UNDERSTANDING SEXUAL HARASSMENT: PREDICTORS AND CONSEQUENCES

Zenodo (CERN European Organization for Nuclear Research), 2022

Sexual harassment is a pandemic, not so much an epidemic, as it occurs every day and in every setting. Despite the criminal aspect, the problem persists in the workplace. Women have been socially conditioned to be submissive to males from an early age since they have been regarded as inferior to men for generations. Sexual harassment may take many different forms. Ignoring the fact that sexual harassment has occurred since the start of civilization, it has only lately been regarded as a significant and pervasive issue, particularly at work. Researchers examined the impact of workplace sexual harassment on both male and female employees' mental health and productivity throughout this article. The study will also look at the various forms of workplace sexual harassment, as well as the reasons that may contribute to its increased incidence and prevention measures. It was accomplished by a review of the literature. The goal of the phone interviews was to find out how common sexual harassment is at work and how companies and management respond to complaints with rules, training, and action. The purpose of this research is to assist in the gathering of data that may be utilized to develop workplace sexual harassment prevention measures. Higher understanding in this sector is likely to result in increased awareness and the implementation of measures to assist avoids sexual harassment at work.

2017

Sexual harassment in the workplace continues to be experienced by many women around the world. Men may also be sexually harassed in the workplace by women or by other men. Given the pronounced attention accorded over the last few months to high ranking individuals within South Africa and the USA who have allegedly been involved in incidences of sexual harassment, the study is timely. The focus of sexual harassment studies within the workplace is furthermore important as it affects the employees, employers and the workplace as a whole. The purpose of the present study was to investigate the experiences and perceptions of sexual harassment of employees of an information technology company. Information technology has typically been a male dominated occupation, and prevailing traditional, paternalistic attitudes may adversely impact on women's choice and pursuit of a career in this field. However, South African legislation, promulgated to enhance the intake of women and marginalised groups, has sought to strengthen gender equality and, concomitantly, the participation of women in information technology. The current research was conducted by administering the Sexual Harassment Experience Questionnaire and Perception of Sexual Harassment Questionnaire to a sample of 131 employees. These questionnaires were distributed via email within one organisation and four regional branches of the same organisation. The results indicate that there are statistically significant differences between males' and females' experiences of sexual harassment in the workplace. Furthermore, there were statistically significant differences between divorced employees and single and married employees in terms of their experiences and perceptions of sexual harassment. Lastly, the perception of sexual harassment was found to differ according to respondents' educational levels. However, there was no statistically significant difference in perceptions and experiences of sexual harassment on the basis of age, level of education and tenure within the current organisation. http://etd.uwc.ac.za iv | P a g e Notwithstanding some of the methodological limitations, most notably the small sample size and the fact that a non-probability sample was utilised, some interesting findings emerged. While the results are of a somewhat tenuous nature and may need to be interpreted with caution, there are nevertheless important implications for organisations. Recommendations with respect to how to address sexual harassment are proposed.

Sexual Harassment of Women at workplace is a critical human resource and overall managerial issue which is widely discussed in many organizations due to the overwhelming liabilities that they hold. The research paper is based on review of the literature and of policies and procedures from various organizations. Five dimensions of harassment were studied to explore the current status of sexual harassment at the workplace. The paper was accomplished by examining various secondary sources like journals, articles which will provide an in depth view into sexual harassment, and its role in today's work environment. This paper will succour the various workplace(s) to address the issue of sexual harassment explicitly and ensure that they have policies, procedures, and practices in place for both deterring sexual harassment and dealing with it in an equitable and confidential manner when it arises.

Researches have shown workplace Sexual Harassment (SH) as indeed a source of stress at workplaces. If he or she is a victim of SH, he or she is not the only one. Everyone has the rights to voice out, as we have our human rights. The purpose of this paper is to create an awareness of SH in workplaces due to its impact on each victim’s health, psychologically and physically. Most of the victims keep it as secret in order to avoid embarrassment. Yet, these embarrassments then lead to a higher percentage of workplace sexual harassment. This paper has reviewed a total of 25 journal articles, regarding the percentage of workplace SH victims, the society’s stance on it, the characteristics of victims, the criterion to judge Sexual Harassment, the influences of SH perceptions, the influences for the intention of SH intervention, the consequences of SH on victims and the effects of implementing training and policies. In some employers’ point of view, the contribution of training and policies to prevent workplace Sexual Harassment incidents are small. Yet, these small contributions on the other hand create a domino effect in long term view and are better than no action taken. Therefore, companies should implement training and policies as one of the strategies to protect employees from experiencing SH incidents as well as to uphold the company’s reputation.

