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Originally Posted On: https://www.theodysseyonline.com/sexual-harassment-in-the-workplace-2583252006/document
We are fortunate to live in a time of heightened self-examination and awareness. We are questioning the status quo, traditions, and indoctrinated thought-processes so we can create a better future for generations to come. From lifestyle changes and gender roles to special needs awareness and racial equality, we are actively participating in a decade of enlightenment and realization. One of these issues – a particularly ugly one – has been given close attention over the past two years. Sexual harassment.
Unfortunately, sexual harassment is a real threat to life. Whether in college or the workplace, there’s a good chance you will experience it either directly or indirectly. Though citizens, professionals, and public servants have made these unwanted sexual acts a priority to eliminate, it continues to live. Recent statistics from RAINN (Rape, Abuse, and Incest National Network) show that 23.1% of females will experience rape or sexual assault during college. But it doesn’t stop there. According to the EEOC (Equal Employment Opportunity Commission), there have been at least 12,000 workplace sexual harassment cases filed annually since 2010. 12,000 a year, and that doesn’t include state/local filings or undocumented cases.
Even with laws and tangible protections in place, protecting against sexual harassment in the workplace is up to you. The Friedman and Abrahamsen Law Firm notes: If you experience sexual harassment in the workplace there are some valuable steps to take to build a strong case against these actions:
1. Thoroughly document the harassment that is taking place. Include details like dates, times, who is involved, witnesses, comments, the inappropriate actions, or any other relevant information.
2. Report the harassment at work. Sexual harassment claims are against employers. If you do not make your employer aware of the harassment, this can damage your claim. Report the harassment to your human resources department and/or your boss and let him or her know that you feel uncomfortable at work.
3. Review your employee handbook. Many employers have official policies regarding harassment. If you do not have a copy of the handbook, request one. If your workplace does not have one put together, ask if there are any other employee policies that you can have copies of.
Document
Sexual harassment is a serious crime to commit and to be accused of. Therefore, it’s important to handle the harassment with the utmost care and documentation. Once you come forward regarding the events, due process will takeover and you’ll need to show compelling evidence that sexual harassment has occurred. This is not to say you are lying if you don’t have evidence, but to ensure they can’t hurt you or others again you need to provide evidence of your due diligence and anything else that is condemning. Document everything as soon as it occurs and keep it in a secure location. Make a hard copy and email the documentation to yourself to ensure nothing is lost.
Report
Possibly one of the most important AND most challenging points. To truly make a change and hold whoever is harassing you in the workplace, the actions need to be reported. Not gossiped about, not hinted at, and not passively discussed on social media. An official report needs to be made with Human Resources and you need to openly confirm that you feel uncomfortable at work. Have a meeting with your boss (or HR if it’s your boss that is the issue) and explain that someone has been sexually harassing you and you no longer feel safe in the workplace. This is your biggest defense against sexual harassment. Without the official report and open discussion, it can be more difficult to prove you are a victim of harassment.
Review
Sexual harassment is undeniably wrong and, most of the time, it’s easy to distinguish when something is clearly not okay. However, it’s important to understand your workplace’s policies. Knowledge is power. Instead of coming to HR or your boss with grievances that have to be looked into, you can approach them with which policies aren’t being abided. This approach provides the necessary evidence of wrongdoing and ensures the perpetrator will be handled accordingly. If you don’t have a general understanding of the workplace policies, there is a chance they can be held against you (depending on the harasser’s perspective).
