Sexual Harassment Intervention

Of all of the subjects that we’ve discussed in class so far, I think the one that received the most feedback was the topic of sexual harassment/assault. We of course talked about the various forms of harassment/assault, and how public discussion of this topic raises awareness of the issue. Many consequences rise based on sexual harassment/assault; beginning with the victim on a personal basis. My personal reaction to this subject is one of familiarity due to my training in the Sexual Harassment/Assault Response & Prevention Program (SHARP). Over the years there have been numerous incidents of harassment/assault in the Military which is why the (SHARP) program was implemented. With all the means of technology people currently use, they are informed of most incidents, which occur in this world. It is noticeable

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

Like employment discrimination, sexual discrimination is something both male and female officers’ face in the workforce, internally and externally. However, it is the female officer that is the more common victim to this rather than their male counterpart. An example of internal sexual discrimination would be a male officer telling there counterpart that “women have no right being in part of an organization that strongly relies on men to get the job done.” This may also be known as a form of sexual harassment toward a co-worker which is unacceptable in any job. An example of external sexual discrimination would be when a female officer arrives to the scene of a crime and the victim refuses to cooperate with them because of the fact that they were expecting assistance from someone of more masculinity, like a male officer. Ethically, if any of these scenarios were to happen to either gender of law enforcement, the best thing to do once more is set aside all emotions for the time being.

Does the phrase “That’s what she said.” sound familiar? The phrase is from the popular hit television series The Office. The guy behind this popular quote is none other than Dunder Mifflin’s Michael Scott. This quote is not only inappropriate but it is also a form of sexual harassment and Michael Scott is the king of sexual harassment. Unfortunately sexual harassment is a problem that is occurring in the workplace. In another popular movie, Horrible Bosses, sexual harassment is one of the main points in the story. The best example of this is when Charlie Day’s boss, Jennifer Anniston, constantly makes sexual gestures and inappropriate statements at him. However, in The Office and Horrible Bosses, sexual harassment is taken to an extreme. What is unfortunate about sexual harassment is that most people do not realize that it is illegal in the workplace. However, it is possible that a few comments slip out every now and then but they should not be taken lightly. Unfortunately in these situations, there is nothing done to prevent it in the workplace, which I have decided to look into the problem of preventing sexual harassment in the workplace.

Unfortunately, there is an insufficient amount of punishment being implemented for the actions of the assailants. As a result, the higher ranking assailants are able to conceal the injustices that are committed. The severity of sexual assault against female soldiers within the U.S. military is disheartening. To combat the social injustice of sexual assault the U.S. military has implemented a crusade to prevent and discipline personnel involved with sexual assault.

This research paper consists of brief history of how female correctional officers came to be in the system and the court cases that hindered and helped their process. It also consists of the stereotypes and struggles the officers are faced with in this line of work; such as weaknesses and home life association. Sexual harassment and discrimination is a problematic topic that is unavoidable. Statistics will also be mentioned and explained throughout the paper. Being a female correctional officer is extremely difficult and is not encouraged, but it is possible.

But for the 199,000 women in U.S. prisons and jails, and the 950,000 on probation and parole, that's simply not the case.” (Clark, 2009) Now even though there women in prison are not subjected to as much violence and gang activity as men are they do face some disadvantages. With the number of female inmates increasing so is the cases of sexual misconduct against male correctional officers. It is not something that happens at every female prison but it is alarming to know how much this type of activity does indeed take place. This type of misconduct creates major problems for the prison as well as all that are involved. “Sexual misconduct includes many behaviors such as assault, abuse, harassment and contact of a sexual nature.” (Clear, Reisig & Cole,

An interesting article written by Alison Knezevich for The Baltimore Sun entitled “After Jail Scandal, Spotlight on Growing Role of Women Officers” tells of accounts and experiences some women have had working in corrections. The article specifically discusses the experiences of two women, Ashley Riley and Shantel Lyons, had as a corrections officer at the Baltimore City Detention Center supermax prison. The article discusses different aspects of the prison from the dark dingy environment, corruption, manipulation, gangs, and relationships all the way to pay and

Harassment has no boundaries when it comes to race, age, or gender. As mentioned previously, there are sometimes underlying problems when it comes to lower-status positions and high-status positions. Power can be dangerous in the hands of the wrong person and can often be said in the workplace where power can lead to sexual harassment. Debbie Dougherty, an assistant professor of communication in the College of Arts and Science at the University of Missouri-Columbia, did an assessment based on opinions and perceptions of 23 participants. The study was focused around the question “why does sexual harassment occur?” and the most common answer that came up was “power.” One thing Debbie noticed was the fact that men and women had different opinions

Advocates might face challenges unique to the prison population when planning and facilitating support groups. For example, in prison populations, the importance of confidentiality may be even more salient, given the high risk that may exist for victims who are unfortunately trapped under the same roof as their offenders. Victims of prison rape may be even more reluctant to come to a group with "sexual assault" or "victim" in the name, as being identified with such a group may make victims seem even more vulnerable to existing and potential perpetrators within the prison. Trust may be even more difficult to establish among group members, given the dangers of the environment and the need to look out for

During entrance days of women into policing in the 1800s sexual harassment at the workplace was never declared as illegal or unacceptable. In addition, many policewomen were unaware of such behavior as criminal “ […] there was hardly any sexual harassment on the job. This was largely due to the absence of a policy statement issued by the department to define sexual harassment and to acknowledge it as a problem if it existed. This was largely due to the absence of a policy statement issued by the department to define sexual harassment and to acknowledge it as a problem if it existed” (Wong, 1984, p.

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

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.

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]

In this research paper I would fully discuss what sexual harassment. I will start on the origin of sexual harassment and how it came into law. I will discuss what environment of sexual harassment looks like in the work place. The reader should be able to discover the different types of sexual harassment: Quid pro quo and Indirect. I will show you illustrated trends of sexual harassment in the work place over the years. I will discuss how sexual harassment affect both parties, meaning the employer and the employee. I will back up theses affects by laws that are set in place to protect the employee and hold the employer responsible. I will give an analysis on recent litigation involving sexual harassment in the workplace. In my conclusion I will give a recommendation on how to prevent sexual harassment in the workplace and what management can to protect their employees.