SMM830 Article Review on Sexual Harassment

How to Prevent Sexual Harassment in the Workplace

Introduction

The article’s main objective is to expose the methods in preventing sexual harassments in the workplace. It
covers the area of employee harassment in sexual terms. The article in intended to all employees in every
organization, which have the probability of getting harassed by their colleagues or by their employer. The article
doesn’t discriminate the gender of the employee, as it is for the all. The article was published in the Equal
Opportunities International journal, which was rebranded as Equality, Diversity and Inclusion Intertanional
Journal (EDI). It is firmly suitable for this article to be published in the journal as sexual harassments do not only
affect single gender. Equal opportunities and its allied concepts, including inequality, inequity, disadvantage,
diversity, and inclusion, have been studied extensively across all disciplines of social sciences and humanities.
The promulgation of interest in the field of inequality owes much to the awareness that was brought about by the
earlier human and civil rights and feminist movements which have engendered legal and social reforms that
provide protections against unfair forms of discrimination. The advent of legal and social reforms in the field, as
well as the broadening of the theory of equal opportunities to include a wider range of inequalities based on sex,
race, disability status, age, sexual orientation, marital status, nationality and social class have all contributed to
the general growth of scholarly interest in the field. EDI engages with this interest, offering a platform for critical
and rigorous exploration of equal opportunities concerns including gender, ethnicity, class, disability, age, sexual
orientation, religion, as well as other nascent and incipient forms of inequalities in the context of society,
organisations and work. The article is considered an empirical article as it was published in a professional journal
which belongs to many fields such as academic and scholarly journal. Some other evidence that the article is an
empirical type because it contains the sections such as the introduction, literature review, and others. However,
the sections have no headings but it is still fall in the empirical category.

Contents

The article is about a serious problem in human resource management which involving a discrete issues of
sexual harassments. It covers the definition of sexual harassments and the types of harassments that are
considered sexual. The article explained that there are no specific victims regarding to the sexual harassments.
Both of the gender faced the same problems, the main different is that the number of cases involving both
genders. Based on the article, the solution proposed to overcome this issue is mainly on the prevention
measures. Everyone know that prevention is better overcome a problem. Every organization should implement
certain prevention methods such as a policy that prevent sexual harassments, effective complaint procedure,
periodical audit and sexual harassment investigation procedures. This is to ensure that organization have a
strategic planning if the incidence occurs. The prevention is believed the best method as many of the past cases
regarding sexual harassments were kept quiet and swept under the rug. The phenomena happened as the victim
was stuck with the rewards and promises after the harassments. Commonly, the sexual harassment involves
superior officer to their inferior as they were promised by better position, salary and other benefits. Some of them
were just plain scared to lose their job if they open their mouth. The solution in the article was supported by the
Equal Opportunity Commissions (EEOC) which created a guideline that can overcome sexual harassments. The
guideline urges the victims to come forward and make a report. From a study done by Benton Powers and
Patterson in 1995, EEOC guideline was proved successful as the increasing number of complaint regarding
sexual harassments.

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Contributions

The article discussed the topic very clearly as it reveals the current trend in sexual harassments. It also gives a
crystal clear understanding that sexual harassment victims do not always implicate women. That’s what equality
is all about in today’s world. The society nowadays are always blindsided by certain factors such as age, gender,
economic and others. The article strongly focused on the guideline creation from the EEOC in preventing sexual
harassment. The methods of prevention and procedures were clearly stated to give a better understanding to the
readers. This way, the article can successfully contribute to the readers without having a high-level of
professional language. In the article, it defines procedures in handling the sexual harassment starting from the
training provided, complaint and to the investigation procedures. It is to ensure the issues are being handled
efficiently and discretely.

Discretion is very important as it can protect the organization image and reputation. Training is to make sure that
all employees know about the communication skills and techniques that can prevent sexual harassment. It is
believed to be the best method where employee will know the challenges that they have to take in any
organization. In the complaint procedure regarding sexual harassment behaviour, victims were strongly urged to
come forward and voice out their problems. However, it must be through special representative so that the
information about the complainer would be confidential. With the confidentiality, the complainer will have not to
worry about any retaliation towards them. The procedures of investigation will take place in a justify environment.
There will be no bias or what so ever for the people who got complained. It is proposed that a standard
investigation procedure should be created in order to handle this type of misbehaviour. With the standardization
of the investigation procedure, it can save a lot of resources and always keep on track during the investigation
process.

The procedures can create a better work environment if followed correctly. It all depends on organization to make
sure the implementation of these procedures took place in their respective organization. The number of sexual
harassment will definitely decrease if all the member of the organization plays their role in preventing it from
happening.
Sexual harassment issue is always relevant and current in today’s world. This issue will cause a big problem to
the management in an organization as it will greatly affect the staff involved. Hence, the organization will become
unstable and if the issue leaked out, the reputation will be soiled.

