Sexual Harassment By Midshipmen

The Army SHARP program stands for Sexual Harassment/Assault Response Prevention. The SHARP program is a program that is created to minimize sexual assault incidences that impact Army members and their families. It is also to ensure that when an incident occurs that the victims and the accused are treated within Army policy. SHARP is a program that is there to encourage people to report incidences without fear of being judged or reprimanded. SHARP is to also ensure that leaders understand their roles and responsibilities to their soldiers pertaining to the SHARP program. There are many different ways that the SHARP program is included into the Army training. Soldiers are trained when they first join about SHARP and continue to be trained throughout

Women have been sexually harassed and assaulted in the work force for years, and for many years, the US Army has been dealing with this enormous and overwhelming issue, through the help of their agency known as the Equal Opportunity Program (EOP). In the US Army regulation 600-20, Army Chief of Staff, General Raymond T Odierno, States the purpose, “This regulation prescribes the policies and responsibilities of command, which include the Well-being of the force, military discipline, and conduct, the Army Equal Opportunity (EO) Program, and the Army Sexual Assault Victim Program.“ For a long time, the Army’s EOP Equal Opportunity

The Department of Defense Annual Report for Sexual Assault reveals the scope of the problem of sexual assault and harassment in the military. In the Pentagon’s 2012 report, the Marine Corps’ numbers gashed the soul of a service that prides itself on its core values of Honor, Courage, and Commitment. The report revealed that 10% of female Marines were the victim of unwanted sexual contact, documenting 333 unrestricted reports and an additional 102 restricted reports of

Donnelly had told the WND [WorldNetDaily] that the statistics show a more than 20 percent increase in reports of secual assaults on males. She had researchers specifically announced plans to track numbers to monitor the increase, since “this category of homosecual conduct no longer is illegal.” New issues of open homosecuality is failing, she said “What they need to do is get rid of gender-integrated basic training...That conclusion was drawn that it did increase and still is increasing disciplinary issues.” Donnelly tried to solve by terms of professional sexual assaulting responding to counselors, untold hours of mandatory training, preemptive punishments, bureaucracy, conferences, meetings and feel-good gimmicks have produces. Hikes of 22 percent since 2007 in secual assaults in all branches, douvling since 2006 of the number of violent attacks and rapes in the Army. She had explained the problems that had been developing for some time. Donnelly cited the 1997 recommendation from the Kassebaum-Baker Commission for the Army to end the gender integrated basic training. But all she did was

To begin with, Sergeant Fernando uses emotionally-laden words, which is a good way to generate emotional appeal (Lucas 344). Sergeant Fernando relentlessly uses language like “awful”, “horrid”, and “horrible” to describe sexual harassment. This forces the audience to understand how grave and revolting sexual harassment can be. This also makes the audience more attentive and receptive, because they know how serious of a subject sexual harassment is. Sergeant Fernando’s most effective appeal to emotion is when develops a vivid example of how a loved female friend of his was abused and the emotional turmoil and impact it had on her. This allowed the audience to see first hand how traumatic sexual harassment can be to the victim and I believe

Sexual assault is an ongoing problem in the U.S military. But there is a large number of soldiers who will admit that during their time in the service they have been sexually assaulted but did not report. Any unwanted sexual contact should be reported; these soldiers should receive justice without being afraid of what might happen to them and their career. Not reporting sexual assaults is putting others in danger of being a victim, and is encouraging these assailants that their actions is acceptable and it’s not.

The way we interact with each other in our Army culture impacts the way we perceive behavior in relation to sexual assault and harassment. For instance, a culture that allows discriminating jokes or demeaning behavior helps to perpetuate an environment in which sexual assaults and harassment occur. Also, a Command that fails to punish or can be perceived to fail to punish perpetrators of sexual assault can further perpetuate a harmful environment and degrade unit morale and mission readiness. When you walk away from a deficiency, you have created a new standard.

