In the 6th grade, most of the Jewish students at Kenter Canyon Elementary were forced to participate in a time honored tradition called Cotillion. It was held at University Synagogue on Sunset Blvd in Brentwood. Joining us were other unfortunates from nearby grammar schools whose parents (mothers) felt it this, shall we say “tradition,” was one of the important steps needed in to assure that we would become loyal Americans and efficacious adults. The other ‘musts’ were Bar Mitzvahs (Bot Mitzvahs were voluntary for girls), college degrees, standing under a chuppah, and providing grandchildren. Preferably in that order. Very few of us were members of the congregation, but the synagogue wasn’t too proud to accept our money. Like …show more content…
Many also brought the reek of Patchouli oil, incense, marijuana and strummed acoustic guitars making an effort to sound as ‘deep’ as Bob Dylan, Joan Baez, Laura Nero, Woody Guthrie and others. Why did such a metamorphosis occur in such a short period of time? For one thing, many a spoiled brat, especially those whose family had managed to acquire a draft deferment, primarily related to their student status. It wasn’t much of a sacrifice because they had always been college bound. Once out of their element (posh neighborhoods), they were suddenly face to face with people from other backgrounds. Not just socio-economic backgrounds but, up close and personal with progeny of the people they’d never encountered in anything other than a subservient role. Rapport began within shared classroom space, then moved to dorm room space, and as friendships developed, many transitioned into ‘bed space,’ all in a remarkably small amount of time. I surmised those whose roots only went back as far as their classy zip codes experienced a sense of shock to discover that the “other” within their age group shared similar feelings about parents, school, love and concern for the …show more content…
Sexual harassment. Those of us who desired the same type of jobs men always filled were caught in this demoralizing quandary. Once tearing up our membership cards to the “Love Generation,” we expected our decorum, practices, and sometimes reckless behavior to recede in memories, along with our college persona (s). But new bosses, still 97% heterosexual male assumed, generally by virtue of our age would willing trade sex for a little bump up the corporate ladder. I recall once I was promoted to “Account Manager,” the task of entertaining big clients was just part of the job. Males in with the same job title had expense accounts to cover “business” lunches/dinners, just like I did/ But the biggest difference was they were allotted funds for “Girly Bars,” and prostitutes under the heading of “entertainment.” I was not. When I asked if I could take clients to a play or event as a means of entertainment, I thought my boss was going to laugh himself into a stroke! Hey! YOU wanted the job, so YOU can entertain them! Somehow this was just not the future, I dreamed
1. The sexual harassment issue experienced by Julie from her co-worker, as well as the “ogling” she faced
Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).
In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in
The first lawsuit claiming discrimination because of refusal of sexual advances by a coworker was filed in 1974. Although the term was never specifically used in the case, “Barnes v. Train (1974) is commonly viewed as the first sexual harassment case in America” (Fenelius, 2010). Paulette Barnes was hired as an administrative assistant in the Equal Employment Opportunities Division of the Environmental Protection Agency at grade GS-5 with a promise of “a promotion to grade GS-7 within ninety days” (“BARNES v. COSTLE”).
