Harassment Essay, Research Paper

Sexual Harassment

Many companies have instituted formalized sexual harassment

policies. Israel Discount Bank, PepsiCo., Mitsui & Co., and Time

Warner were questioned regarding their sexual harassment policy.

The opening statement of a policy establishes the tone for the

rest of the policy, clarifying a company’s position on the issue.

Three of the above-mentioned companies opened their statements of

policy forcefully and definitively, stating that all employees have

the right to work in an environment free of sexual harassment. The

fourth company, Mitsui & Co., was less explicit, stating that all

employees have the right to equal employment opportunities. It

later proceeded to state that unlawful employee harassment is

prohibited.

Within their policies, each of the companies gives their

definition of sexual harassment. Israel Discount Bank and

PepsiCo.’s definitions were similar, listing repeated sexual

flirtation, unwelcome advances, propositions, verbal abuse of a

sexual nature, suggestive objects, offensive comments, jokes, or

innuendoes as harassment. Time Warner and Mitsui & Co. simply

enumerate unwelcome sexual advances, requests for sexual favors,

and verbal or physical contact of a sexual nature under sexual

harassment.

Each company stresses forbids the threat of job loss due to

rejected sexual overtures. They prohibit supervisory staff from

threatening or insinuating, either explicitly or implicitly, that

any employee’s submission to or rejection of sexual advances will,

in any way, influence any personnel decisions regarding employees:

employment, evaluation, wages, advancement, assigned duties, or

compensation.

Sexual harassment can only be dealt with if the victim comes

forth. The willingness of an employee to be forthcoming is

dependent upon the articulated position of a company regarding

sexual harassment. PepsiCo.’s zealous opposition to such

harassment is clear in their written policy which states, “All

employees are STRONGLY URGED and ENCOURAGED to bring such

harassment to the attention of their supervisors…”. The other

three companies were not as strong, in that their written policy

suggests that all employees SHOULD report harassment to their

supervisors.

Other than Mitsui & Co., each company clarified steps to be

taken upon the reporting of sexual harassment. Israel Discount

Bank oddly claimed that there would be no retaliation against

employees reporting sexual harassment, promising a response to the

complaint within thirty days. PepsiCo. and Time Warner assured

that reported cases would be responded to in strict confidentiality

and with a prompt investigation.

Preventative measures such as ongoing educational programs and

group sensitivity sessions can limit the occurrence of sexual

harassment on the job. An effective deterrent to this kind of

behavior is clearly delineated protocol and the consequences for

breaking job-place rules. Israel Discount Bank and Time Warner are

vague in that they state that appropriate corrective actions will

be taken. PepsiCo. and Mitsui & Co. threaten prompt disciplinary

action and possible termination.

The above survey suggests that individual companies have

differing policies and procedures responding to sexual harassment,

from forceful to inexplicit. Yet, each of the surveyed companies

clearly recognizes the problem and has taken steps to curtail the

occurrence of such incidents. There are, however, companies who

either wish to ignore the problem or do not feel it important

enough for them to address. Their responses follow.

Sexual Harassment

Many companies have instituted formalized sexual harassment

policies. Israel Discount Bank, PepsiCo., Mitsui & Co., and Time

Warner were questioned regarding their sexual harassment policy.

The opening statement of a policy establishes the tone for the

rest of the policy, clarifying a company’s position on the issue.

Three of the above-mentioned companies opened their statements of

policy forcefully and definitively, stating that all employees have

the right to work in an environment free of sexual harassment. The

fourth company, Mitsui & Co., was less explicit, stating that all

employees have the right to equal employment opportunities. It

later proceeded to state that unlawful employee harassment is

prohibited.

Within their policies, each of the companies gives their

definition of sexual harassment. Israel Discount Bank and

PepsiCo.’s definitions were similar, listing repeated sexual

flirtation, unwelcome advances, propositions, verbal abuse of a

sexual nature, suggestive objects, offensive comments, jokes, or

innuendoes as harassment. Time Warner and Mitsui & Co. simply

enumerate unwelcome sexual advances, requests for sexual favors,

and verbal or physical contact of a sexual nature under sexual

harassment.

Each company stresses forbids the threat of job loss due to

rejected sexual overtures. They prohibit supervisory staff from

threatening or insinuating, either explicitly or implicitly, that

any employee’s submission to or rejection of sexual advances will,

in any way, influence any personnel decisions regarding employees:

employment, evaluation, wages, advancement, assigned duties, or

compensation.

Sexual harassment can only be dealt with if the victim comes

forth. The willingness of an employee to be forthcoming is

dependent upon the articulated position of a company regarding

sexual harassment. PepsiCo.’s zealous opposition to such

harassment is clear in their written policy which states, “All

employees are STRONGLY URGED and ENCOURAGED to bring such

harassment to the attention of their supervisors…”. The other

three companies were not as strong, in that their written policy

suggests that all employees SHOULD report harassment to their

supervisors.

Other than Mitsui & Co., each company clarified steps to be

taken upon the reporting of sexual harassment. Israel Discount

Bank oddly claimed that there would be no retaliation against

employees reporting sexual harassment, promising a response to the

complaint within thirty days. PepsiCo. and Time Warner assured

that reported cases would be responded to in strict confidentiality

and with a prompt investigation.

Preventative measures such as ongoing educational programs and

group sensitivity sessions can limit the occurrence of sexual

harassment on the job. An effective deterrent to this kind of

behavior is clearly delineated protocol and the consequences for

breaking job-place rules. Israel Discount Bank and Time Warner are

vague in that they state that appropriate corrective actions will

be taken. PepsiCo. and Mitsui & Co. threaten prompt disciplinary

action and possible termination.

The above survey suggests that individual companies have

differing policies and procedures responding to sexual harassment,

from forceful to inexplicit. Yet, each of the surveyed companies

clearly recognizes the problem and has taken steps to curtail the

occurrence of such incidents. There are, however, companies who

either wish to ignore the problem or do not feel it important

enough for them to address. Their responses follow.