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 Preventing Sexual Harassment - Fall, 1992 PROBLEM: In the last year the issue of sexual harassment received a lot of exposure in the media. Charges of harassment have been filed against local businessmen, sports figures and clergymen, not to mention a Supreme Court nominee. Yet there is still a strong tendency to deny the reality of the problem, e.g., "it won't happen here." The truth is the problem is much more widespread than most people realize. Research has demonstrated that over 50% of working women have been sexually harassed in the workplace; some studies say the number is as high as 70%. Sexual harassment can include behavior ranging from sexually oriented remarks or jokes and unwelcome touching, to a supervisor demanding sex in exchange for a promotion. Research has also revealed the enormous toll that sexual harassment takes on women employees (85% of the incidents of sexual harassment happen to women) and the particular businesses involved. In one study, 96% of the respondents who had been sexually harassed reported that they experienced symptoms of emotional stress afterwards, such as low energy, depression and lowered morale. And 50% of the respondents said they suffered physical symptoms, e.g., headaches, loss of sleep and stomach problems. Nearly 50% of those harassed try to ignore it - and their productivity goes down 10%. Over 25% of women who are sexually harassed at work use leave time to avoid the situation. Ignoring sexual harassment cost a company millions of dollars a year in absenteeism, employee turnover, lowered morale and lowered productivity. Given the magnitude of this problem, you can't afford to ignore it. It simply won't go away. It must be faced in a direct and straightforward manner. SOLUTION: The most effective way to deal with sexual harassment is to prevent it from happening in the first place. The best way to do this is to give your employees a sexual harassment awareness training program. This program should clearly define what sexual harassment is and what appropriate and inappropriate conduct at work is. (A simple legal definition of sexual harassment is: any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive work environment.) The program should also carefully explain your organization's sexual harassment policy (it's important to have one in writing) and tell your employees how to file a complaint. A key component of an effective training program in this area involves teaching women how to be assertive about this issue. It's important to note that research has shown that when a woman clearly and directly insists that the offending behavior stop, up to 90% of the time the harasser does stop. EXAMPLE: I consulted with a woman who told me that a colleague was making suggestive remarks to her and it was having a negative effect on her work. She asked me, "How can I say no and be heard by him?" I suggested that she put her remarks in a positive context. For example, "I value our working together and want to maintain a good working relationship with you. Your recent suggestions are not conducive to that and so I would appreciate it if you would just stop." RESULTS: She spoke to him once in this manner and he never harassed her again. They were able to continue working together effectively. SUMMARY: By presenting your people with a sexual harassment awareness training program, you'll be demonstrating that you take the problem seriously. Also, if a claim against you is taken to court at some point in the future, you'll be able to prove that you did what you could to educate your people and avoid the problem in the first place. |
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