The article has been written in 1998, and a lot of changes have been done. The procedures are still applicable
but it needs to be improving as the trends in everything changes. Sexual harassment has become more flexible
due to the current technologies. In 1998, sexual harassment can be done physically in majority and electronically
in minority. However, the growth of the internet technologies has reversed it. Nowadays sexual harassment
majorly was done via electronically. The prevention methods must be improved in terms of ethical in using IT.

Analysis

The article sure left a remark on the cause and effect factor. What about the cause of sexual harassment? The
topic should be discussed in detail as it uncovers the psychological of the sexual predator. By doing through
study, employee may be able to identify the real causes which attract other people take advantage of them. The
cause maybe belongs to many aspects. As for example, arousal is one of them. Employee must have a proper
dress code to be followed. For male employee, looking at co-worker’s miniskirts and tight blouse sure can do the
trick. Women always become a sex symbol in an organization. That’s why they have the higher risk of being a
victim of sexual harassment. Proper knowledge on a good dress code will ensure the professionalism of
employee in an organization. Sexual harassment towards men is more likely in the form of seduces. Basically,

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the main reason for the sexual harassment is to achieve something or to give something for a price. In achieving
something, commonly like a raise, better position, promotion and other benefits employees are willing to go quite
far so that they will get in a short period. On the other hand, employee who earned the benefits in the right
method is taken advantage from their supervisor generally. It’s like a test that employee need to passed
personally. By learning and knowing the cause, the prevention measures will be more efficient.

Issues

For the organization aspect, the top management should play a better rule in enforcing the code of ethics in their
organization. Without the top management playing their role, a procedure will be just a procedure on a piece of
paper. Organizations cannot wait for an employee to file a claim in court that he or she was repeatedly the victim
of harassment and that his or her manager and employer are equally to blame. It is suggested that organization
to develop clearly-defined company policies which explain what constitutes harassment, based on recent court
rulings in the local jurisdiction of any organization, are thus necessary. These policies should be updated at least
once a year after human resource and/or legal specialists have reviewed the literature as to new rulings in the
courts. Concurrent with required viewing of training programmes and/or videotapes, all employees, including
senior managers, should be required to sign a statement indicating that they have read and understand the realm
of harassment and how the organization will respond, if a complaint is filed. At least every two years, these
training programmes should be repeated for all employees, so that the issue is viewed as paramount by the
executive team. The fear of destroying organization reputation would be one of the reasons why management
take sexual harassment lightly. Reputation of an organization is hard to get as it takes years of achievement by
an organization. However, organization didn’t use their reputation as a border not to be involved in such issue.
Organization as stated earlier, should cultivate a healthy workplace environment. This is the best solution that
can be done by the management.

One of preventive measures that can be taken by organization is to organize harassment training for its
employees to ensure they understand their rights and responsibilities in order to prevent any sexual harassment
occur in workplace. The need of harassment and discrimination prevention training should be provided to every
employee, not just supervisors, shortly after they are hired in every organization. Employers who fail to provide
the training programmes may expose themselves to punitive damage and lose their ability to raise a defence to
harassment lawsuits. Training will be a key factor in the success of preventing sexual harassment which is
making it clearer to the employees of the organization what is meant by harassment what behaviours are
unacceptable and what action will be taken against harassers. It is often stressed that financial loss is a major
consequence of sexual harassment, that it is more expensive to ignore the problem of sexual harassment than to
provide preventive training.

The government also enforce the act on sexual harassment to another level. More stern sentences should be
given to those who involved in such malicious act. This is mainly because; sexual harassment in workplace can
be transformed into adultery if not prevented in early stage. Hence, more strict regulations and act should be
implemented. With the strict law enforced, likely there will be a decrease and provide the organization with higher
productivity. To encourage victims to report sexual harassment, there should be adequate measures to ensure
maximum confidentiality so as to minimise embarrassment to the victim especially at the time of reporting and in
the course of investigation into the complaint. In a case where the victim of sexual harassment has suffered a
loss, such as a demotion or a denial of a promotion, it is appropriate to restore such person to his or her proper
position on the job. The victim should also be compensated for any monetary loss arising out of a denial of
employment-related benefits which were rightfully due to him or her. Where the complaints is found to be
unjustified and baseless, appropriate remedy should be granted to the accused person if there has been any loss
suffered by such person.

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Sexual harassment also can be prevented, handled and eradicated most effectively if there is a joint
employer/trade union action. In the formulation and establishment of an in-house mechanism to prevent, handle
and eradicate sexual harassment, the employer should adopt a consultative approach by involving the trade
union. The involvement of trade union can pave the way for a stronger commitment by the employees to accept
and comply with the in-house mechanism. Trade unions have a clear role to play in helping to create a climate at
work which is free from sexual harassment. Trade unions can contribute to the prevention of sexual harassment
through an awareness and sensitivity towards the issues among the members and by ensuring that the
standards of conduct of their members do not cause offence. Trade unions should also co-operate with
employers in carrying out promotional and educational programmes towards creating a work culture that will
ensure a safe and healthy working environment where individual employees, irrespective of status or position,
are treated with dignity and free from any form of harassment, humiliation and intimidation of a sexual nature.