Harassment, specifically sexual harassment, is one of those challenges faced by businesses and employers as of a result of workplace diversification. Inappropriate conversations, unwanted advances and uncomfortable physical contact are some of the ways sexual harassment can occur. According to Hellriegel and Slocum, “Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.” (p.52). To be clear, sexual harassment can, and has, affected both women and men over the years however up to half of all working women have reported experiencing some form of sexual harassment in the career (Vijayasiri, 2008, p.1). It wasn’t until 1986 though that the Supreme Court recognized sexual harassment as a violation of Title VII in the case of Meritor Savings Bank v. Vinson (O’Brien, 1994, p. 1). Before the high court’s ruling, however, the Equal Employment Opportunity Commission had begun to address the issue by drafting hostile work environment guidelines that included sexual harassment (O’Brien, 1994, p. 4). These guidelines would serve later to guide the high court’s decision. There are many more cases like this one we could look at. In 1991, sexual harassment became a household term as Anita Hill testified before congress stating she was sexually
The social policy I chose to write about is “Title VII of the Civil Rights Act of 1964” sexual harassment in the workplace. According to equal employment opportunity commission (EEOC), Title VII applies to the company has 15 or more employees including state and local governments. In addition, it also applies to federal government employment agencies and labor organization. Under the law Title VII stated that sexual harassment is unwanted Sexual advances, solicitations for sexual favors, including verbal or physical behavior thought others. “Sexual harassment when this conduct explicitly or implicitly affects an individual's employment unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment” (Facts About Sexual Harassment - EEOC Home Page, 1964). Sexual discrimination or sexual favoritism in the workplace which affects or eliminate other potential candidates its "form of implicit "quid pro quo" harassment and/or "hostile work environment" harassment" (Policy Guidance on Employer Liability under Title VII for ..., 1990). In this essay, I will explain the capabilities and vulnerabilities of the framework as well as analyze the women’s empowerment framework. At the end of my paper, you will have a good understanding how Sex discrimination and work situations environment.
When most people think of their childhood they remember fond memories of traditions they had with friends and family, such as Christmas Eve or something as simple as a family game night. Many of these traditions are carried down through generations and have a significant role in communities and teaching youth important values. These traditions shape our culture and allow us to generalize a country or area by simply listing off common traditions. However, it seems as though the values these traditions teach, both religious and social, seem to be evolving to fit an ever changing and more connected modern world. The question that remains, however, is if these values are evolving fast enough for a more forward thinking generation. Many would say
Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear
America has had a historically dominant patriarchal system with a particular type of man in charge: the white, heterosexual, male, who until the 60s-70s had yet to be challenged in his birthright claim to authority and status. These men believed they were superior to anyone who didn’t have the same characteristics as they did. Because of these societal norms, men believed that they were above their female colleagues and women often
Male employees would assume that a woman had got a job by sleeping with the boss, and also she is there to do womanly type jobs, such as, making coffee, or answering phones. This stereotype of women in the work force is diminishing as time passes, but still exists today. Sexual harassment is a serious crime and women are more likely to stand up for themselves in today’s society.
Thesis statement: Sexual harassment is an ongoing issue. From everyday workplaces to daily encounters, sexual assault is still a concern in our daily life and has yet to be generally recognized.
In our society sexual harassment has been in the workplace for years. The use of sexual harassment in the workplace has been remembered best as a weapon used to keep women in their place which would cause them to forfeit promotions within their organizations. It was once believed that women were the only victims but the shift is now changing men are also reporting that they are also victims of sexual harassment on the job. In 1964 the Civil Rights Act was passed and employers began to recognize that they were liable for two types of sexual harassment. The first kind of harassment is Quid pro quo when a supervisor offers the employee sexual advances in order to get or keep a job, and also this harassment is used to determined if an
Organizations have an obligation to create a harassment free environment for its employees. Harassment doesn’t have to be of a sexual nature. An organization is liable if the harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim being fired, demoted, or transferred. Harassing a person based on their sex is illegal. Sexual harassment has a great impact on an employee’s productivity as well as poses a major impact on an organization’s finances in litigation.
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
Unlike the majority of men, women are often over sexualized by their male coworkers and end up being treated in ways that are degrading and disrespectful. The sad truth is that if these women were in fact male they would have to put up with next no harassment, proving the unequal treatment of women in their places of work. Sexual harassment in work place first gained national attention in 19191 when President Bush nominated Clarence Thomas to US Supreme court. Thomas’s former assistant testified that he had sexually harassed her by making a series or sexually inappropriate comments, overtures and solicitations while acting as her supervisor. (Issues and Controversies) This is not the only sighted case of sexual harassment in the work place. It is reported that 81 percent of women are verbally harassed and 44 percent have encountered unwanted toughing and sexual advances (__) This form of harassment is degrading to women, putting them in a place that men perceive to be below them and shows the inequality that is present in the life of an everyday working