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Sexual Harassment
Sexual harassment is behavior of a sexual nature that harms those exposed to it. The behavior may be intentional or unintentional, aimed at an individual or group, initiated by an individual or group, initiated by employees or outside parties such as customers, initiated by men or women, and targeted at men or women. Many countries have laws designating certain forms of sexual behavior at work as illegal sexual harassment. Although both men and women can be targets of sexual harassment, women are overwhelmingly more likely than men to be targeted. Estimates of the sexual harassment targeted at women range from 40 percent to 85 percent, whereas estimates for men are around 15 percent. It is important to note, however, that while most harassers are men, most men are not harassers. Individuals who experience sexual harassment often suffer negative emotional consequences (such as fear) and psychological consequences (such as depression).
Sexual harassment often has a substantial impact on career development. The career development of targets of harassment can be affected in a variety of ways. For example, targets of harassment may become less dedicated to their job, be denied promotions or wage increases, leave an organization voluntarily to escape the behavior, or even be fired from an organization for failure to comply with sexual advances or for reporting such advances. The career development of sexual harassers may also be affected negatively. For example, harassers working in organizations with a low tolerance for sexual harassment are likely to be disciplined, up to and including termination. Furthermore, in organizations that do not have adequate investigative procedures for dealing with complaints of sexual harassment, individuals accused but not guilty of sexual harassment may suffer negative career consequences.
Sexual Harassment from the Legal Perspective
Two Types of Sexual Harassment
Discrimination in employment on the basis of gender is prohibited under Title VII of the 1964 Civil Rights Act (as amended). Since sexual harassment is based on gender, it is prohibited under Title VII. In accordance with U.S. law, there are two types of sexual harassment: quid pro quo and hostile environment. When sexual conduct is made a condition of employment or used as the basis for employment decisions, it is classified as quid pro quo (“this for that” in Latin). An example of quid pro quo harassment would be a supervisor firing an employee for refusing sexual advances. Another example would be a supervisor increasing the pay of an employee only if unwelcome sexual advances were accepted. The effect of sexual harassment on career development is obvious in such cases of quid pro quo harassment.
Hostile environment sexual harassment is the second form of illegal sexual behavior in the workplace. Such behavior has the purpose or effect of substantially interfering with work performance or creating an intimidating, hostile, or offensive work environment. An example of hostile environment sexual harassment would be one coworker repeatedly telling sexually graphic stories to another who did not want to hear them. Another example would be an employee repeatedly sending pornographic e-mail (e.g., pictures, jokes, or discussion) to other employees who did not want to see it. Most sexual harassment is hostile environment harassment between coworkers. This makes sense in terms of organizational structures: There are many more nonsupervisory employees than there are supervisory employees. Thus quid pro quo situations are less likely to occur.
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