Sexual Harassment in the Workplace

by Jasna Cameron

Harvey Weinstein and Roger Ailes are names that make my stomach turn and my skin crawl when I think of how they demeaned and traumatized their female employees. For years these offenders got away with shameful acts until women started to realize that they weren't the only victims.  In 2017, around the time the Harvey Weinstein sexual abuse allegations were coming to light, #MeToo became a viral hashtag appropriated by Alyssa Milano and started in 2006 by Tarana Burke.  Burke is an American social activist, dubbed the "silence breaker," and was named Time Person of the Year in 2017.  The movement she started in 2006 called “Me Too” rose to great heights to empower the women who have been victimized for too long.

Like me, I hope that you have never experienced what these women had to endure in their careers. But let's face it, we are all affected by it one way or another. Even if we haven't been victimized, we are certainly aware of it and, on some level, anxious that it might just happen to us.

What is sexual harassment?

Have you at any point in your job been made to feel uncomfortable by comments or behaviors in the work environment, no matter how subtle, that were infused with sexual undertones?  Any bias surrounding topics of sex, gender, or sexual orientation, whether exhibited verbally or through conduct, falls into the category of sexual harassment if it contributes to creating a hostile work environment. Many of us have been in these situations, but through years of conditioning from a young age, we were taught to toughen up, brush it off, and be mature (???!!!).

What are examples of sexual harassment?

Note that not all victims are female, and not all perpetrators are male.  Your boss, co-worker, or client, are all potentially guilty of sexual harassment under certain circumstances. 

There are many different ways in which sexual harassment plays itself out in the workplace.  Some forms are more subtle and hard to pinpoint, and others are more aggressive, such as downright physical sexual assault.  In short, sexual harassment is any form of unwelcome sexual remark or action.  The remark or action has to be offensive to a reasonable person.  A good question to ask is “would a person observing from the outside think the comment was creepy or normal human interaction?”

Often, lewd jokes and anecdotes pass under the radar, as do inappropriate comments and questions about clothing or body parts. What may be more evident is that annoying co-worker who is all about showing pornographic videos on his phone and sharing sexual memes. This activity can be as disturbing as unwelcome touching, including pinching, rubbing, patting, and other ways of invading your private and personal space. Cyberbullying is another form of sexual harassment in which sexual content is sent via email or on social media platforms.

Any form of coercion and repeated unwanted sexual advances, such as superiors asking or demanding sexual favors in exchange for work benefits, as well as threats that you may lose your job if you do not oblige, are considered severe forms of sexual harassment.

It is most challenging if the person subjecting you to this type of harassment is your superior, but it may just as well be your subordinate, your client or, your co-worker. Any ongoing sexually charged behavior or communication that makes it impossible to perform your work duties is unlawful and is considered sexual harassment.

It is not only the victims of this type of harassment that suffer in the hostile work environment but those around them who witness it, too. Witnesses of sexual harassment are also victims of the behavior. 

As with any abuse, it can creep up on you gradually and be very hard to define, and as a result, it can be difficult to deal with.

How do I deal with it?

After recognizing it for what it is, you may finally decide to take action and make it stop. However, you may feel intimidated or become concerned that your job will be threatened, especially if you say something to a person in a superior position.  

The first step in dealing with sexual harassment is to voice your objections.  This action will leave the perpetrator with no doubt that their actions are offensive and unwelcome.

Next, you should become aware of the procedures outlined at your company for reporting sexual harassment.  They should be available on your company's internal website.  These guidelines usually stipulate that victims notify the manager or human resources department.  It is important not to wait too long to report the incident – most companies only allow 180 days from the date of the incident in which they must act. 

Always follow your complaint with a formal letter.  The letter should contain as much detail as possible, including a timeline with dates, names, and actions.  It should detail if there were witnesses to the event and whether the behavior is ongoing.  It should also describe any concerns you have about the situation, such as whether you feel that complaining about the incident may threaten your job, etc.   

If you are not satisfied with how your company handles your complaint, you may consider hiring an attorney.  Remember, retaliation against you for filing a sexual harassment complaint is illegal.   You may also consider laying a claim with the Equal Employment Opportunity Commission (EEOC).  Legally, sexual harassment in the workplace is covered under the Civil Rights Act of 1964.

How to prevent sexual harassment

Led by the great Tarana Burke's fine example, we should carry the torch, empowering the victims across the country and all sectors not to stay silent about the abuse.  We should encourage Human Resource departments across the board to conduct ongoing training about sexual harassment in the workplace and insist that companies implement strong sexual harassment policies to protect their employees.

Find other ways of raising awareness in the workplace – talk about it. The more people who know about it, the less likely it will occur.  Staff should also be assured that they can report it through accessible and secure channels and that it will be dealt with immediately and effectively.  Having a zero-tolerance policy will send the right message to victims and perpetrators.

Conclusion

Be proactive and do for others what Tarana Burke and the #MeToo movement have inspired us to do, raise awareness and promote prevention because no one should suffer from sexual harassment.