Sexual harassment is one of the most important topics to discuss as part of our society today. Too often, sexual harassment is hidden away and never openly mentioned, despite the fact that it occurs in workplaces, schools, apartments, and even in families. If sexual harassment is never discussed, it is too easy to pretend that it is not happening. Discussing sexual harassment can help someone who is being harassed feel understood and supported—not alone. Silence and embarrassment over sensitive subjects keep too many victims isolated. Breaking the silence, speaking about harassment, and above all recognizing the prevalence of sexual harassment are necessary steps towards a world free of sexual harassment.
Many people are embarrassed to mention the words “sexual harassment” out loud. Often, this is because of the stigma associated with it. As a society, we tend to disapprove of sex outside marriage and even sex before marriage. All sexual harassment that is illegal also involves sex. That means we often blame the victim of sexual harassment because we cannot help but see them as being a liar; they secretly wanted it to happen; they are a loose woman. “Sex” is a subject that silences us, subdues us, oppresses us. Despite the fact that discussion of sex may make some ears redden, it is still very raw and powerful. At an individual level, it is a struggle (and sometimes a painful struggle) to survive. At the community level, it is essential to a community’s growth and development. In order to present a comprehensive view of the matter, this work will concentrate on the consequences of sexual harassment. It is a life of one.
The institutional publication of the university I work for recently drew backlash for an account it featured in which an administrator’s unsolicited hugs towards an individual are likened to benevolent, space-invading, greeting-spreading. This is despite the account claiming to promote open discussion. Sexual harassment is any kind of behavior that offends someone or makes them feel uncomfortable, specifically when it is about their sex. This can include things like sexist jokes or comments, unwanted touching or groping, indecent exposure, sexual riddling or innuendos, requests for sex, emails or phone calls of a sexual nature, and physical conduct such as unwelcome personal contact or staring. Sexual harassment can be verbal, physical, or visual. Jess had reported the unwelcome hugs to HR, but HR protected their friend/colleague more than the people she’d hugged. An independent investigation found that the hugging and Jess reporting the intrusive behavior was unwanted harassment. The chamber refused to accept that because HR came to that conclusion despite evidence about workplace norms between some of the parties being deliberately withheld from them. The investigator cited a lack of neutrality for this decision. The investigator also said that the deliberate lack of transparency around the preliminary complaint about bad behavior also hurt their inquiry later. Sexual harassment is legally recognized as discrimination. The legal definition is the same as the sexual harassment policy of one: “harassment that is based on a person’s sex or gender, not the amount of the person’s money or sex appeal.”
Barriers to Open Discussion
The notion of openly discussing sexual harassment in the workplace might fill you with fear or trepidation. This is a common response, especially if you’re thinking about raising the topic with your colleagues or manager. For many, it’s about not being taken seriously or, even worse, being labeled a troublemaker, spoilsport, or prude. There are many myths associated with sexual harassment, and ignorant and judgmental people who give such labels have chosen to ignore the reality of the topic. Equally, although less sensibly, many people feel that by discussing sexual harassment, it will be seen as encouragement.
It’s the elephant in the office, as people say, and it’s a case of a silent truth. If no one talks about it, then it will go away, maybe even some organizations think, with hope. However, this could not be further from the truth. The underbelly of sexual harassment is rife, and ignorance and apathy do not stem the problem. In most cases, people feel uncomfortable that a situation might snowball into a bigger issue, especially if the perpetrator is a boss or long-term colleague. There might be an assumption that the victim has done something to invite harassment, or the victim might think that it’s just not worth the hassle. Of course, if the victim doesn’t feel personally harassed, they’ll generally bite their tongue and ignore it. After all, staying safe and staying employed takes precedence.
