Sexual harassment in the workplace entails any unwelcome sexual conduct that manifests itself through hostility, intimidation and offensive working conditions (Lightle, Juliana & Doucet 3). Moreover, sexual harassment may occur to both men and women. Notably, in the workplace, men may sexually abuse women, and women can sexually harass men as well. Statistics, however, show that women are more likely to fall under sexual harassment from men in the workplace. Certainly, sexual harassment is a common problem in the workplace that needs efficient reporting and prevention strategies.
In essence, there are certain steps that an individual may need to follow before reporting an incidence of sexual harassment. Initially, the victim or a person who feels that she may be subject to sexual harassment needs to talk to his or her oppressor and tell them to refrain from such unwelcome behavior. In most cases, many people may be behaving in an offensive manner and fail to realize the kind of harassment or harm they cause to others (Ganga 8). In such cases, talking to those people about their offensive behaviors may be sufficient to make them shy off from harassing others. Noticeably, victims of sexual harassment, at times, may fear to confront the perpetrators. While it is natural to fear an oppressor, it is also advisable that victims share the matter with colleagues they trust in the workplace in order to gather courage to approach the perpetrator.
Alternatively, if the perpetrator of sexual harassment does not refrain from the behavior even after the victim makes it clear that such behavior is unwelcome; the next step is to draw the attention of the manager. The law stipulates that managers are responsible for protecting their staff against sexual harassment. Usually, the victim can inform the manager in writing or verbally. Moreover, it is advisable that the victim keeps a copy of the written complaint. On the contrary, if the manager is the perpetrator of sexual harassment, then the victim needs to inform a higher member of staff or management.
In situations where the manager is unable to resolve sexual harassment issues, the victim may start a grievance procedure. Typically, all companies have grievance procedures for dealing with harassment issues, and that complies with the company laws. Unions can also assist individuals with sexual harassment complaints at this level. Sometimes, if the matter proves difficult to resolve, employees should report to employment tribunals. Notably, an employment tribunal is the last resort for reporting a sexual harassment case (Smalensky, Elizabeth, and Kleiner 11). Essentially, victims must be aware of the limits of action before engaging an employment tribunal.
In conclusion, sexual harassment in the workplace entails any unwelcome sexual conduct that manifests itself through hostility, intimidation and offensive working conditions. Sexual harassment may occur to both men and women. An individual may follow many steps and considerations before reporting an incidence of sexual harassment. Therefore, it is pertinent for employees to report sexual harassment incidences through different channels in order to wipe out such detrimental and unwelcome behavior in the workplace.
Lightle, Juliana, and Elizabeth H. Doucet. Sexual Harassment in the Workplace: Create a Better Workplace for Everyone. United States: Axzo Press, 2010. Print.
Smalensky, Elizabeth, and Brian H. Kleiner. "How to prevent sexual harassment in the workplace." Equal Opportunities International (2012): n. pag. Print.
Vijayasiri, Ganga. "Reporting Sexual Harassment: The Importance of Organizational Culture and Trust." Gender Issues (2011): n. pag. Print.