Conclusion

In most cases of sexual harassment in the workplace occur without witnesses and documented proof. Thus
management is increasingly forced to investigate a situation in which two people are debating an emotional issue
based on their own recollections as well as their own value system. By implementing a thoughtful, meaningful
programme of education, which is fuelled with commitment and conviction, management can significantly
influence an organizational value system on harassment.

In conclusion, all the ten literatures that consist of the ten articles highlighted to almost the same areas which to
prevent sexual harassment occur in organization and step taken in order to avoid it to happen.

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References

Takeyama, D. (1998). How to prevent sexual harassment in the workplace. Equal Opportunities International,
17(6), 6-12.

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 SMM830 Article Review on Sexual Harassment

How to Investigate Sexual Harassment in the Workplace

Introduction

The article objective is to investigate sexual harassment in the workplace environment. It covers sexual
harassment issues in an organization. The article is intended to all employees in every organization, which have
the probability of getting harassed by their colleagues or by their employer. The target audiences also can be
students, managers, law enforcers, the government and many others. The article was published in the Equal
Opportunities International journal, which was rebranded as Equality, Diversity and Inclusion International
Journal (EDI). It is firmly suitable for this article to be published in the journal as sexual harassments do not only
affect single gender. Equal opportunities and its allied concepts, including inequality, inequity, disadvantage,
diversity, and inclusion, have been studied extensively across all disciplines of social sciences and humanities.
The promulgation of interest in the field of inequality owes much to the awareness that was brought about by the
earlier human and civil rights and feminist movements which have engendered legal and social reforms that
provide protections against unfair forms of discrimination. The advent of legal and social reforms in the field, as
well as the broadening of the theory of equal opportunities to include a wider range of inequalities based on sex,
race, disability status, age, sexual orientation, marital status, nationality and social class have all contributed to
the general growth of scholarly interest in the field. EDI engages with this interest, offering a platform for critical
and rigorous exploration of equal opportunities concerns including gender, ethnicity, class, disability, age, sexual
orientation, religion, as well as other nascent and incipient forms of inequalities in the context of society,
organisations and work. The article is considered an empirical article as it was published in a professional journal
which belongs to many fields such as academic and scholarly journal.

Contents

Sexual harassment comes in many issues. The issue being address in the article is how to investigate sexual
harassment in the workplace. Workplace can be defined as the locations of people do their work. It is not
confined to offices only. It can be anywhere the people work. Investigates can be refined as to find the truth in
every issues or complain without any prejudice in order to be fair and square.
To be exact, the article uncovers how the organization should react in order to investigate sexual harassment in
the workplace through the steps or flow stated in the article. It is a mere guideline that can be used by
organization which didn’t have guidelines on its own regarding sexual harassment investigation in the workplace.
The guidelines is intended to help any organization which have issues regarding sexual harassment but keep it
under the rug in order to protect its’ reputation. In the article, it exposed the procedures of investigating sexual
harassment in the workplace. It started with complain, pre-investigation and ended with two stages of the
investigation flow. The flow of investigating sexual harassment in the workplace was referred to several
references. This is to ensure that the flow is compatible in any organization to follow. The investigation flow is
easy to understand and follow; which makes it easy to implement in any organization.

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Contributions

The article provides a crystal clear insight look at the issues at hand. It entails the importance to investigate
sexual harassment in the workplace. It is to show the readers that investigation of sexual harassment in the
workplace is very crucial. This is because it involves the employees of the respective organization. It is a concept
of employee rights and welfare in an organization. Organization should be responsible to their employees in all
means to show the appreciation for the employees. It is a logical thing to do when an employee issued a
complaint that he or she being sexually harassed. The article does not contain any other concepts, frameworks,
model and others related in the article. However, it provides the readers its own compilation of investigation flow
or investigation process based on the writer’s research. To propose a new investigation process, it should be
done based on real-life situation. This is because; theoretical information sometimes cannot be used in real
world. The investigation process is considered the new solutions in order to tackle the investigation of sexual
harassment in the workplace. The result of the new investigation process has not been publicly announced as it
is newly proposed. However, the writer stressed that the investigation process can aid any organization in
handling with complaints regarding sexual harassment. Based on the investigation process flow, it contains
important elements that will ensure the successful of the process.

Analysis

With the creation of the new investigation process, the investigation of sexual harassment in the workplace will
become more systematically handled by organization. Hence, it can solve sexual harassment complaints in
organization. The investigation process proposed by the writer is very thorough and it’s bias free. The flow of the
investigation process seems to be very strategic as it really focused on solving the issues and not to blame any
suspects involved.

Issues

In the article, Pre- Investigation Preparation consists of three elements. The elements are using two unbiased
investigators, create a confidential file and using a room that ensure privacy. Using two unbiased investigators is
important in order to show or to create a fair environment in investigation. It is more effective using external
investigator as it consume less time in collecting information for a certain complaint. A confidential file must be
opened for each investigator in order to compile the information they gathered for references purposes. After all
the information had been gathered, a special room within the organization must be prepared that can ensure the
privacy of the interrogation process. From the organizational perspective, two external investigator compiling
information within the organization can be awkward as many confidential information will be leak to their
competitors. The respective organization also must prepare a private room for the interrogation process, which
may troubled the organization if there aren’t enough rooms. Sometimes, in preparing a room will cause a minor
commotion as other employee will be wondering what the room is for. The curiosity of employees will be hard to
handle unless some information is given to them. It is best that the interrogation process take place externally
and the people involved are escorted there silently.

