Sexual Harassment: Gender Harassment, Unwanted Attention & Coercion - Essay Sample

Introduction

The Office on Violence Against Women and the United States Department of Justice defines sexual harassment as any sexual act that is not consensual (Shaw et al., 2018). It is a form of discrimination that comprises gender harassment, unwanted sexual attention, and sexual coercion (Shaw et al., 2018). Gender harassment includes verbal and nonverbal behaviors, which expresses second-class status, objectification, hostility, or exclusion of one gender (Lorde, 1984; Shaw et al., 2018). Unwanted sexual attention also constitutes physical and verbal sexual advances that prompt an assault. Sexual coercion occurs when a person is forced into sexual activity. Among the three types, gender harassment is the least known form of sexual harassment. Sexual harassment of women at the workplace is a major concern in the 21st century, particularly among ethnic minority groups (The University of Rhode Island, 2019). Although there have been many research on workplace sexual harassment, a few have examined the relationship between race and sexual harassment (The University of Rhode Island, 2019). This paper argues that racism accounts for most cases, sexual harassment on women at the workplace. The paper reviews current research on gender, ethnicity, and race and their interactive effects on workplace sexual harassment. It also gives recommendation for preventing sexual assault and harassment on women at workplaces.

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Background

Sexual harassment was first recognized by the federal court as a form of sex discrimination some two decades ago. However, debate on what constitutes sexual harassment, why it might be a form of sex discrimination and what the law should and can do about it continues. Even as the debate continues, workplace sexual harassment on women is prevalent, with studies projecting that about three to more than eight out ten women have had such experience in their lives (Shaw et al., 2018). The #MeToo movement has increased the visibility of sexual assault and harassment in the workplace to unprecedented levels and the effects it has on the lives of the victims. Women who are victims of workplace sexual assault and harassment experience, among other psychological health problems, career interruptions, lack of promotion, and lower earnings. Besides, sexual assault and harassment contribute to the persistent gender wage gap and limit women from pursuing or advancing into higher-paying careers (Lorde, 1984; Shaw et al., 2018). When it intersects with other forms of harassment and discrimination based on ethnicity or race, age, and disability, the effects can be agonizing.

Sexual Assault and Women of Color There is intersectionality between sexism and racism. Women of color are more vulnerable to sexual assault and harassment due to the several assumptions on people of color (The University of Rhode Island, 2019). These people are assumed to be resistant to any form of violence, an assumption that stretches to women of color too. For a long time, stereotypes of women of color have portrayed these women as "unrapeable" (The University of Rhode Island, 2019) and as such, several cases of sexual assault and harassment on these women are seen as insignificant. Therefore, just as racism has traditionally been used to frighten and disempower people of color, sexual harassment, and assault have been used by men to disempower women (Lorde, 1984). These sexist and racist attitudes, most presented by stereotypes of people of color, magnify vulnerabilities of women of color to sexual assault and harassment because, in addition to facing challenges to seeking help common to all survivors, women of color face challenges that are unique to them.

Also, culture value inside the survivors' racial or ethnic community may contribute to the vulnerabilities and willingness or reluctance in seeking help concerning sexual assault or harassment (The University of Rhode Island, 2019). In most cultures among the people of color, much stress is put on virginity, and it is associated with social worth and availability for marriage. For instance, according to the University of Rhode Island (2019), there is a value placed on suffering without complaining within the traditional Asian facilities. Victims in such these families are forced to remain quiet or sometimes keep the information within the family, not seeking help from the outside. In Latin culture, women are criticized when they seek help from sources outside their own family or church. For the African-Americans, women are subjected to the pressure of fitting in the stereotype of being strong and resistant to any form of hardship, and as a result, these women live to a denial of their vulnerabilities and keep such matters to themselves.

Reporting Workplace Sexual Harassment and Assault

Employment discrimination is also a form of sexual harassment, and it is a criminal offense, especially when such conduct hinders a person's work performance, employment, creates a hostile, an offensive or hostile working environment (Shaw et al., 2018). Also, In the United States, under Title VII of the Civil Rights Act of 1964 enforced by the Equal Employment Opportunities Commission (EEOC), sexual harassment constitutes illegal sex discrimination (Shaw et al., 2018). About 6,696 of 26,978 claims of workplace harassment reported to EEOC in 2017 were about sexual harassment (Shaw et al., 2018). Also, between 2005 to 2015, out of ten charges of sexual harassment, eight were made by women. Out of these women, 75% were women of color (Shaw et al., 2018). The present research suggests that one out of ten victims of sexual harassment three do not report these incidents to the EEOC, as they fear consequences of retaliation, embarrassed, and lack of reachable complaint procedures (Shaw et al., 2018). According to the EEOC data, it is easy to conclude that the failure to report these incidents is justified with the 71% retaliation charges tabled in 2017 (Shaw et al., 2018).

