According to recent statistics, unfortunately, the working environment continues to be the place where a woman could find herself having to deal with directed sexual harassment and quid-pro-quo harassment. But what is meant by sexual harassment? ‘Sexual harassment’ is any form of unwelcome sexual behaviour that is OFFENSIVE, HUMILIATING or INTIMIDATING. What is important is how the conduct in question was perceived and experienced by the recipient rather than the intention behind it. Sexual harassment is not only related to actions, but it can also manifest itself with words and gestures. In other words, sexual harassment does not necessarily require physical aggression. It’s essential to remember that sexual harassment in the workplace is EXPRESSLY PROHIBITED BY THE LAW, which is why your employer is legally obliged to protect you from this kind of discomforts. This is an issue of the first priority, especially for businesses, since abusers do not only harm their own victims, but they also adversely affect the firm, coworkers and productivity. If aggressions are revealed when it’s too late, the reputational and mediatic damage to the firm will be devastating. But what should an employer do in order to deal with such a pressing challenge? Here are a few tips that may be the answer:
It’s important to prevent and to inform, through instruments involving ALL THE PARTIES concerned (employer, worker, coworkers, trade unions, trade associations…), in order to bring out and handle the phenomenon.
To create a SOLID ALLIANCE between employers and workers, in order to instil confidence in the victims of harassment and prevent the phenomenon.
To establish a sort of “ETHICS PACT” involving everyone and providing training courses on sexual harassment within companies and victim support. These knowledge paths should be handled by experienced professionals.
To create a LEADING FIGURE within the company, who you can turn to in case of sexual harassment.
Author: Anna Zavan
Feminism at the Workplace 