This paper examined gender differences in the perceptions and experiences of sexual harassment in the workplace. Sexual harassment has negative effects and is an obstacle to proper integration of women into the labour market. Gender was found to significantly correlate with experiences of sexual harassment, delineation of sexual harassment and the reactions and options adopted in handling it. There were disparities on the possible consequences of sexual harassment. Sexual harassment in the workplace results in an uncomfortable, hostile, offensive or intimidating work environment, which affects employee work morale and work performance. It also reduces job satisfaction and productivity but increases turnover, absenteeism and health challenges. Sexual harassment may never be totally removed in the workplace but all stakeholders stand to benefit from its reduced occurrences and the solutions to the challenge are not simple. However, employers can curb sexual harassment by establishing on boarding training as part of their initial orientation especially as it pertains to women in the work force, to affirm that sexual harassment is unacceptable. They can also issue tough policies opposed to it, educate employees on the subject; institute formal complaint procedures to address allegations of sexual harassments; and build cultures that disallow sexual harassment.

Journal of Applied Social Psychology, 1992

This paper examined gender differences in the perceptions and experiences of sexual harassment in the workplace. Sexual harassment has negative effects and is an obstacle to proper integration of women into the labour market. Gender was found to significantly correlate with experiences of sexual harassment, delineation of sexual harassment and the reactions and options adopted in handling it. There were disparities on the possible consequences of sexual harassment. Sexual harassment in the workplace results in an uncomfortable, hostile, offensive or intimidating work environment, which affects employee work morale and work performance. It also reduces job satisfaction and productivity but increases turnover, absenteeism and health challenges. Sexual harassment may never be totally removed in the workplace but all stakeholders stand to benefit from its reduced occurrences and the solutions to the challenge are not simple. However, employers can curb sexual harassment by establishing on boarding training as part of their initial orientation especially as it pertains to women in the work force, to affirm that sexual harassment is unacceptable. They can also issue tough policies opposed to it, educate employees on the subject; institute formal complaint procedures to address allegations of sexual harassments; and build cultures that disallow sexual harassment.

Workplace harassment affects women in every walk of life, in every level of employment. The purpose of this research paper is to elucidate the awareness among working women regarding sexual harassment law procedure provide to them in the constitution. Moreover, efforts to implement the guidelines are also limited. Mechanisms for redress do not always function impartially and a few women are effectively able to translate the guidelines to make the workplace safer and gender equitable. Only few women seek redress and few receive swift action; responses have included non-action and even victimization of the complainant women. Most of the women don't complain because they fear of being blamed for provoking the incident or the loss of their reputation. The results from this research, however indicate that in Govt. Org sexual harassment is still prevalent in the workplace despite attempts to eradicate it.

2019

Attention to sexual harassment at workplace is a new phenomenon which has been the focus of researchers since the 1970s. There are many models and theories to explain sexual causes, most of which have socio-cultural, biological and personality roots, as well as organizational and cognitive origins. Recently, a multi-factor model has combined all factors to investigate this phenomenon. In this article, we have conducted in-depth interviews with 31 sexual harassment victims (with age groups ranging from 23 to 47). Applying the Snowball Method, the study found what the members of the focus group described their experiences and it analyzed the sexual harassment based on patterns and theories. In response to causes of sexual harassment, the findings of this study show that biological, social, cultural, organizational, and cognitive factors are effective but not sufficient in themselves and a multifactorial pattern can be used to explain the influential variables of this phenomenon.

Russian Law Journal

Sexual harassment in the workplace is a widespread and distressing issue that impacts people in all walks of life and all types of careers. Victims of sexual harassment often experience negative consequences such as decreased job satisfaction, increased stress, and a diminished sense of self-worth. Employers have a responsibility to prevent as well as address SH in the workplace through implementing clear policies, training employees on appropriate workplace behavior, and taking appropriate action when harassment is reported or observed. “(In 1997 S.C. through Vishaka V. State of Rajasthan” held that sexual harassment of women is violation of two utmost fundamental rights guaranteed by “Articles 14, 19 and 21 of the Indian Constitution)”. Later, India passed legislation to prevent sexual harassment, such as "The Protection of Women Against SH at Workplace Bill, 2010" and "Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013," ...