A major roadblock to change is that victims of sexual misconduct often feel ashamed and fearful, keeping the events a secret. In many societies, stigma surrounds people affected by such experiences. Strong societal norms and beliefs about harassment and sexual misbehavior keep victims in a marginalized position, leading to negative consequences such as making it harder for them to establish their credibility, foster a stronger sense of self and other relationships, and increased inequality. Feelings of shame and stigma are exacerbated by the stigma-inducing practices of employers, family, colleagues, and friends. Indeed, women who have faced workplace harassment are often labeled as ‘difficult to manage or promote.’ As long as there are negative consequences for those seeking support after they have been harassed, equal work relations, formal rules, and anti-discrimination policies may result in the abuse being concealed—and thereby allowed, at least to some degree.
Keeping quiet also helps perpetrators. By not publicly naming people who harassed them, victims are implicitly contributing to the concealment of the problems. Openness might lead to specific public shaming. If the revelation leads to a dismissive attitude toward others, the victim may be stigmatized even more. The stigma and shame surrounding those affected prevent open discussion and leave bearing the negative consequences of sexual harassment to the persons who have been violated. For people who are in positions of both privilege and power, the fact that both institutions and authorities remain silent forces these unquestioned power relations to repeat their abuse of power. In this spiral of silence, feelings of powerlessness increase, leading to seemingly acceptable behaviors becoming the norm, making the problem worse, since people are ready to tolerate more and more from power figures. Only addressing an organization and engaging with collective thinking can stop this, for which speaking out is really necessary.
It’s natural that someone would fear retaliation for speaking against their superiors. It happens all the time. A boss wants something one way, the employee speaks up, and it’s decided that what the employee said goes against the company’s values; the employee must be replaced. It’s easier to fire them for a reason that isn’t the real reason. It lets them have fun in giving someone else a hard time. They know it’s nearly impossible for the person fired to do anything to fight them. They can’t sue because they were probably fired for something silly, dumb, or lame, which is a legitimate reason. The person fired has no leg to stand on. I’ve known people who were unfairly fired, and it takes them months, sometimes years, to find a new job or they give up on the career path altogether. I know that threatening to fire someone is a huge issue that will take effort on the part of those who are not the threatening party, but it’s a fear that won’t just quickly disappear.
I said in a previous statement that sexual harassment was minimally under control. I was wrong. Based on the allegations that have been brought up in recent months, my statement shows my ignorance in the matter. I am sorry. This is inexcusable behavior and should be treated as a felony in the workplace. It’s equally important to me that those facing the issues feel comfortable enough to speak out. I understand that it’s hard to; that’s why we need to work to solve these problems. I’m aware I will receive negative comments toward my opinion, though it’s an opinion many people share openly. However, critical or not, my opinion belongs to me. In light of this sensitive subject, everything we say and do should be followed with, “If I am wrong, it is time to listen.” We need not fear what we hear, and we need to keep an open mind, listen to others, show empathy towards the victims, and work towards resolution.
Benefits of Open Communication
When companies are transparent and open with their employees about what exactly constitutes sexual harassment or discrimination and how to report any incidents they may experience, they can prevent lawsuits and other types of litigation, which can be extremely costly for a business. Plus, open and honest discussions can serve to highlight this type of inappropriate behavior, thus making people who have been engaging in it think about the hurt that they have caused, making them stop and potentially leaving their victim alone in the future. When you have open communication at work, it sets a standard of respect and an example for others to follow.
Open communication can actually help create a better work environment for all employees. Increased job satisfaction is another benefit that comes as a result of open communication. When employees are free to express themselves and their opinions and ideas without the fear of judgment or ridicule, it encourages better retention of workers in the long run. Also, open communication fosters trust among employees, who feel as though they can share their concerns, even if it’s about the way in which something has been managed. This in turn can turn disagreement among employees into a general consensus as to a better way to accomplish something, making the work process smoother and more streamlined. Moreover, encouraging open communication goes a long way towards enhancing problem-solving capability within the office. Opportunities are provided to seek constructive assistance and uncover solutions to work-related problems.
