By: Francis Bryan A. Dumlao and Rizza V. Tumaliuan
Abstract
This paper reflects on the phenomenon
of sexual harassment in the workplace, its types, and its consequences. It looks at the
roles of ethics in harassment; respect, dignity, power, and organizational
roles. The paper focuses on the effects of sexual harassment in the workplace;
the need for proper measures towards its prevention is highlighted. It also
discusses the psychological, professional and financial implications in the
lives of victims and organizations. The paper outlines the methods of
preventing and addressing the issue; finding that many organizations must
develop, implement, and enforce clear organizational policies, training
procedures, safe channels for reporting, and organizational culture
transformation. In doing so, this study will have significant implications for
providing solutions to promote healthier workplace environments and fighting
sexual harassment
Keywords
Sexual
harassment, workplace ethics, organizational responsibility, power dynamics, employee rights, workplace safety.
Introduction
Sexual harassment has been a big issue in our
country these recent months and investigation in the senate has been held to legislate a bill to protect employees who experience such. The issue
made us curious to prepare this paper and understand the implication of such
act not only to the victim but to the harasser as well and the effect to the
organization as a whole and the working environment.
Sexual harassment in the workplace is a pervasive issue
that affects principles of dignity, respect and equality which alters a healthy
working environment. It leads to different forms of behaviors like sexual
advances to degrading actions like intimidation and discrimination. Sexual
harassment’s impact extends beyond the parties involved but also includes trust,
damaged professional relationships, and the organizations integrity. The
discussion will start with the definition of sexual harassment and discuss briefly
its various forms. It will also discuss the ethical implications of sexual
harassment in consideration of the moral responsibilities of the individuals
and the organization. As well as the impact of sexual on workplace culture and Implementing
Effective Prevention Measures.
This includes an analysis of how harassment affects
the individuals and the organizational environment, as well as the ethical
dilemmas that will arise when addressing such behaviour. Then the paper will
review the legal framework and organizational responsibilities, focusing on
best practices for policy development, employee awareness, training and support
systems. Lastly, it will discuss the psychological, professional, and
financial impact also strategies for prevention and response, and provide
insights aligned with both legal and moral principles for a healthy work
environment.
Another area that has
been described as such for a very long time is sexual power relations at the
workplace and organization desexualization process and lower level employees’
resistance (Burrell, 1984). Sexual harassment and power in the multiple ways
that hegemony has formed a subject of discussion in academic research studies
examining the material and social organizing practices of women and men in
universities. (Townsley & Geist, 2000) This work is going to focus on the
aspects of sexual harassment and power relations at the workplace and analyze
them from the point of view of concrete sociological theories, and, thus,
reveal some of the darker sides of the phenomenon.
Regarding the concept of clone theory, it is unfortunate that in today’s
intense rivalry in the work environment, one might become involved in different
wrongdoings in his or her quest to climb up the corporate ladder. Another form
of improper behaviour can be
regarded as the use of sexual power relations for work-related purposes. This
practice is unethical and is a disrespect of the meritocracy and equal
opportunities as it fosters abuse of minorities.
In one research it was discovered that
women, in particular, feel the tension between self-constructors of power
relations and organizational power structures at their workplaces. This can
result to a gendered code switching in which women use the contradictory meaning of
power in as a way of dealing with the power paradoxes that they experience
(Pfafman & Bochantin, 2012). In another study the identification of various
forms of power relations ranging from operational power to the m intending and
micro-aggression that organizational individuals may undergo, and how it influences their capacity to
participate in grassroots leadership and organizational change (Kezar, 2011). This corruption, such as the desexualization
of organizations literature also points to the historical and active process
that has been implemented by the bureaucracy and the resistance. meant, it is possible to see what this
has created among the low-ranking organizational employees (Burrell, 1984).
Sexual Harassment
and its Forms
Sexual
harassment encompasses unwelcome sexual advances, requests for sexual favours,
and other verbal or physical behaviour of a sexual nature within the workplace. Sexual harassment doesn't need to be directly related to sexual acts or
aimed at a specific individual. Sexual harassment can occur in different forms.
