Over the years, Social media has burst with cases of sexual harassment from women, in work places, social gatherings and other public or private situations. The whole world is well aware of the struggles different women are facing pertaining Sexual Harassment and how to deal with it. There are tutorials and other learning materials that have been provided to guide women on the proper action to undertake if faced with a situation where they have to report being sexually harassed, irrespective of the place. All over the world, the flow of information and condemnation against female sexual harassment has been uplifted. However, there has also been a rising number of men reporting being sexually harassed in the workplace. Since 2006, as reported by the Equal Employment Opportunity Commission in 2006 (Zapata, 2007). Since then, there has been a gradual increase in the number of sexual harassment cases reported by men leading to its development and recognition as a gender based issue, and not just in one country, but all over the world.
Understanding Sexual Harassment
Logan Brown defines sexual harassment as the unwelcome conduct of a sexual nature that is sufficiently persistent or offensive leading to an unreasonably interference of another employee’s job performance, lead to the creation of an intimidated, hostile or offensive work environment (Brown, 2017). It can either be conducted to a member of the opposite sex, or a member of the same sex. The Equal Employment Opportunity Commission defines the same as unwanted sexual advances or requests for sexual favours or other verbal or physical conduct that is sexual in nature. These actions may be in either of the following three situations; the first is where the employees’ submission or denial to the sexual advance will, first be taken as a term or condition which directly affects the individual’s employment conditions; second, determine employment decisions and other working conditions of the employee; and lastly, the conduct will affect and unreasonably interfere with the employee’s work performance.
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Policies Surrounding Sexual Harassment in the Workplace
All policies regarding Sexual Harassment within the workplace stem from the Constitution. Under Title VII of the Civil rights Acts of 1964, there are two types of sexual harassment. The first is quid pro quo, and the second is hostile work environment. The constitution states that sexual harassment can either be physical or psychological. To this, such harassments can be seen in situations where there is an aggregation of a series of incidents which in themselves are sexually harassing, even though they may not be harassing at the time. In this manner, there is a prohibition of sexual harassment from employees to other employees, either within the workplace or during other hours which may not be considered working hours. There have also been steps provided for employees who believe they have been subjected to Sexual Harassment to allow for civil settling of such cases. Where the employee is unable to prevent the action of reoccurring, they can report to the Human Resources Manager or HR Director where the offender is a superior to the employee (Brown, 2017).
Controversies Surrounding Male Sexual Harassment
With the understanding of these actions and what they entail, it is evident the purpose exacted by the individuals aims at targeting or attaining a specific objective. For many, the belief that sexual harassment of both genders is not an action rather is seen as a statement of power is carried forward. This is the major controversial issue that surrounds sexual harassment in both reported cases. There have been theories developed which seek to understand the reasons behind sexual harassment within the workplace. MacKinnon, identified that for many men who experience sexual harassment, it is because they are believed to be “non-conformant” to the gender perceived roles of males and hence are subjected to sexually discriminating acts as a way of emasculating them further (Uggen & Blackstone, 2004). This can be seen under the Conceptual Model that is developed based on MacKinnon’s Theory of Sexual Harassment. In addition to this, male-to-male sexual harassment not only stems from the non-conformance to perceived gender roles, but also due to differences in race, social class and other factors, with the main aim of these acts being to emasculate the men. For women harassing men, it has been proven to be a show of power over their subordinates i.e. where they control the future or working conditions of the individual (Uggen & Blackstone, 2004).
MacKinnon identified that Male sexual Harassment at the end of the day is attributed to the search for power by either gender. However, Male-to-male harassment seeks not only power, but also “crushing egos” and proving one’s superiority over the other, even where the persons are employees serving in the same rank. The belief that a male should act in a particular way, or the belief of superiority of one’s own origin or demographic factors being a major determinant of these cases (Uggen & Blackstone, 2004).
Opinions and Misconceptions relating to Male Sexual Harassment
Male sexual harassment has begun gaining media attention with more men admitting, mostly on social media, of their plight and struggle in the workplace. Cases of male sexual harassment are not taken with as much seriousness as they ought to and hence leading to the shyness, of reporting. Men are considered strong and masculine. All around the world, men are seen as the pillars of masculinity. They are expected to weather and struggle through situations without need for assistance or the knowledge of others. In other countries, such issues as male sexual harassment are considered to be “good” or flattering for men as this shows that the persons harassing them find them attractive. In other cases, it is considered an opportunity for fun with little effort for the man. It is, as stated by Quinn (2002) harmless fun or normal gender interaction (Quinn, 2002). In most cases, men are expected to be emotionally mature and hence should not be deterred or affected by certain issues in the workplace and other social situations. It is because of this misconception that cases of men being sexually harassed have not been reported, or are readily not reported unless where the man has suffered for a very long period of time. The Equal Employment Opportunity Commission recorded at least a third of the male working population recorded having experienced at least one form sexual harassment in 2011. In 2013, the number of complaints rose from 16.1 percent to 17.6 percent.