Situations Associated With High Rates of Workplace Sexual Harassment

Before attempting to solve to prevent workplace sexual harassment on women, particularly on women of color, it is important to identify work-related factors that promote such behaviors. Some of the risk factors for most women are discussed in the following paragraphs.

Lack of Legal Documents (Immigration Status)

Most women of color moved into the United States at some point in their lives. As it is usually the case for most immigrants, these women are undocumented or have temporary visas (Shaw et al., 2018). Being undocumented worker or working using temporary visa, in a society dominated by men is a contributory factor of workplace sexual harassment on women of color. Most of these women do domestic work and in garment and food processing factories, where racism claims are prevalent (Shaw et al., 2018). Reporting sexual harassment for these women puts their immigrant status on the line. Retaliation against women of color involves threats to revoke temporary work visas or calling Immigration and Customs Enforcement agencies. Also, some do not know their rights or find it difficult to access legal support.

Working for Tips

Most women, particularly those from ethnic minority groups, work in low paying jobs (Shaw et al., 2018). These women are tempted to work for tips to add to the low wages to sustain their families. Most of these tips come at a price, sexual harassment being the most dominant. Managers, customers, and co-workers seek sexual favors in exchange for a tip. Most of these victims (76%) do not report chases of racism or sexual harassment because the tips are an essential source of income (Shaw et al., 2018).

Working in Men-Dominated Jobs

Women who work in male-dominated environments are vulnerable to sexual harassment and assault. Gender discrimination is the most common form of sexual harassment in these environments (Shaw et al., 2018). For instance, in a survey from the late 20th century, about six our ten women working in construction industry report cases of being asked for sexual favors. Similarly, in a 2013 survey, out of ten women working in the construction industry, three report cases of harassment based on race, age, and sexual orientation (Shaw et al., 2018).

Working in Isolated Contexts

For women who work in isolated places, reports of sexual harassment and assault are higher than average (Shaw et al., 2018). Isolation encourages abusers to pursue their prey as they are left without witnesses. Rape is the most prevalent form of sexual assault on women in these circumstances.

The Impacts of Sexual Harassment to Individuals

As mentioned earlier, sexual assault and harassment have adverse effects on the lives of victims in many ways. The following paragraphs discuss the most common effects.

Impact on Psychological and Physical Health

Research has established that sexual harassment has a negative effect on mental and physical health (Shaw et al., 2018). From exploratory research on the intersection of racism and sexual harassment, it can lead to depression, lasting for many years after the incident. Also, researchers have established that besides psychological health effects, there are long-term physical health complications as a result of repeated gender-based harassment (Shaw et al., 2018). Cases of workplace accidents are increased by working with distracted employees.

Reduced Opportunities for Career Advancement

In many occupations, mentorship from experienced workers is a determining factor when deciding to advance in a profession or becoming a skilled worker. However, racial and gender harassment restricts such learning opportunities or reduces the urge to advance in a career. Many opt to drop out of major projects, resign from their positions, or give up learning or leadership opportunities to avoid perpetrators (Shaw et al., 2018).

Abandoning Well-Paying Jobs

Research has established that there is a correlation between a job change and workplace harassment. Many women opt to find new jobs after a sexual harassment experience. Some (three out of ten) decide to leave their field entirely (Shaw et al., 2018).

Recommendations for Addressing Racial and Sexual Harassment at Work

Providing training and resources and designing new tools to address and prevent workplace sexual assault and harassment are essential in making workplaces safe for all workers, regardless of sexual orientation, age, and ethnicity. To achieve this objective, the following interventions are recommended.

First, every employer should conduct a regular risk assessment on factors associated with workplace sexual assault and harassment. Surveys on employees, particularly women, on organizational culture, are essential to establishing their welfare within the organization. Employers should strive to develop and maintain comprehensive anti-racism and anti-harassment policies and offer multi-faceted procedures for reporting these cases. Once the procedures are in place, they should be tested for functionality. Also, these policies should be communicated to the employees regularly. Middle-level management and supervisors should be trained on how to respond to cases of racial and gender harassment under their watch. Besides, employers should implement disciplinary measures responsive, consistent, and prompt to the severity of sexual harassment circumstance at the workplace. Second, Labor unions should develop reporting systems and policies that complement standards set by the employer systems. Third, the federal government should develop policies that ensure that any case that is reported to any agency is handled promptly. Retaliation charges should be restricted to genuine claims, not as a means to escape disciplinary measures. Finally, women-led or worker-led efforts such as the "Hands Off...