The places of work of a human being is one of the places wherein the individual spends a majority of their time. The most common type of harassment that is faced by the employees of the organization is the harassment that face in terms of the sexual discrimination within the workplace (Williams, 2018). This is generally faced by the female employees of the organization as is reported in the majority of the cases. The major common good that is affected through the non-resolution of the sexual harassment issues is the increase in the mental issues that are faced by the victimized organizational workforce. The following paper attempts a discussion on the issues that are faced by the members of the workforce of an organization in terms of the sexual harassment.
The multitudes of the business organizations that have been functional all over the world have been facing the issues of the sexual harassment within their organization at some point of time. The female staff of the organizations have majorly been reporting the occurrences of such deeds at the several types of the workplaces. The data from the various countries reveal the fact that the majority of the cases that have been taking place go unnoticed or unreported especially in the developing countries (McLaughlin, Uggen & Blackstone, 2017). The majority of the cases of the sexual harassment at the workplaces have been observed to be taking place in the developing countries like India. The sexual harassment of an employee at the workplace has many derogatory effects on the mental health of the concerned organizational employees. Doty et al. (2017) state that the employee might suffer from the low amount of the self-esteem as well as depict the symptoms of trauma if they are made to undergo the sexual harassment for a longer duration of time. The common good that can be achieved through the resolution of the issues refer to the development of a healthy workplace atmosphere as well as the increase in the mental stability and peace of the person concerned. This in turn would help in the increase in the efficiency of the employees who have been serving the multitude of business organizations that are active all over the world.
The sexual harassment is one of the major problems that are faced by the employees of the organization as well as the managerial body of the organization. The sexual harassment that is faced by the employees of the organization is known to have been developing high levels of depression and mental health issues among the people who have been facing the issue. The people who have been facing the sexual harassment at their workplaces are known to have been facing issues regarding their physical health conditions as well. the increase in the stress that has resulted from facing harassment has often been observed to lead to the loss of appetite of an individual (van Lieshout et al., 2016). This in turn might lead to the serious health issues in case of the person.
The concerned department of the organization responsible for the resolution of the issues faced by the organizational workforce might be advised to incorporate certain measures that would help in the arrest of the number of the incidents that have been taking place at the several types of the workplace all over the world (Bernstein, 2018). The concerned management of the organization in discussion might be advised to formulate as well as implement an organizational policy in order to address the issues of the sexual harassment that is reported within the organization. The employee handbook provide by the concerned business organization should consist of a section that is dedicated to the issues of sexual harassment occurring within the given organization (McDonald, Charlesworth & Graham, 2015). The organization might be advised to define in the handbook the activity of the sexual harassment and the various types of activities on the part of the employees that might be counted as an activity of sexual harassment (Quick & McFadyen, 2017). The concerned company might further be advised to inform the employees with a strict massage the intolerance on the part of the company towards the employees who would be taking part in the activities leading to sexual harassment of any type. This might help in the resolution of the issues of the sexual harassment in the workplaces especially in the developing countries of the world like India.
The company should further mention the dire consequences that might follow for the person who have been reported to have been harassing the other employees on the grounds that are classified to be sexual harassment. The company should also specifically point out the procedures that need to be followed by the complainant in case of reporting an instance of sexual harassment within the concerned organization (Thurston et al., 2019). In order to avoid the condition of the falsification of the review, the company might be advised to employ a bench for the investigation on any case of sexual harassment that is reported. The company must also make attempts to prevent the retaliation against the people who have been reporting the incidents of the sexual harassments within the company (Cheung, Baum & Hsueh, 2018). In order to avoid these kinds of happenings, the company might be advised to incorporate the training sessions that are arranged for the staff. This, according to Becton, Gilstrap and Forsyth (2017) might help in the development of the awareness among the employees as well as the management regarding the ill effects of the sexual harassment within the workplaces.
The management of the organizations might be advised to arrange for training sessions and meetings for all the employees who have been serving the concerned organization. This in turn might help the employees to gain better knowledge on the activities that are regarded to be a part of the sexual harassment. The training sessions should be able to explain to the employees the ill-effects of implementing the sexual harassment activities against the other employees who have been serving the company as well (Malhotra & Srivastava, 2016). The concerned management might further be advised to review the sexual harassment policies that have been implemented and the complaint procedure that is being followed within the within the company (Bainbridge, Perry & Kulik, 2018). The concerned management might further be advised to encourage the employees of the concern to follow the procedure in case of reporting any case of sexual harassment that they might have been facing or have been witnessing in their surroundings at their workplace. This would benefit the employees who have been serving the various concerns, both governmental and nongovernmental, especially in the developing countries of the world like India. The people in the developing countries are often observed not to report the instances of sexual harassment that they have been facing at the workplace. This leads to the action as well as the mis-doer remain unnoticed which in turn increases the number of the instances of harassment.
