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Sexual Harassment in the Workplace
| Guest post by: Dia Sutton |
Article Overview: Sexual harassment exists when unwelcome conduct of a sexual nature meets any of the following conditions: • A term or condition of employment. • The basis for an employment decision. • A disruption to the employee or the employeefs work environment
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Free Download - Political Savvy for the Average Employee By Dia Sutton |
Sexual Harassment in the Workplace
There are two types of sexual harassment: Tangible harassment (quid pro quo) and intangible harassment (hostile work environment).
Tangible Harassment/Employment Action - Quid Pro Quo (This For That)
Tangible harassment occurs when the employee is required to choose between the unwelcome sexual conduct and an employment benefit. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute quid pro quo sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or
- Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual.
Characteristics:
- "This for that" message of a sexual nature
- Extends or withholds work-related rewards in exchange for sexual favors
- Harasser is in a position of real or perceived power and/or authority
- Can be blatant or subtle
- Single incident can be enough
Intangible Harassment - Hostile or Offensive Work Environment
Unwelcome sexual advances, requests for sexual favors, and other verbal orphysical conduct of a sexual nature constitute hostile environment sexual harassment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Intangible harassment occurs when the employee is required to work under conditions that are hostile, intimidating, demeaning, or disruptive in terms of unwelcome conduct of a sexual nature.
Characteristics:
- Harassers can be employees and non-employees, including visitors, contractors, vendors, or the public
- Offensive conduct is usually frequent, continuous, and part of an overall pattern
- Offensive conduct must interfere with job performance or impair or disrupt the working environment
- Objective standard of an objective third party (reasonable person) is used - e.g., would a reasonable person also be offended?
Whether an environment is hostile or abusive can only be determined by looking at all the circumstances, which may include:
The frequency of the discriminatory conduct
The severity of the conduct
Whether it is physically threatening or humiliating or merely an offensive utterance
Whether it unreasonably interferes with an employee's work performance
The effect on the employee's psychological well being.
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Article Tags: harassment in the workplace, sexual harassment in the workplace, unwelcome conduct
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About the Author: Dia Sutton RSS for Dia's articles - Visit Dia's website Dianne Floyd Sutton is President of Sutton Enterprises, author, trainer, educator, expert witness, coach and actor. She has over twenty years of combined experience in Human Resource Development (HRD) processes, Diversity, Equal Employment Opportunity (EEO), and Communication training. Sutton Enterprises (SE) is a full service human resource development organization which offers a variety of Human Resource Development (HRD)services, i.e. training, keynotes, facilitations, EEO interventions, organizational development, etc. For more information about SE go to www.suttonenterprises.org Dianne Sutton has the skills to create a safe learning environment where diverse participants are able to ask questions, experiment with new behaviors and development new skills. She also has the ability to present models and techniques in a straight forward, clear and humorous manner. She started her career as a mathematics instructor in the St. Louis, Missouri Public School System while attending graduate school at Washington University. Before founding Sutton Enterprises in 1987, she held a variety of positions at the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Agriculture (USDA) in training and employee development. Her most recent publication is Workplace Etiquette: A Guide to Thriving and Surviving in Today’s Workplace. In 2010 Dianne was awarded the Spencer Logan Leadership Award from the Training Officers Consortium (TOC) in Washington, DC. This is the organization's highest honor. For more information go to www.trainingofficers.org Dianne is on a civility crusade as Ms. Etiquette. Ms. Etiquette offers a down-to-earth, in-depth presentation peppered with real life examples and appropriate humor. She demystifies the rules and gives insights into behaviors that increase respect, collaboration and trust in the workplace. Check out Ask Ms. Etiquette for answers to questions about appropriate etiquette in the workplace at www.suttonenterprises.org Click here to visit Dia's website   Managing Your Multicultural Starship Shout Out to the Disabled Overcoming Ableism Politcal Savvy Tips for Work Attracting A Mentor Political Savvy What you can do |
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