The harasser can be identified with any gender and can be a manager, indirect
supervisor, coworker, teacher or colleague. Some of the forms of sexual
harassment are: Making conditions for employment of advances, either implicit
or explicit, in exchange for sexual favours; Physical acts of sexual assault;
Request for sexual favours; Verbal harassment of a sexual nature referring to
sexual acts or sexual orientation; Unwanted touching or physical contact;
Unwelcome sexual advances; discussing sexual fantasies in the workplace;
Pressure in sexual engagement with someone; Exposing oneself and performing
sexual act on oneself; and unwanted sexual photos, emails, and messages. Sexual
harassment is a broad term which includes unwelcome verbal and physical act
while sexual assault refers to physical sexual contact or behaviour that
happens without the victim’s consent.
Ethical
Implication
Respect and Dignity: Every
employee deserves to work in a healthy environment and be treated with respect and
dignity. Sexual harassment creates a hostile, intimidating, discriminatory
environment which undermines fundamental ethical principles.
Power Dynamics: Harassment
often exploits power where individuals use their position to harass and coerce
others. This creates concerns about abuse of power and the obligation to protect
vulnerable employees.
Consent and Autonomy.
Harassment disregards personal autonomy and imposes unwanted sexual
advancements and comments. Ethical workplace practices include respecting
personal autonomy and assuring that all interactions are consensual. Responsibility and Accountability. Ethical behaviour involves taking
responsibility for one’s actions. Organizations should be responsible enough in
addressing sexual harassment seriously and ensure that perpetrators are
held accountable.
Bias and Fairness. Ethical
considerations include investigations and decisions are made without bias and
favoritism. The ethical treatment of all parties involved is important in
maintaining fairness to judgment.
Impact of
Sexual Harassment on Workplace
Concerning the evidence found in prior literature, it was possible to
conclude that the occurrence of sexual harassment at the workplace influences
the organizational climate and the staffers’ well-being. This is because
evidence suggests that sexual harassment results in a low level of job
satisfaction, high levels of absenteeism and causes the work environment to be
hostile which reflects negatively on productivity and morale (Welsh, 1999). It
is mandated on the employer to ensure that the work environment is safe and
respects the employees’ worth.
Implementing
Effective Prevention Measures
Employers therefore need to act to ensure that
sexual harassment is prevented in workplaces and when appropriate
action is taken. Some of the strategies are; It is important to set good
policies that will prevent the incidents, train people in organizations, report
cases, and investigate appropriately. As captured in one study, it argued that
a clear policy on sexual harassment will assist male and female employees
to perform their duties effectively, because an increase in women employees’ concerns
about sexual harassment, deters worry among women, while at the same time, reduces
apprehension among the male employees on what is acceptable or unlawful. To
eliminate sexual harassment there is a need to ensure that everyone is
accountable and respects others.
There are so many issues of ethics that are bound to the problem of sexual
harassment in the workplace. Employers are required by the virtue of
management to safeguard employees from hazards at the workplace as well as
provide equal opportunities to the employees (Tan et al., 2020) (Welsh, 1999)
(Takeyama & Kleiner, 1998) (George, 2019). Neglecting this issue in
organizations exposes companies to expensive legal proceedings, punitive fines
or negative brand image.
Organizational
Responsibilities
Develop Clear Policies. Organizations
should establish a clear-cut policy against harassment which defines what
constitutes harassment, outlines its reporting procedure, and detail consequences
for such violations.
Training and Education. Regular
training programs for employees at all level can help in the prevention of
harassment by educating staff about acceptable behaviour, the impact of
harassment, and how to report it.
Create a Safe Reporting
Mechanism. Assure Confidentiality and accessibility of
channels to report harassment. Employees should feel safe when reporting
harassment cases without feeling prejudice and retaliation.
Prompt and Fair Investigation. When the report has been made, the organization must conduct a prompt, thorough, and
unbiased investigation. This includes gathering evidence, interviewing
eyewitnesses, and taking appropriate action based on the findings.
Support for Victims. An organization must provide support to harassment victims. This might include counselling services,
adjustment in work arrangements, or any other forms of services to help them
feel safe and unprejudiced.
Enforcement of Consequences. Organizations
must enforce consequences consistently and fairly. Disciplinary actions should
be proportionate to the severity of the violation and it must aim to prevent it from happening again.