The company should also be advised to hold separate meetings for the employees who have been serving the organization at the managerial levels. This would include the training sessions for the managers and they supervisors for the identification of the instances of the sexual harassment that are being committed among the people who have been employed under their supervision. The managers and the other supervisors should be made aware of the issues that might arise in case there is an instance of the sexual harassment within the concerned workplace (van Lieshout et al., 2016). The company might further arrange for the training sessions of the managerial employees of the organization that would help them in dealing with the complaints that they receive in case of the sexual harassment that is faced as well as reported by the organizational employees. The company should implement the regular monitoring within the workplace in order to avoid the instance of sexual harassment that might be faced by the employees of the organization (Doty et al., 2017). This would in turn help in the avoiding of the instances that might lead to the sexual harassment in the future days. The people who have been researching on the health issues that are presented due to the victimization of the sexual harassment at the workplaces, might be advised to help the victims with regular counselling as well as including them in the various volunteer focus groups that are dedicated to serving the people suffering from the mental trauma due to the harassment at their workplaces.
In lieu of the above discussion, it might be stated that the sexual harassment of the employees is indeed one of the raging issues in the present-day workplaces. The sexual harassment of an employee at the workplace has many derogatory effects on the mental health of the concerned organizational employees. The concerned organizational management might be advised to formulate as well as implement an organizational policy in order to address the issues of the sexual harassment that is reported within the organization. The company might also be advised to train the staff against the ill-effects of the sexual harassment on the concerned victim as well as the organization at large.
Bainbridge, H. T., Perry, E. L., & Kulik, C. T. (2018). Sexual harassment training: explaining differences in Australian and US approaches. Asia Pacific Journal of Human Resources, 56(1), 124-147.
Becton, J. B., Gilstrap, J. B., & Forsyth, M. (2017). Preventing and correcting workplace harassment: Guidelines for employers. Business Horizons, 60(1), 101-111.
Bernstein, A. (2018). Preventing sexual harassment in the workplace. Nursing And Residential Care, 20(7), 344-346.
Cheung, C., Baum, T., & Hsueh, A. (2018). Workplace sexual harassment: exploring the experience of tour leaders in an Asian context. Current Issues in Tourism, 21(13), 1468-1485.
Doty, J. L., Gower, A. L., McMorris, B. J., & Borowsky, I. W. (2017). Explaining Patterns of Bullying and Sexual Harassment Involvement: Connections Matter. Journal of Adolescent Health, 60(2), S3-S4.
Malhotra, S., & Srivastava, A. (2016). Sexual harassment at the workplace: how organizations can pro-actively reduce its incidence. Human Resource Management International Digest, 24(7), 1-3.
McDonald, P., Charlesworth, S., & Graham, T. (2015). Developing a framework of effective prevention and response strategies in workplace sexual harassment. Asia Pacific Journal of Human Resources, 53(1), 41-58.
McLaughlin, H., Uggen, C., & Blackstone, A. (2017). The economic and career effects of sexual harassment on working women. Gender & Society, 31(3), 333-358.
Quick, J. C., & McFadyen, M. (2017). Sexual harassment: Have we made any progress?. Journal of occupational health psychology, 22(3), 286.
Thurston, R. C., Chang, Y., Matthews, K. A., von Känel, R., & Koenen, K. (2019). Association of sexual harassment and sexual assault with midlife women’s mental and physical health. JAMA internal medicine, 179(1), 48-53.
van Lieshout, S., Mevissen, F. E., van Breukelen, G., Jonker, M., & Ruiter, R. A. (2016). Make a move: a comprehensive effect evaluation of a sexual harassment prevention program in Dutch residential youth care. Journal of interpersonal violence, 0886260516654932.
Williams, C. L. (2018). Sexual harassment in organizations: A critique of current research and policy. In Sexual Harassment and Sexual Consent (pp. 20-43). Routledge.
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