The first stage of the investigation process will be gathering the facts. Investigator will need to review relevant
personnel files and company policies in order to get basic background knowledge about the victims and the
accused. It is important to have the information to be analysed from the psychological point of view. It is to
ensure the reliability of the complaints and to see the strength of the accusation. This way, investigators can
knew the employment history, discipline, performance, lifestyle and other related information of the victims and
the accused. The next step in the first stage is to interview the victim. The interview process is mainly to gather
information regarding the type of harassment that have been done, date, time and location of the incident. This is

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to get better understanding of what had happened and to investigate whether the harassment fall into the sexual
harassment category. All the information is compiled to be reviewed later on. During that the interview of the
accused, it is important that not to be judgemental and show any cynical remarks. It is important to hear both
sides of the story so that there will be no bias for the accused. During the interview, both sides need to give their
full cooperation as a disciplinary action will be taken if there is no cooperation. Then, some witness need to be
interviewed in order to prevent any collaboration among the employees. With the witness, solving the sexual
harassment complaint would take a longer time. However, witnesses can be very judgemental especially towards
the same gender. Emotional can take over logical thinking, as employees tend to be more emotional towards
these kinds of things.

In the second stage, information and facts collected are evaluated for making any decision towards the sexual
harassment complaint. All the facts and information will be reviewed by a woman. It is believed that a woman can
be more sensitive towards sexual harassment issues as they are the majority in becoming victims towards sexual
attempts. Their point of view is said that to be better than most men because men usually has minimal sexual
harassments. Still, gender plays a crucial part as women tend to be more sensitive and they’re likely let their
emotion take control over anything else. After the reviewed is done, a draft report need to be thoroughly done.
The draft will be finalized to create a concise report. The report will contains both sides statements and made a
conclusion whether the complaint is real or just a scam. The report will be submitted to the decision making
official in the respective organization. Usually, the top management will be responsible in evaluating the report
and make necessary actions. The top management part will have to fair towards their entire employee as it can
set an example towards other employees so that the issues will never be repeated. The kind of punishments is
totally up to the top management based on the report and the level of sexual harassment that have been done.
Furthermore, the top management have the authority to question the credibility of the involvement of witnesses,
investigators and others involved. The employees whom involved in the sexual harassment complaint will have a
remark in their personal files as a future references. After the punishment have been done, the organization need
to follow up perpetrator and the victim on periodical basis. This is to show concern and responsibilities towards
their employees and gives support in any way possible such as counselling session, psychological review and
others which may seem appropriate.

It is believed that the article missed out a very important element which is crucial in making decision towards the
accused. It is the evidence elements. Every complaint must have concrete evidence in order to be more solid.
Evidence can help the victims in a way that most people can imagine. What if the sexual harassment took place
when nobody was around and there will be no witnesses to give their statements. Evidence can be a thin line
that separate guilt and innocence. Evidence can be in the forms of physical injuries, conditions of clothing if
needed and most importantly the recording from the CCTV. For the accused part, alibis are needed in order to
defend their innocence. This is because, there are cases where a false sexual harassment complaint was done
towards other employee just to see their reputation blown away into pieces. Alibis must be real and supported by
reliable witnesses. In this article, especially in the review of report, it stated that a woman is suitable for the report
viewing. This is totally discrimination towards gender. The report should be reviewed by a number of people
consists of both genders. A member of the top management should be included in the reviewing process as well
so that it makes the decision making easier. Without the top management involvement in the reviewing stage, it
takes more time for them to evaluate it later on before making decision. A member in the top management is
important in the reviewing process as it can be a situation controller for people doing the reviews. Organization
should installed more CCTV equipments to ensure that every movement of their employee are on tape. Aside
from being an evidence material, it can be a defensive mechanism if the accused found guilty and sue back the
organization. To make it more effective, CCTV instalment should be without the knowledge of their employee so
that employee will not noticed that they’re being watched. Each organization must have their own disciplinary
panel in order to handle sexual harassment issues discretely. Letting external investigator do the investigation in
the organization may harms the organization reputation. Although the investigator may sign a confidentiality
agreement, their organization has many spies that can see and obtain the information. With the disciplinary
panel, every single information may be kept within the organization itself.

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Conclusion

It is agreeable that a special investigation process is needed to investigate sexual harassment complaints. It is a
must in every organization as it makes the organization a safe place to work. The investigation process must be
thorough in order to keep a sense of justice in an organization. The investigation process to investigate sexual
harassment can be a good example in creating other guideline regarding to sexual harassment within the
organization. The investigation process is hoped to aid the organization in dealing with sexual harassment more
smoothly than before.

