It is time to stop sweeping the problem under the carpet.
When Michelle, was presented for her first day at work, never expected her job as executive range communications to include defended his boss. The 27 – year-old had to deal with harassment from the first day. “He put his hand on my back when we entered the elevator and was very close,” he recalls. Soon he was making lewd comments about their assets front, exclaiming that they were “great” and trying to guess her bra size. His remarks quickly escalated to clear bold sexual advances. “He started asking me out and, later, even sleeping with him,” she says with disgust, as only a fraction of what his boss did.
She is not alone, 54.4 percent of 500 respondents had experienced sexual harassment – defined as any form of verbal attention, visual or unwanted physical well-received by the addressee. Of the 215 of the 272 haunted, most were between 30 and following. Moreover, 34 percent of these women also admitted to being repeatedly harassed.
These statistics denote that sexual harassment at work is more common than we think – and something, whether re-evaluation or establishing company policies on sexual harassment and the empowerment of more victims to come forward, you have to do. Unfortunately, this is not the case.
Suffering in silence
Since the publication of the results of Aware, only four women have sought help from the association for redress. Many women still choose to suffer in silence.
The shame of having to admit their situation to their co-workers Michelle prevented from taking action against his boss. She believes that these issues can be handled with total discretion, and that people will talk behind your back. If she reported the case, she is exposed to the view of others. She could not deal with it.
Fortunately, the harassment has been “calm.” Your boss is not married and in his mid 30’s was stopped after six months. Michelle believes that only left when he did not move with it. Meetings with him are “very slight” and occasional “joke” is throwing paper balls in the hearts of his cubicle. However, Michelle remains with the company and does not intend to inform their behavior.
Breaking the silence, the smartest choice?
Stephanie, 24, decided he could not deal with being bullied any longer. She went straight to his HR director after she had to chase a married member of the senior staff that came to his house one night to find a document that does not even have. This incident occurred after two months of suggestive text messages. comment spam on your back and offers a seemingly harmless trip home from work.
The result was advised to drop his case as he (the author) was for a promotion. They said they did not need all this trouble. So the director offered him a transfer. “It was not fair!” I loved my job and supports me in another office was not a solution to the inherent problem! ” She demanded an apology from the senior officer who was harassing her, which came in the form of an ambiguously worded e-mail. “He said something like,” If I offended you in any way, I am deeply sorry, but I contend it was not my intention. “Stephanie was not satisfied with the result but had to force himself to move on, mostly because I wanted to keep his job. The culprit got his promotion and his wife remained ignorant about the incident.
Similarly, Jasmine, in 30 found the courage to take action against the stalker when he learned that she was not his only victim. A colleague said that his boss tried to grab and kiss her when they were alone in his car on his way to meet their clients. Jasmine faced harassment himself – tried to hug and kiss her while on a flight during a business trip. The women reported to management but, unfortunately, as more than a year had elapsed since the experiences of Jasmine, who could only act as a witness to the complaint of his colleague. “It seems that understanding and support” was how he described his company’s reaction when he reported it. “They suspended him, but a few months later he was re-hired as a consultant,” he sighs Jasmine.
Although they never worked together again to face him in the office from time to time was too much. Finally, Jasmine resigned. “I found a new job and I just want to move forward,” she says. “It’s very sad that no sexual harassment policies in place. I’m worried about women who work there.” She believes that if his company had a sexual harassment policy, the case would have been handled better.
What Women Want
Such feelings are not unique to Jasmine. Many women prefer to work with sexual harassment at work policy. Cindy, 31, who works in marketing, said: “Sexual harassment comes in many guises, and power in the workplace that contorts with a policy in place, at least set clear limits .. “No matter, even if you are a younger worker. The important thing is to have a policy of safeguards that are the subject of sexual harassment. ”
However, some said they do not care if the company had a policy against sexual harassment, giving reasons such as “I know how to protect myself” is the tip of the victim to decide what constitutes sexual harassment and how to deal with the subject. “What is perceived as sexual harassment can not actually be such. For example, a pat on the back that can be interpreted as a friendly gesture by one person, but harassment by another.”
Having a policy does not mean it is actually enforced, but the lack of it does not mean that the company approves sexual harassment either. We only know the seriousness with which a company is when something sexual harassment reported.
What employers have to say?
Some employers believe that all employees are entitled to a safe work environment prompted the management to set the company code of conduct that includes a policy that covers sexual harassment. All forms of harassment, including sexual harassment are considered serious misconduct and disciplinary action including termination or dismissal.
Workplace Sexual Harassment policy was created as part of “ongoing efforts to create a pleasant working environment and safe.”
Employees are encouraged to inform their supervisors when the inappropriate behavior, including sexual harassment takes place. For the company to take all allegations of harassment seriously and investigate all allegations of misconduct.
Are you being sexually harassed?
Here’s what to do if you’re on sexual harassment at work.
1. Tell the harasser to stop their actions, making clear that the actions are unwelcome and unwanted.
2. If the harassment continues after you have made a clear request to stop, be sure to keep a written record of all incidents of harassment in detail, including words, gestures, actions, time and place, and witnesses (if any .)
3. Make a written report to the department of human resources or business management, supported by a written record of the details.
4. Request for an investigation, appropriate disciplinary action and preventive practices.
5. If the harassment involved physical contact or threatening words, abusive or insulting words or gestures to a police report.
6. If the police do not investigate, you can extract a private summons against the harasser. Consult a lawyer or legal clinic to understand the proper procedures and the consequences