Male Sexual Harassment and Its relation to Social Work Practice, Values, Ethics and Demographic Factors
Male Sexual Harassment in this respect becomes a Gender based issue. In the case between Meritor V. Vinson (477 U.S. 57) for instance, the depth to which male sexual harassment can largely affect the conduct and performance of an individual not only to in work matters but also in personal life is proven (Uggen & Blackstone, 2004). Men, just like women, require attention and equal rights in the work environment without the misconception pertaining to their capabilities and gender roles as depicted by societal norms. In conducting Sexual Harassment, an individual more than violates the Human Rights of an individual, but also the Moral Code of ethics provided by the organization. (Keeney et al., 2014).
A code of ethics is defined as a document which gives an outline of the mission, values and vision of the organization. These documents also outlines the various non-acceptable practices and procedures which may be considered to be violating the organizations core principles and values. Male Sexual Harassment, and any other kind of harassment for that matter is considered as a violation of organizational principles and moral ethical code under the code of ethics. Bodies which are governing or operating as protective bodies should ensure the clarification of all ethical codes (Keeney et al., 2014). For instance, the National Association of Social Workers has provided a universal guideline which seek to guide and aid organizations and individuals in identifying the acceptable values, and behaviour expected within the work place with reference being made to where they are applicable and to whom, as is the discussion surrounding the Social Work Codes of Ethics which have areas not clearly explained (Keeney et al., 2014).
Different countries and regions are provided with various ethical conditions in their work environments, depending on the dominating sociocultural conditions. However, there is a universal agreement on the terms of sexual harassment. To this, Organizations have to ensure that in any working environment, there are management policies set which touch on each and every individual. The existence of any ethical code of conduct in any region is made possible only with the presence of punishable conditions that are enforced upon their breach. To ensure that there is no continued discrimination for populations within the workplace, it is essential to ensure the conditions within the document are followed, even by management and persons in high positions. Currently, however, there exists many ethical-dilemmas with the realisation of universal social work policies. There are many countries which do not share the same views on specific issues regarding sexual harassment (Congress & McAuliffe, 2006). For instance, in societies where LGBT community human rights are not addressed in any part of the societal hierarchy, for instance Muslim communities and parts black communities, in societies where there is racial discrimination, or religious discrimination; then their report of sexual harassment cases are not taken up to any levels.
Effect of Male Sexual Harassment to Employee’s Social and Economic Conditions
Where an individual has been continually exposed to sexual harassment, they may not be open to opportunities which may require their interaction with members of the opposite sex, or same sex (depending on who conducted the harassment). For instance, where a male is unable to function properly in a team environment as they are unable to push forward past the sexual harassment. This can lead to the constant denial or passing of social and economic development opportunities for the persons involved in such cases (Salman, Abdullah, & Saleem, 2016). There is a constant physical and emotional damage that is caused by such situations which can ultimately lead to depression and other mental conditions. In this manner, the government loses suitable working employees that are able to aid in the economic development. In the same way, these persons are not privy to equal opportunities within the workplace (Merkin & Shah, 2014). Where there success is deemed stagnant due to their current environment, they are unable to progress mentally. In many situations where the offenders are in high positions, the employee’s access to justice can be limited and hence forced to seek justice outside the organization. This is more difficult where there are no funds to foster the process, and the worker associations seem unconcerned with the plight of the employees (Merkin & Shah, 2014).
In conclusion, it is important to identify the need for the spread of equality in eradication of sexual harassment. The situation has been conceptualized to represent women as the only persons who can be affected by such a situation. However, today’s society sees a change in this. Where the conditions of the employees spread to the general public, there is a lot of chatter revolving what one could have and might have done. Where a woman is a victim, then there is guaranteed justice, however, cases of male sexual harassment are still taken up with amusement. The backlash that stems from Male sexual Harassment in today’s economy has led to shyness in reporting of such cases. It is thus important to seek a solution which allows for solving and development of this problem, to bring to light male sexual harassment and slowly work towards eradicating it.
References
Brown, L. (2017). Defining Sexual Harassment. Policy , 3 , 03.
Congress, E., & McAuliffe, D. (2006). Social work ethics: Professional codes in Australia and the United States. International Social Work , 49 (2), 151–164. https://doi.org/10.1177/0020872806061211
Keeney, A. J., Smart, A. M., Richards, R., Harrison, S., Carrillo, M., & Valentine, D. (2014). Human Rights and Social Work Codes of Ethics: An International Analysis. Journal of Social Welfare and Human Rights , 2 (2). https://doi.org/10.15640/jswhr.v2n2a1
Merkin, R. S., & Shah, M. (2014). The impact of sexual harassment on job satisfaction, turnover intentions, and absenteeism: findings from Pakistan compared to the United States. SpringerPlus , 3 (1), 215. https://doi.org/10.1186/2193-1801-3-215
Quinn, B. A. (2002). Sexual Harassment and Masculinity: The Power and Meaning of “Girl Watching.” Gender & Society , 16 (3), 386–402. https://doi.org/10.1177/0891243202016003007
Salman, M., Abdullah, F., & Saleem, A. (2016). Sexual Harassment at Workplace and its Impact on Employee Turnover Intentions. Business and Economic Review , 8 (1), 87–102.
Uggen, C., & Blackstone, A. (2004). Sexual Harassment as a Gendered Expression of Power. American Sociological Review , 69 (1), 64–92.
Zapata, R. (2007, October 3). Male Harassment Cases Present New Challenges - Law360. Retrieved September 19, 2017, from https://www.law360.com/articles/36649/male-harassment-cases-present-new-challenges