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References

Tsai, M. & Kleiner B.H. (1999). How to investigate sexual harassment in the workplace. Equal Opportunities
International, 18(1), 1-7.

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Individual Response Strategies to Sexual Harassment

Introduction

The main purpose of this article is to explore types of methods for responding to sexual harassment, which is
defined in terms of quid pro quo and a hostile work environment, on an individual basis within an organization.
The term quid pro quo; from the Latin which means "something for something". The article’s intended audience
are the supervisor or manager, the victim, any witnesses, and the perpetrator whom commonly involved in sexual
harassment cases. Other than that, the articles can be used as a reference to academician, students and others
related. The article was published in the Equal Opportunities International journal, which was rebranded as
Equality, Diversity and Inclusion International Journal (EDI). It is firmly suitable for this article to be published in
the journal as sexual harassments do not only affect single gender. Equal opportunities and its allied concepts,
including inequality, inequity, disadvantage, diversity, and inclusion, have been studied extensively across all
disciplines of social sciences and humanities. Furthermore, the article which was published in journals were
proof-read by esteemed academician in which are well versed in the field. The article is definitely an empirical
article as it contains the elements such as abstract, introduction, headings, analysis of literature and others in this
article.

Contents

The issue being address in the article is mainly on sexual harassment. It covers the definition of sexual
harassments and how it is interpreted. The writer referred to six references in order to make it crystal clear to the
readers about the sexual harassment context. The term “quid pro quo” says it all. In the article, it was proposed
that a clear understanding of sexual harassment context should be improvised so that there will be no conflicting
ideas about sexual harassment. It is also to eradicate double-standard toward sexual harassments. The
evolution of sexual harassment from physical aspect to more intangible forms such as sexual jokes, pornography
and others has put sexual harassment context into another level. It seems like sexual harassment is adapting
quickly with the rapid technological advancement. From the statistical analysis and references in the article, the
aspect of sexual harassments is changing from time to time and it covers more areas.

Contributions

The article gives a crystal clear insight at the problem as it start off with the explanation of sexual harassment
aspect from the early times it surfaced to the present. This is proved by the literature review included in the
article. From the article, the writer generally explain about the steps on how individuals can respond to sexual
harassments. The individuals focused by the writer are the supervisor or manager, the victim, any witnesses, and
the perpetrator. The points stated in the article were backed by suitable literature review. The article synthesizes
several concepts provided in the literature and it provides new solutions to the issue at hand. The solutions are in
the forms of proposal on how individual should respond towards sexual harassment. The solutions provided are
focused for the supervisor or manager, the victim, any witnesses, and the perpetrator. The solution provided by
the writer surely suitable and current in facing sexual harassment as the writer did some research before writing
the article.

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Analysis

Based on the article, changes will occur to the supervisor or manager, the victim, any witnesses, and the
perpetrator. This is because the article proposed action that should be taken when they’re dealing with sexual
harassment. Based on the article, it proposed guidelines to the supervisor or manager, the victim, any witnesses,
and the perpetrator to ensure that the sexual harassment can be investigate in a proper and smooth way as
possible. Without the guidelines, the supervisor or manager, the victim, any witnesses, and the perpetrator will
have no idea what to do when they involve in sexual harassment. In resolving sexual harassments, the
supervisor or manager, the victim, any witnesses, and the perpetrator need to understand their standing ground
and their responsibilities so that it doesn’t the overall productivity and performance of their respective
organization. Confidentiality of sexual harassment allegations will enable the organization to perform as usual
without worrying the affect implicated.

Issues

The first issue in the article is the set of definition which the writer explained based on the literature review one. It
encompassed clear meaning of sexual harassment and the literature review taken into consideration is in the
past decades starting back from 1995 to 2002. This is important so that readers will see the set of definition
which evolve in line with the developments. It is very important that the readers know the scope of sexual
harassment and the area which it covers from time to time. However, based on the trends of the sexual
harassment definition, it is believed that it will be evolving again and may cover more areas and entails more
types sexual harassments. The writer should analyze all the definition from the literature review and represent a
brand new sexual harassment definition that encompassed the past and future definition. This is because
everything in the past is the preparation and guidance for the future. It is well expected that the future will be
shaped for what happened from the past.

The second issue in the article is about the costs beyond dollars and cents. This covers the aspect of the
performance of respective organization which involves in sexual harassment issues. The organization
performance comes from the entire employees in the respective organization. In sexual harassment issue or
complaints, it will affect employee greatly as this is a matter of pride and honour. The effect can be seen through
emotional and physical well being of the employee especially whom are the victims, perpetrators, witnesses and
supervisors. Victims will be feeling down and feel unsecure, perpetrator will be feeling regrets, witnesses will be
feeling sorry and supervisors will face tension rising up. All of this will affect organization productivity and overall
performance. The only thing that can resolve the condition is that through strict confidentiality and discrete
investigation process. These methods will be enhance by ‘only-need-to-know-basis’, as other people wouldn’t be
informed about the situation. The productivity of the respective organization can be well protected and the
reputation will be preserved.

