Sexual Harassment

Sexual Harassment “First of all, let me say that being sexually harassed since 5th grade has gone beyond the damage of affecting the way I feel… Now..I have no pride, no self- confidence, and still no way out of the [misery] I am put through in my school.”1 Sexual harassment of students is a real and serious problem in education at all levels, including elementary and secondary schools as well as colleges and universities. It can affect any student, regardless of sex, race, or age. Sexual harassment can threaten a student’s physical or emotional well-being, influence how well a student does in school, and make it difficult for a student to achieve his or her career goals. Moreover, sexual harassment is illegal–Title IX of the Education Amendments of 1972 (Title IX) prohibits sex discrimination, including sexual harassment. Preventing and remedying sexual harassment in schools is essential to ensure nondiscriminatory, safe environments in which students can learn. A..student should feel safe and comfortable walking down the halls of his or her school. School is a place for learning and growing.

Sexual harassment stops that process.2 This pamphlet provides school administrators, teachers, students, and parents with fundamental information to assist them in recognizing and dealing with sexual harassment under Title IX. It outlines basic principles in question-and-answer format. Some more information about a school’s responsibilities has been omitted, and school officials should read “Sexual Harassment Guidance: Harassment of Students by School Employees, Other Students, or Third Parties” to ensure a full understanding of the law. Parents and students can also consult this Guidance, for more information about student rights. The Guidance was published by the Office for Civil Rights in the Federal Register on March of 1997 and may be obtained from any of the OCR Enforcement Offices or by calling 1-800-421-3481. It is also posted on OCR s web page at

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Sexual harassment can occur at any school activity and can take place in classrooms, halls, cafeterias, dormitories and other areas. Too often, the behavior is allowed to continue simply because students and employees are not informed about what sexual harassment is or how to stop it. Students, parents and school staff must be able to recognize sexual harassment, and understand what they can do to prevent it from occurring and how to stop it if it does occur. Harassing behavior, if ignored or not reported, is likely to continue and become worse, rather than go away. The impact of sexual harassment on a student’s educational progress and attainment of future goals can be significant and should not be underestimated.

As a result of sexual harassment, a student may, for example, have trouble learning, drop a class or drop out of school altogether, lose trust in school officials, become isolated, fear for personal safety, or lose self-esteem. For these reasons, a school should not accept, tolerate or overlook sexual harassment. A school should not excuse the harassment with an attitude of “that’s just emerging adolescent sexuality” or “boys will be boys,” or ignore it for fear of damaging a professor’s reputation. This does nothing to stop the sexual harassment and can even send a message that such conduct is accepted or tolerated by the school. When a school makes it clear that sexual harassment will not be tolerated, trains its staff, and appropriately responds when harassment occurs, students will see the school as a safe place where everyone can learn.

Sexual Harassment

Sexual Harassment Over the years, many people have believed that the issue of sexual harassment should not be discussed in public. Sexual harassment was to be discussed behind closed doors. In spite of this, the social and political systems have changed instantaneously. This social problem has affected men and women throughout time, however, it seems that the women of our society more closely look at this issue. This social topic has encouraged women to establish organizations in order to help them discuss the issues more openly and to demand equality including fairness and justice throughout the workplace and in their social lives as well.

In recent years, sexual harassment has been one of the most serious and widespread problems found in the workplace. For this reason, the Universal Declaration of Human Rights proclaimed, by the United Nations in 1948, to help everyone in their fight for self-respect and dignity. Indeed sexual harassment is an issue that complicates employment decisions. People also recognize that it is an issue involving the creation of an antagonistic or offensive work environment. In many instances, the issue of sexual harassment is not something minor that can be easily solved.

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The issue of sexual harassment pertains to everyone’s apprehension of an individual’s comportment due to our societal social norms. Sexual harassment, in most cases, involves a superior’s behavior towards a subordinate. As mentioned before, most forms of sexual harassment occur in the workplace. An employee can charge an employer with sexual harassment as a result of the misconduct of managers, fellow employees, vendors, and even customers. Eventually, this can cause a hostile work environment.

3 It is true, for the most part, that sexual harassment comes in many forms in the workplace. There are two significant ways in which one can identify sexual harassment. They are called the “Quid Pro Quo” and the “Hostile Environment Harassment.” The essence of the Quid Pro Quo theory of sexual harassment occurs when an employee is confronted with sexual demands to keep her job or obtain a promotion. This is a true violation of the Civil Rights Act of 1964, which is also referred to as the Title VII Act. Even though sexual harassment by its very nature is complicated to define, the Equal Employment Opportunity Commission provides a general description of sexual advances.

The several basic varieties of the Quid Pro Quo harassment indicate the unwelcome sexual advances and requests for sexual favors. It also consist of other verbal or physical conducts dealing with a sexual nature of constituting sexual harassment when the submission to such conduct is made either explicitly or implicitly just because a term or a condition of an individual’s employment. Secondly, the individual is used as a basis for employment decisions affecting such individual. Finally, the result of such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. (Aggarwal, 89-93) Another form of sexual harassment is a hostile work environment. The hostile environment theory involves sexual advances between the supervisor and the employee. An employee’s work performance will be less effective due to these so-called sexual advances. However, a victim can file a complaint against their harasser so that they do not continuously force them to participate.

