply overhear a female colleague being harassed and feel fear and shame that could impact her work.
Harassment, even legally actionable harassment, is not confined to actions that lead to discharge or “economic injury.”
Harassment is often done in the guise of humor or friendliness. Smiles, laughter, and excuses that “it was a compliment,” do not negate the legitimacy of the offense.
The victim does not have to prove physical evidence or even claim physical contact for a harassment case. Most harassment causes emotional injuries, and no physical contact is needed.
What to Do If You’ve Been Sexually Harassed at Work
The very first thing to do if you are sexually harassed is to try to stop it yourself by clearly rejecting proposals and requests and telling the harasser that you are offended by their behavior.
Number one, it is effective for temporarily ending or curbing most harassment. The harasser may not be aware that their conduct constitutes harassment, and even those who do are often be scared off by resistance.
Secondly, it will help you prove your case. A crucial component of a sexual harassment case is that the action was unwanted, so the more obvious you can make it that you didn’t want it, the easier that portion of the case will be to prove.
This need to prove the injury and the implication that you may “want” what the person did sounds insulting, but it is necessary because some people choose to engage in wanted sexual conversations, flirting, and similar exchanges in the workplace that complicate matters.
Showing immediate offense is excellent, when possible. The next best step is to speak to or write a letter or email to the harasser telling them you are offended by their behavior. If you are afraid of the person, you should tell a supervisor before or at the same time you confront them.
Document everything:
- copy any letters and emails
- send emails from the company email address, if relevant
- write down the date, time, and location of the first and every instance, as closely as you can (the closer and more detailed the better)
- Include everyone involved, even onlookers
- write down the details of what was done as clearly, thoroughly, and accurately as possible
- include steps you took to address the situation
- describe the harasser’s reaction
Go Through Company Policy First
Each company should have a policy made readily available to each employee on sexual harassment. Gain access to it, even if you must ask someone for it, and follow its instructions closely.
Document the actions you take to follow their instructions and any action or lack of action taken by your supervisors. If one person lets you down, move up the chain of command until someone resolves the problem, or you reach the end of the line.
Retaliation Is Illegal
Do not be afraid of retaliation. Not because it doesn’t happen, unfortunately, but because it isn’t tolerated, if you report it. Reporting it, even when it gets difficult, is crucial to someone being able to help. So, keep talking.
To protect yourself from retaliation, ask