Sexual harassment can be very costly. This happen when the organization being sued by their employees in
sexual harassment complaint. Commonly the lawsuit is for the inability of the organization to protect them from
sexual harassments. In most cases, organization was found guilty and have to pay a lot of compensation to their
employees. In order to prevent this issue, organization should be smart when employ new employees by having
them sign an agreement so that the employee cannot sue their organization. If there are any sexual harassment
or something wrong, it will be settled within the organization via the policies and regulations provided. This way,
the respective organization will be protected from lawsuit by their employees. Hence, the organization should
have detailed policies in order to protect their employees from sexual harassments and other harassments that
can possibly happened during their time in the respective organization.

For the supervisors and the managers, an important role should be played as they must act accordingly to the
situation and at the same time protect the victims of sexual harassment, perpetrators and the reputation of their
respective organization. It is the main responsibility of the supervisor or managers to protect their employees. For

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the sexual harassment victims, the manager should encourage them to be strong and brave to come forward to
make a complaint regarding sexual harassment issue. The managers or supervisors must keep all the
information regarding sexual harassments in a confidential manner as possible. The ability to handle this kind of
situation will be reflected in the supervisors or managers personnel records. Supervisors or the managers must
have enough experience and knowledge to ensure that they know what to do in order to cope with sexual
harassment allegations. Supervisors or the managers are always aware that they’re being monitored by the top
management on how they handle the situation. They must be physically and mentally prepared to tackle on how
to solve the sexual harassment allegations.

For the employees that can be sexual harassment victims, they must review the types of harassment that had
been done. This is to make sure that the harassment alleged falls into the right category of harassments. This is
important as to make sure that the correct action can be taken towards the perpetrator. There are always a
misconception of sexual harassments that can lead to nothing and just waste of resources and time. The first
sexual harassment that is obvious is the ‘quid pro quo’ as in Latin which means ‘something for something’. This
usually happened as employees are offered for a better position, salaries, and others in exchange of sexual
demands. Another obvious sexual harassment is in the terms of physical acts such as grabbing and others.
These physical acts can also be in the forms of spoken language and body language. If the harassments done
did not fall into these categories, employees should consult for a clear definition. This is very important as it
involves people and allegation must not be made wrongly as it can affect other peoples’ life and reputation. In
order to overcome these problems, the respective organization should provide training for their employees
regarding sexual harassment categories and issues. Organization also can hire a counsellor to be placed in the
human resource management. This is to give the employees a place to counsel and express their feelings of any
uncertainty towards sexual harassments.

In the witness point of view, clear statements of what they had seen or heard is crucial in helping to solve the
sexual harassment issues. This is very important as witnesses may be able to help the victims or the perpetrator
based on the current situation. Statements from the witnesses can be helpful and sometimes can be dreadful.
Helpful if the statements based on the truth and it can save a lot of resources. Dreadful if the statements are
useless. The organization should be responsible in filtering the witnesses. Only reliable witnesses should be
given the authority to give statements regarding the sexual harassment allegations. This is because, there some
cases where false witness came forward and testify against the alleged perpetrator just for their own importance.
This will lead to injustice towards the perpetrator if the alleged perpetrator was actually innocence. The
organization also can provide training to their employees so that they are prepared for such issues. Witnesses
also must have a conscience and subjugate to moral obligations when dealing with sexual harassment
allegations.

For the alleged perpetrator, it is advisable to be prepared and ensure that the organization follow the policies
within the organization during the investigation. It is proposed that the alleged perpetrator always know their
rights and should give full cooperation and beware when be asked to sign any agreement that can lead to guilty
confession. If they alleged perpetrator feels that they’re not guilty, they must be calm and use any possible
method to ensure that the sexual harassment complaint is a false accusation. Sometimes, many of the sexual
harassment allegations were due to the inability of a person to control their behaviour in especially terms of
speech. People do tend to have a sharper tongue and this can lead to sexual harassment allegations. Employee
must be prepared to ensure their self-control is in top condition. Every move, actions and speech also must be
controlled in order to be accused of sexual harassment. The employee also must know their colleagues well
enough and joke around with the colleagues that can accept jokes and did not found it sexually harassed.

Conclusion

For the conclusion, all the employee of an organization should have a high moral value in order to calmly resolve
the sexual harassment issues. If the entire employees have high moral values, then dealing with sexual

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harassment would be easy and would not take a lot of time. Self control also an important part for the victims,
supervisors, alleged perpetrator and witnesses. This is to ensure that they’re not being controlled by their
emotion that can affect the sexual harassment allegations. All employees also must be able to differentiate
between sexual harassment and regular jokes so that it does not being misinterpreted by other colleagues. For
the rewards from higher position officer, it should be done thoroughly and not to be used as advantage taking
tools.

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References

Roumeliotis, B.D. & Kleiner B.H. (2005). Individual response strategies to sexual harassment. Equal
Opportunities International, 24(5/6), 41-48.

