Reference no: EM133631556

Assignment:

Just someone to review my assignment and possible make some edits.

Assignment Instructions

Title VII of the Civil Rights Act of 1964 is a federal law prohibiting sex discrimination in employment. In 1980, the Equal Employment Opportunity Commission (EEOC) issued regulations defining sexual harassment as a form of gender discrimination in 1980. The EEOC policy states:

It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. For example, it is illegal to harass a woman by making offensive comments about women in general.

Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Yet, allegations of sexual harassment are front and center in the news today, causing a sea change in the way organizations think about gender and power.

For this reflection essay, you will complete the Society for Human Resource Management (SHRM) quiz: Is This Sexual Harassment? and read the assigned Required Readings.

My Answer to the Assignment

Sexual harassment in the workplace remains a persistent issue, despite the legal frameworks established to prohibit such behavior. This reflection essay delves into common themes across various readings, shedding light on the reasons behind the continued prevalence of sexual harassment.

Gender Stereotypes and Workplace Expectations: One pervasive issue contributing to sexual harassment is the existence of gender stereotypes. These stereotypes, such as the perception that men are strong and aggressive while women are emotional and weak, create an atmosphere in which expectations and discriminatory behaviors can flourish (Hays-Thomas, 210). In work organizations, these stereotypes become associated with specific roles, leading to sex discrimination and harassment. Offensive remarks about a person's sex, whether overtly sexual or not, can contribute to a hostile work environment (Hays-Thomas).

Experiences and Laws: Experiences of sexual harassment encompass a range of behaviors, from sexist comments to unwanted advances and vulgar jokes. Despite the legal safeguards in place, such as the Equal Pay Act and Title VII of the Civil Rights Act of 1964, sexual harassment remains a pervasive issue. A significant challenge lies in the limitations and enforcement strategies of existing laws, including disparities between organizational policies and practices, cost considerations, and difficulties in obtaining evidence (Hays-Thomas, 222).

The #MeToo Movement and Recent Changes: In recent years, societal shifts, notably exemplified by the #MeToo movement, have brought sexual harassment to the forefront. High-profile cases, like that of Harvey Weinstein, triggered a wave of awareness and activism. Employees, even from major corporations like Google, started demanding change through protests and walkouts (Ovaska-Few). Legislative changes in some states and localities have expanded protections against sexual harassment, illustrating a growing awareness of the need for legal reforms (Ovaska-Few).

Current Efforts and Challenges: Organizations are increasingly taking steps to address sexual harassment, including training sessions, policy changes, and discussions. However, the effectiveness of these efforts is questioned. Merely conducting training might not be sufficient to prevent harassment; it serves as a protective measure for organizations against lawsuits rather than a comprehensive solution (Cain Miller). To bring about meaningful change, there is a need to foster a culture of equality, respect, and open communication within workplaces.

The Role of Gender Roles and Discrimination: The persistence of sexual harassment is intricately linked to deeply ingrained gender roles and discrimination. Traditional expectations about men and women's roles contribute to a hostile work environment, creating a breeding ground for harassment. Gender harassment, where derogatory attitudes about women are conveyed through various behaviors, further contributes to a toxic workplace (Leskinen, Cortina, Kabat, 2010).

Male-Targeted Sexual Harassment: While the majority of reported cases involve male perpetrators and female victims, it is essential to acknowledge that sexual harassment can affect men as well. The reluctance of men to report incidents, often due to fear of being perceived as weak, contributes to underreporting. Creating a workplace culture that encourages open communication and treats all employees equally is crucial in addressing this issue (Puente, 2017).

Conclusion and the Path Forward: In conclusion, sexual harassment persists due to a complex interplay of societal expectations, gender roles, and organizational shortcomings. While legislative changes and societal movements have brought attention to the issue, a comprehensive solution requires a shift in organizational culture, proactive training, and continuous efforts to bridge the gap between policy and practice. It is essential for leaders and employees alike to actively engage in creating a workplace where respect, equality, and accountability prevail, fostering an environment where sexual harassment is unequivocally condemned and eradicated.

Works Cited

• Hays-Thomas, R. (2023). Managing workplace diversity and inclusion: A psychological perspective (2nd ed.). New York: Routledge.
• Leskinen, E. A., Cortina, L. M., & Kabat, D. B. (2011).Gender harassment: Broadening our understanding of sex-based harassment at work. Law and Human Behavior, 35(1), 25-39.
• Claire, C. M. (2017, Dec 13). Traditional workplace education doesn't work. Other methods do. New York Times.
• SHRM Quiz: Is It Sexual Harassment?