Consequently, they will be forced to hand in their resignation. This issue of power has nothing to do with sex. For this reason, both 4 male and females can be the harasser. The harasser’s main purpose is to force another to feel or act in a certain way. Sometimes, sexual harassment causes an individual from effectively performing his/her job. As a result, is undermines an individual’s dignity.

In our society, there are three essential factors that relate to the issue of sexual advances. These elements are a divergence of perceptions, the complexity of human behavior and the attitudes of a sexist. (Lindemann, 46-48) It is often difficult to draw a line between what is acceptable and what is unacceptable in a working environment because of the existence of these ingredients. Sexual harassment is a form of discrimination, which can manifest itself in terms of physical and psychological acts. Physically, the recipient may be the victim of pinching, grabbing, hugging, patting, leering, brushing against and forms of touching.

Psychological harassment can occur through the proposal of physical intimacy by requesting dates and sexual favors. In 1964, Title VII of the Civil Rights Act was established, by various state legislation, to prohibit sex discrimination in the working environment. After a decade of the enactment of Title VII, the Supreme Court confronted its first case, Barnes vs. Train, which pertained to the issue of sexual harassment. In the case of Barnes vs. Train, a woman was hired as an administrative assistant.

She filed a lawsuit against her male director through the Environment Protection Agency’s Equal Opportunities Division because she refused to engage in sexual relations with him. Nevertheless, the district court dismissed this case. The district court believed that even though Barnes was treated unjustly, the discrimination was not because she was a woman. It was because she refused to engage in sexual behavior with her supervisor. (Baridon, 12,13) Another 5 leading case recognized under the enactment of Title VII was Corne vs.

Bausch & Lomb Inc. In this particular case, there were two women who resigned their positions in order to prevent their male supervisor from continuing to take unsolicited and unwelcome sexual liberties with them. They sued their supervisor for verbal and physical sexual advances. The district court in Arizona dismissed the case on the ground that sexual discrimination exists in many firm’s regulations. They decided that it would be unjust to those men who had also been victims of harassment because there would not be any grounds for a lawsuit.

Under these circumstances, the district court only recognizes sexual harassment when an employer avoids such charges due to the fact that employees are against this kind of harassment. Thus, these cases prove that the courts have a narrow interpretation of “sex discrimination” and views inappropriate sexual conduct in the workplace as an issue to be decided under criminal law. The court believes that sexual harassment is not sex discrimination because it proves that discrimination was based on the willingness or non-willingness to engage in sexual activity rather than gender. Another famous case, which had a strong impact on today’s society, was Hill vs. Thomas.

In 1992, Anita Hill sued Clarence Thomas, a well-respected politician, for sexual harassment. The court ruled in favor of Thomas because they believed that her argument wasn’t strong enough. As a result of this, Anita Hill began a feminist movement ranging from college campuses to the U.S. Navy. She also encouraged women to run for political office, inspiring academic scholarships and debate.

She has a awaken many people to the injury of sexual harassment conflicts. (Caggiano, 111-114) 6 The rate of sexual harassment increased dramatically in recent years. Most respondents think that sexual harassment is a major problem in this country. Not surprisingly, 82% of women and 43% of men recognize this problem in our society. Only 42% categorize it as a minor problem.

During 1987, a spokesman who works in the Equal Employment Opportunity Commission Company realized that the agency’s limited statistics on the number of claims filed were not published. At this time, the agency began to collect and record this data. The number of claims filed since that year has been unbelievable. There were 5,499 reported cases in 1988. In 1989 there were 5,623 cases and the cases have been increasing annually.

By 1993, 64% of females and 17% of males have experienced some form of sexual harassment. (Serepca, 23) Many people assume that sexual harassment is an expression of sexuality. But most experts see it as a reflection of unequal power in the workplace. Certainly, most victims are women in lowly positions. As more victims of harassment have gone public, the damage the practice causes people to repeatedly quite their jobs, switch professions, change majors or even drop out of college. Sexuality is emotional, not rational. It may be an important aspect of life, however it is also viewed as a frivolous concern at work compared to the matters of government and education.

For this reason, most biologists, philosophers and theologians have a different notion pertaining to the issue of sexual harassment due to their professional standpoints. Indeed the work world in continuously dominated by men, many women are still looking over their shoulders worrying whether they have established their professional worth. Sexual harassment surveys demonstrate that men view sexual advances as a minor problem in their work environment but women 7 consider it as a major problem. Whatever the case may be, the true realization of this is that men are still the dominant group in our society. 8 References 1. Aggarwal, Arjun P.

“Sexual Harassment in the Workplace” Butterworths Canada Ltd. 1992 2. Lindemann, Barbara and Kadue, David D. “Sexual Harassment in Employmet Law” Copyright Clearance Center (CCC) Transactional Reporting Services 1993 3. Caggiano, Christopher “The Inc. Faxpoll” Mutimedia Publications Inc.

1992 4. Baridon, Andrea P. “The New Rules and Realities for Managing Men and Women at Work” McGraw Hill Inc. 1994 5. Serepca, Beth “Sexual Harassment” Internal Auditor October 1995.


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