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Sexual Harassment in City Government

Introduction
The article is to investigate the sexual harassment in city government which encompassed the definition of
sexual harassments, sexual harassment case law, new developments concerning city government and
recommendation towards the issues. The intended audience for this article are the legislative officers, normal
people, academician, students and others. The article can be a source of information to enhance one’s
knowledge about sexual harassment in city government and how to respond to it. The article was published in
the Equal Opportunities International journal, which was rebranded as Equality, Diversity and Inclusion
International Journal (EDI). It is firmly suitable for this article to be published in the journal as sexual harassments
do not only affect single gender. Equal opportunities and its allied concepts, including inequality, inequity,
disadvantage, diversity, and inclusion, have been studied extensively across all disciplines of social sciences and
humanities. Furthermore, the article which was published in journals were proof-read by esteemed academician
in which are well versed in the field. The article is definitely an empirical article as it contains the elements such
as abstract, introduction, headings, analysis of literature and others in this article.

Contents
The problem being addressed in the article is about sexual harassment in the city government. It provides details
about the sexual harassment cases which happened in city government. It covers sexual harassment cases in
general community and not focus to specific organization. In the beginning the writer provides the readers with
two types of sexual harassment that were considered real sexual harassments and can be forwarded into
lawsuits. The types of sexual harassment were the ‘quid pro quo’ and the ‘sexually hostile environment’. The
article entails the sample of cases which may involved sexual harassment but was proven otherwise based on
certain reasons. This happened when the respective organization decided to fight the allegations and proves that
the accusation is not a sexual harassment. In order to cope up with the situation, the writer of the article had
proposed six recommendations in order to face sexual harassment. The recommendations are the result of the
writers’ research from the past literature as guidance.

Contributions

The article gave a clear insight to the problem in defining and managing sexual harassment in the city
government environment. It was more on the side of the organization rather than individuals. This can be
understood that organization helps the city in terms of prosperity of a city. The writer did a research from past
literature reviews regarding sexual harassment and formulated his own recommendations in order to facilitate the
city government in handling the sexual harassment issues more smoothly. This is important that to show the city
government has a sense of justice and not favouring to organization only. The issues is quite relevant as is
involves legislative procedure and action that must be taken into considerations because it has been statute as a
law in certain city government.

Analysis

The definition of the sexual harassment given by the writers is still applicable in today’s world. This is because it
provides a clear view of what sexual harassment is really about. Especially the terms ‘quid pro quo’ which means
“something for something”. These Latin words already described the injustice that can happen. In general terms,
it can be seen as a bribe; but it depends on what favour or item that are needed. It became sexual harassment
when sexual favours involved. Sexual harassment, which generally refers to physical behaviour, may also
include emotional as well as verbal and psychological. It can include overt propositions which are patently

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degrading and offensive, but also occasional, less overt messages. For instance, the suggestion to a female
subordinate that her position is secure as long as she tolerates poor language, posters of half-nude females on
the wall or a pat on the bottom. However, innuendo and rumours, while undesirable, do not constitute a prima
facie case of harassment in European and US courts unless these acts are repeated with the intention of
pressuring another party to offer sexual gratification. The issue of sexual harassment is like night and day, as it
sometimes appear and some other times there aren’t. However, all important people are trying to have a secure
and strong policies and law regarding sexual harassments so that such cases will be down to a minimal. Hence,
it requires all the commitment from all sources such as the legislative officers, law enforcement, organizations,
individuals and most importantly from the government itself. This is because it is the responsibility of government
to take care of its citizen from any harm and protection to them.

Issues

From the sexual harassment case law provided in the article, it contains a compilation of selected cases
regarding sexual harassments. There are various cases which some of them may not consider as sexual
harassment because of weak legislative and policies regarding sexual harassment. Every case that brought to
court will be hard to determine the outcome. This is because both sides will be defending themselves from the
allegations. Every fact will be used and the outcome will be unclear. For the victims, real hard evidence is
needed for them to have a strong argument. Sometimes it is hard to get evidence unless the sexual harassment
left physical marks. The best evidence would be a recording of what happened or words that have been said.
Without this kind of evidence, some of the victims will lose sexual harassment cases. Victims of sexual
harassment should consult with their defensive attorneys the best strategy to win the case. All the policies and
laws should be carefully and thoroughly read through. They must present a solid case in order to win the case.
For the alleged perpetrator, fighting sexual cases in the court sometimes resulted a favour to them. This is
because they can hire the best lawyer to defend them. The definition of the sexual harassment can be in their
favour if there are slight conditions which take the cases from sexual harassment to regular jokes. The witnesses
in the sexual harassment cases often scared to come forward especially for a sexual harassment hearing. This is
because they feel their position in the respective organization will be threatened. Sexual harassment commonly
is done by the higher position officer in organization. It is not a good thing to go against the boss as the
witnesses are working under them. By being a witness, the probability of getting fired is quite hard. It is a matter
of moral values in them. The government should create a policy so that all the people involved in sexual
harassment cases will be protected in terms of safety, jobs and confidentiality. This is to ensure that the people
involved in sexual harassment cases will have the bravery to come forward and testify whether to defend or
against the alleged perpetrator.

