sexual harassment, to ensure a safe work environment. On the plus side, an employee may not realize when they are being sexually harassed and when it is the appropriate time to speak up.
Typically, there’s a stereotype about women overreacting and jumping to conclusions; when they get harassed, they don’t want to fit into that stereotype. There are federal laws put in a position to prevent sexual harassment in the workplace, but people need to be educated. In the end, they still blame themselves and say that’s just men being men. According to “It’s Not Just Harvey Weinstein: Why Sexual Harassment in The Workplace Goes Unreported” “This ties in with not only the psychological trauma that is triggered by sexual harassment but widely accepted stigmas about women in the workforce. When that is being harassed, how do they know it’s harassment and not just someone’s natural behavior?” (Kristina Udice). At some point, women need to realize that this is not normal and that something needs to be said. This must be brought to attention!
The action of assault or molestation is usually carried out by a person who is in a position of power. Being someone’s honcho or higher-level co-worker gives the harasser the power to do what they desire and keep it in the dark. According to Psychology Today “Based on prior work (reviewed below) showing that fears of incompetence lead to abuse of subordinates, presumably in order to restore social status and alleviate negative, highly unpleasant, and even unacceptable self-perceptions, that study authors hypothesized that insecure men in positions of power would be more likely to engage in sexually harassing behaviors” (Grant Hilary Brenner M.D. FAPA). In order to seem in control and in charge, the employer may feel the need to harass you. Although this doesn’t make it right, they may not be aware they’re harassing.
Most employees are only aware of one type of harassment, a hostile environment, but in fact there’s two types of harassment. The least known is the “Quid pro quo refers to situations where employment decisions such as hiring, firing, or promotions are contingent upon the employee providing sexual providing sexual favors” (AllLaw.com). Additionally, the other is a “Hostile work environment refers to situations where the employee’s work environment is made intimidating, hostile, or offensive due to the unwelcome sexual conduct and the conduct unreasonably interferes with the employee’s work performance. This could take the form of unwanted sexual advances by a fellow employee, but it need not involve sexual advances at all” (AllLaw.com). A commission can involve molestation of a sexual nature or simply hostile work environment. Therefore, insurance, process must be put option in place and breeding must be conducted for all employees. All businesses should take precautions to eliminate any probability of