Cultural Change. Foster a
culture of respect and inclusivity where harassment is not tolerated. Leaders
of an organization should be the models of appropriate behavior and promote the organization’s commitment to a respectful workplace.
Regular Review and Improvement. Constant
revisit and review of policies, training and programs to assure effectiveness and
relevance.
Sexual
harassment in the workplace is a serious and pervasive issue that should not be
disregarded by heads of organizations.
Psychological
Impact
Sexual
harassment can severely affect the victim’s mental health and well-being.
Mental health conditions like stress, anxiety, depression and post-traumatic
stress disorder (PTSD) and reduced self-esteem and distrust of others as a
result of the harassment. Victims of harassment frequently experience
heightened stress and anxiety which results in chronic worry and a constant state
of tension. Many individuals suffer depression and PTSD as a result of the
harassment. Fitzgerald, Swan, & Fischer, 1995, states that
harassment can erode an individual's self-esteem and self-confidence. Victims
may develop a pervasive distrust of colleagues and supervisors (Buchanan &
Huczynski, 2019)
Professional
Impact
While
the victims of workplace sexual harassment can suffer lasting personal change,
sometimes the overall impact affects their careers. Cessation of promotions in
that the individual distances himself or herself from career improvement
activities such as attending professional functions and training, to overcome
harassment. Job change or career exit are also possible consequences for the
victim and distend his or her future job career. It also affects professional
relationships as stated in the articles. Harassment is according to Sweeney, 2019,
characterized by the ability to strain or harm professional relationships and
adversely affect collaboration.
Financial
Impact
A remunerative consequence of sexual harassment can be far-reaching and complex. Some of the direct costs that may be associated with intimate partner violence include medical expenses, counselling and legal expenses. Expenses incurred by the victim in the form of loss of income because of absenteeism/time off from work or job shift. Crane & Matten, 2021, have opined that mean interruption and lateral mobility can reduce lifetime earnings and pension benefits. This state of affairs may lead to employee turnover and high costs when recruiting new talents in organizations that promote toxic workplace culture (Greenfield, 2023).
Conclusion
Workplace
sexual harassment continues to be a pertinent and concerning issue that
requires immediate attention from companies, legislators, and the public. This
paper has outlined the characteristics of sexual harassment, types of sexual
harassment and the impact that sexual harassment causes to any individuals,
organizations and the workplace environment.
The ethical issues arising out of sexual harassment are indeed deep-seated and
raise some of the most basic issues in the area of human and worker rights,
particularly in the context of non-discrimination, harassment, and degradation.
Sexual harassment contributes to a negative work climate through the use of
force and has the effect of denying the right of people’s self-organization. From
the above case, it is evident that the effects of sexual harassment are not
only confined to the involved individuals. On the psychological side, the
effects include stress, anxiety, depression, and PTSD which have impacts on the
future mental health of the victims. In the workplace for workers, it
undermines one’s profession and hence, satisfaction, productivity, and
employment are affected. All in all, the economic cost incurred by people and
companies is immeasurable, from monetary costs such as lawyer fees to opportunity
costs including time lost and difficulty in attracting and retaining talent. In
order to address this problem adequately, organizations require wide-ranging and aggressive measures. Some of these are; formulation of clear polices,
having routine training procedures, provision of safe whistleblowing channels,
maintaining respect and equality. Management has a critical role in driving the
right corporate culture and punishing those who disobey those set standards. The
guidelines concerning sexual harassment remain a compelling subject to this
level with organizations not immune to the changes. Nevertheless, that is not
enough to satisfy legal norms alone. Ethics that do not extend past legal
standards are still a long way from providing a safe workplace that will allow
all workers to flourish. Moving ahead it is important to understand that
fighting against sexual harassment is not just a legal and managerial issue but
also a matter of doing the right thing. This social issue tends to prove that
when people unite in prevention and in fighting sexual harassment, workplaces
will not only be productive and friendly but also fair and equal as well. The
campaign against workplace sexual harassment is still ongoing, and it is a process
that needs to be underway even to the last level of any institution. It will
therefore require consistent intervention and a shift in the organizational
culture if constructive reforms are to be made that will enable every worker to get to work without being sexually harassed or discriminated against
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