Form the sexual harassment cases, the government had learnt that many victims of sexual harassment have lost
their job just because coming forward with the sexual harassment issues. The organization sees this as an action
that tarnishes the organization reputation. It is a matter of payback and to restore the respective organization
reputation. When the sexual harassment issues have being brought to the court, the alleged perpetrator seems
to give a retaliation and full denial towards the allegations. The government has noticed several developments
towards the sexual harassment policies within organization which is intended to prevent sexual harassment
within their respective organization. Majority of the respective organization do not have any form of policy against
sexual harassment. These are a policy statement prohibiting sexual harassment in the organization; a clear
definition of sexual harassment; a complaint/grievance procedure - in this case a separate complaint procedure
with time frames should be developed as the normal procedure is often unsuitable for sexual harassment
complaints; disciplinary rules and penalties against the harasser and against those who make false accusations;
protective and remedial measures for the victim - these measures should ensure maximum confidentiality to the
victim so as to minimise embarrassment; and promotional and educational programmes to explain the
organizational policy on sexual harassment and to raise awareness of sexual harassment and its adverse
consequences among the company's employees, supervisors and managers. Special training programmes
should be provided for supervisory and management staff, especially those who are assigned to function as

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investigators and counsellors. Its effectiveness relies on the persuasive power of the government and the
compliance of management.

It is a significant step in raising awareness of sexual harassment, which is important given that people may not
be as attuned to harassment as they are to intra-organizational harassment. This lack of awareness, combined
with the importance and sensitivity of client relationships, may leave the responsibility of dealing with sexual
harassment predominantly on women’s shoulders. Sexual harassment, in addition to intra-organizational
harassment, appears to be a common and costly barrier to women’s full participation in the workforce. For
organizations committed to developing and retaining female talent, and increasing female representation in
higher levels of the organization, the issue of harassment by clients is not one they can afford to overlook or
ignore. Moreover, working women, especially those who deal with clients and customers on a continuous basis,
need to be aware of the potential occupational hazard of client sexual harassment. It is important for women to
be aware that harassment by clients is something they may likely face if they work in an industry with
client/customer contact and be aware of the implications that has for their careers.
One of the ways to reduce sexual harassment is through the broadening of sexual harassment definition.
Essentially, there are two types of illegal harassment: quid pro quo and hostile environment. Quid pro quo
harassment involves “the conditioning of concrete employment benefits on sexual favours”. Hostile environment
harassment occurs when verbal or physical conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creating an intimidating, hostile, or offensive working environment. Hostile
environment harassment can involve either unequal treatment which affects given individuals, or situations which
when verbal or physical conduct that is directed at all employees or clients or customers is disproportionately
more offensive or demeaning to one group. By broadening definition and scope of illegal harassment has
increased an employer’s vulnerability to litigation in the courts thereby forcing them to monitor closely and control
the workplace and business area.
Adopting a clear sexual harassment policy is the ‘best practices’ for employers to prevent and correct
harassment is through adopting a formal, written anti-harassment policy which describe prohibited conduct,
states the employers opposition to it, and outlines potential disciplinary actions if the conduct nevertheless
occurs. The policy must be made available to employees, clients and customers and disseminated individually,
included in the employee handbook, or posted in a public workspace.
Establishing complaint procedures is of equal importance that a complaint mechanism be established in order
that employees, clients and customers who perceive they to be the objects of sexual harassment have a
comfortable, efficient and effective process to obtain redress. The policy must unambiguously provide a
mechanism for addressing an employee, client and customer’s sexual harassment claims. It is crucial that where
such claims involve the affected employee’s supervisor, client or customer, he/she be permitted to address
his/her concerns to higher-level management in strict confidentially. The procedures must also provide for a
thorough investigation of the allegations, which usually within a specified and relatively short time frame.
Monitoring the workplace and business area – it is important for the employers to get out among their employees
periodically and talk to them about the work environment and business area environment. It is equally important
too for the management to ask employees for their input related to their work environment and business area.

Conclusion

There are various actions that the victims of sexual harassment can take ranging from a less assertive action
such as avoiding the harasser or ignoring the behaviour of sexually exploitative manners to a more assertive
form of action such as confronting the harasser. On the surface it would seems that when a person avoid the
person the situation becomes better but in reality the respondents perceived it to be better since they have
removed themselves from the source of the problem. However, the problem has not been resolved and in can
also have a negative effect on the victim’s work performance, if she/he spends a lot of time trying to avoid the
harasser. Therefore, it would be a better option for the victim to choose a more assertive response. This is quite
logical that it is not the victims who should change their interpersonal style; the offenders should be the ones to
change. If professional women who experience sexual harassment wanted to stop harassment at the given by
the clients and get on with their jobs, the most expedient way is often to assertively put a stop to the

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misbehaviour rather than waiting for the harassers to see the error of their ways. It is also encouraging to know
that majority of the respondents who choose to report the sexual harassment incidence prefer to do so internally
and were predominantly satisfied with the way the organizations had handled the complaint.

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References

Silva, J.M. & Kleiner, B.H. (2001). Sexual harassment in city government. Equal Opportunities
International, 20(5/6/7), 82-87.

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