Sexual assault has been a huge issue for many years on college campuses and universities nation wide. As society has evolved, thoughts on sexual assault have also evolved, becoming more focused on the details of victim treatment than ever before. The topic of sexual assault is debatable and sparks many opinions on weather sexual assault on college campuses is becoming more frequent, or if there is just heightened awareness. Sexual assault can happen to anybody no matter the gender, race, religion, or age. Recently there have been many studies conducted on sexual violence on college campuses and universities producing ample amounts of statistics. One may argue that sexual assault rates are the same, but there are simply more studies and attention on sexual assault in the past 20 years. Gender roles have played a huge part in sexual assault on college campuses. Women and men have different expectations when it comes to roles in the relationship, men are often expected to make the first move. One may ask what causes a perpetrator to sexually harass somebody and think it is acceptable. There are various reasons as to why perpetrators do what they do, and may vary from person to person. Although sexual violence is a large problem for many colleges and universities, there is a surprising shortage of federal laws/rules and regulations regarding sexual assault. Colleges are able to develop their own personal policies and procedures for how they will prevent and deal with sexual

Sexual harassment is discrimination that involves any uninvited comments, exploits, or behavior regarding sex, gender, or sexual orientation. If any type of violation is made by a co-worker, a boss, a work acquaintance, or even a non-employee such as a client, vendor, or contractor, this will be considered unlawful sexual harassment within the work environment. Sexual harassment can create a hostile and uneasy work environment. Sexual harassment includes inappropriate verbal advances, unwelcomed physical behavior that creates an aggressive, hostile, intimidating or malicious work environment for employees. Sexual harassment includes sending suggestive e-mails, notes, and

In the past, military news typically evolved tragic training incidents or deaths during overseas combat. However, over the last several years many incidents involving military personnel and sexual assault have made headlines across the United States. Military women and men have brought to light the lack of justice for victims of sexual assault, and the prevalence of such attacks. Questions arise as to why victims do not report incidents or seek assistance when they are physically or sexually assaulted. Many reasons are due to how the system of reporting is established within the military, retaliation and further re-victimization within the chain of command. Modifications to the current system have begun within the Department of Defense and

In this case, the trainees are expected to learn about sexual harassment – how to identify it, report it, avoid participating in it, and their protection against it. Once the training is complete, the learning objectives can be evaluated in a variety of ways, such as pre-and post-tests on the specific training materials.

It's useless to acknowledge a problem and not offer any sort of improvement or suggestions. College and Universities should be responsible for providing sexual assault prevention as well as awareness especially to freshman and sophomores since most sexual assaults happen in the first two years of college. It is important that sexual assault prevention strategies be set up in a matter where incoming students are educated as soon as enrollment is completed. Programs should focus on both prevention for women who have not experienced any sexual assault and also provide prevention to those have experienced it before. Providing accurate information on legal definitions of sexual assault, the extent of sexual assault among college women, and risk

As seen in the case study, a court decision may be one way for any company to legally define what constitutes sexual harassment in the workplace, but there are many ways to define sexual harassment. Everyone has different views and tolerance levels towards sexual harassment. When a case of sexual harassment occurs in a workplace, however, it comes down to how the courts define sexual harassment. The Supreme Court defines sexual harassment to be unlawful in two ways. “The first type involves sexual harassment that results in a tangible employment action;” this is referred to as quid pro quo. For example, if an employee complies with the harasser’s request, then she will get a raise. This unlawful act is usually presented in the workplace by a person who has an upper hand, such as a manager, to ensure that s/he will get what s/he wants. Employees are often victimized by fear that they will not get promoted or that they will get fired. They also dread that if a complaint is filed, it will not be handled correctly. “This instance of sexual harassment always involves another violation of employee rights; [sic] wrongful termination.” This would occur, for instance, when “a supervisor . . . tells a subordinate that . . . she must be sexually cooperative with [him] or . . . she will be fired, and who then indeed does fire the subordinate for not submitting” (“U.S. Supreme Court Defines”). [schwinlaw.com]

His description of aesthetic appreciation includes nonaggressive comments related to appreciation of physical features. Although the meaning may be innocently concealed in such nonaggressive comments, it is still nonetheless sexual harassment. He cites an example of this type of appreciation of physical features as, "Gee…sigh…you're looking better every day!" He argues that no matter how harmless the comments may seem they are still a put-down to the female gender and that a manager to make such comments could be construed as favoritism because of the person's physical features.

Sexual harassment is an ongoing problem in our society and has been swept under the rug in most sexual harassment cases in the workplace. The problem with sexual harassment, especially in the workplace, is the fact that victims usually cannot escape the situation from happening more than once. The victim is often in a position with their company that the victim cannot let authorities know of the harassment because of financial obligation to their family and themselves through the company. Sexual harassment is an issue that, is not only a major issue but an issue that needs to be stopped. Sexual harassment in the workplace needs to be prevented from happening and we as a society need to raise awareness for this issue.