Sexual harassment in the workplace can take various forms. The sexual harassment may vary from verbal sexual harassment to physical harassment (Sheba Tejani, 2004). The harassment may be mild at first but progress to severe levels within a short period. Regardless of the severity of the sexual harassment at the workplace, the victims should take action to control the situation. Below are some of the steps that a person can take to stop the vice.
Speak out against the perpetrator: This is the simplest and most effective step to take once the first incident of sexual harassment transpires. The victim should be clear and emphatic that the sexual advances are unwelcome. The perpetrator should be informed that if the behavior continues, further actions would be taken. The move may clear up the air between the two and restore their work relationship. However, if the offensive behavior continues, further action should be taken.
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Report the matter to relevant authorities: If the perpetrator does not show a change of behavior, informing the manager or the supervisor would be a wise step to take. The immediate supervisor is the most appropriate person to tell about the issue (Huen, 2007). In the case the immediate supervisor is the harasser, the matter should be reported to the next superior person in the organization. Sometimes, an individual may be prompted to approach the Human Resource Manager if no action is taken at the supervisory levels. Once the matter is reported, a person should allow the organization to resolve the problem (Jayashree, 1999). The complainant should aid in the fact-finding process to ensure that the matter is brought to a closure in the shortest time possible.
File a case with EEOC: Sometimes the organization may fail to handle the complainant’s satisfaction. In such a case, the person should approach the Equal Employment Opportunity Commission (EEOC) and file a complaint. The EEOC will then follow up the matter with the employer on the complainant’s behalf. If the employer seems to be unwilling to resolve the issue, the EEOC may advise the victim to file a lawsuit.
Take Legal Action: This should be the last course of action after all the other steps have failed. The lawsuit can be against the employer for failing to handle the issue and causing the victim emotional suffering. Often, the complainants may get damages costs and get their jobs back (Blackstone, Uggen, & McLaughlin, 2009). To win in a lawsuit, the victim should keep well-documented evidence of what has transpired in the previous steps.
Sexual harassment in the workplace should not be ignored. Most people suffer in silence for fear of losing their jobs. However, following the above steps may bring remedy to a desperate situation of sexual harassment.
Works Cited
Blackstone, A., Uggen, C., & McLaughlin, H. (2009). Legal Consciousness and Responses to Sexual Harassment. Law & Society Review, 43(3), 631-668. Retrieved from http://www.jstor.org/stable/40538718
Huen, Y. (2007). Workplace Sexual Harassment in Japan: A Review of Combating Measures Taken. Asian Survey, 47(5), 811-827. doi:10.1525/as.2007.47.5.811
Jayashree, S. (1999). Sexual Harassment at Work: An HRM Perspective. Indian Journal of Industrial Relations, 35(2), 202-216. Retrieved from http://www.jstor.org/stable/27767652
Sheba Tejani. (2004). Sexual Harassment at the Workplace: Emerging Problems and Debates. Economic and Political Weekly, 39(41), 4491-4494. Retrieved from http://www.jstor.org/stable/4415633