The importance of openly discussing sexual harassment in the workplace cannot be overstated. In addition to bringing necessary shame and culpability upon the perpetrator, openly discussing this matter is of paramount importance in order to end impunity and complicity. Unwanted sexual advances are felt by victims as threats to their dignity, privacy, interests, and safety, thus making the incident a gendered violation and a direct infringement upon the victim’s right to protection from all forms of unwarranted violence. By openly debating, without stigmatizing or prejudging, the type of freedom and responsibilities required from all types of workers to create a harassment-free work environment, the collective consciousness will evolve, victims will feel enabled to fight, managers will be under scrutiny, and stigmatization of the victims will be avoided. The empowerment of victims is the cornerstone of ending impunity.
We should not leave out the consequences of a woman’s reaction to sexual advances she finds offensive. Harassment victims are not duty-bound to denounce harassers. On the contrary, they should not be put under pressure for having denounced harassment. This is their legal, legitimate right, and they should be supported in their action, because the negative consequences of sexual harassment in the workplace go well beyond the individual victim’s trauma.
Showing support and belief in victims is a crucial step to fighting back against unwanted behavior in the working conditions, especially if victims demonstrate a risk by telling, and many decide not to. At workplaces, employees discuss amongst themselves, usually in whispers, about who or what not to do. To avoid the harasser, they should take the harasser in a group, establish tight borders, and go straight to the exit. The secrecy is maintained by all sides – both the victim and the harasser. Openness should be a common shield strategy at the front level of this offensive war against sexual harassment behavior. Discussing wording, highlighting, and defining certain behaviors may motivate the victim, as well as others, to break such silence.
Discussing sexual harassment as allies and potential witnesses could even demonstrate that other possibilities surround the victim and that the harasser’s power is not endless. Exchanging experiences and discussing possibilities in advance offers an opportunity to improve a situation in the most difficult circumstances. A sense of understanding breeds in the formerly defenseless confidence that is capable of seeing through the whole incident before it has gone above and beyond. Awareness of what’s happening around sexual harassment qualitatively changes the possible expansion of the situation.
Strategies for Fostering Open Dialogue
In light of the information regarding silence and why it may be the result of stereotypes, discrimination, institutional norms, practices, and fear of reprisals, it is necessary to set the stage for open discussion. Many of these are general tools for provocative discussions, including ones that make students consider others’ perspectives and point out contradictions. The discussion itself offers students an opportunity to wrestle with opposing values in an open forum. As an added bonus, the open discussion will bolster communication skills. More explicitly, foster open discussion by: encouraging students who disagree to consider each other’s perspectives, encouraging rather than avoiding controversial issues, not suppressing uncomfortable issues, and being sensitive yet frank. In every case, keep the focus on the general and the everyday, rather than the student and specific.
Other strategies include setting clear, realistic goals and letting students know, for certain, that there are multiple value points in sexuality. Much silence is the result of compliance with stereotypes. Therefore, if students understand the source of stereotypes, they can see firsthand how stereotypes are indeed incorrect or incomplete, and perhaps they will comply less. A great deal of fear can be addressed by direct discussions on the nature of sexual harassment and how to effectively address someone who has crossed the line. Understanding is the antidote to fear. Providing students with well-researched information will improve their ability to have open, informative discussions. In addition to providing students with general profiles, being aware of what happens in other countries and disciplines will improve students’ practical and political skills. Finally, it might work to close the gender gap. When research and academics produce more than 50% of research direction, there is no excuse for women to know less than men.
The workplace should not be the first arena to discuss sexual harassment. However, at this stage in our social structure, it is the best venue for many women. This is where educated people are talking about the issues; this is the seat of power. Companies and other institutions have a responsibility to teach employees to recognize the symptoms of sexual harassment and to provide the information and the structure required to change our work environment to one of mutual respect. Such education is essential because the very nature of sexual harassment is that it is not always an obvious, overt behavior that is the problem. Often it is the behaviors we consider subtle or minor which occur, with regularity, over time, and in the workplace, that combine to create a situation that can be recognized for what it is – sexual harassment. Understanding that it is about power, that it is about control, that it is about victimization, that it is not merely about overly amorous attention, can help moderate the personal defenses so many of us ultimately feel when forced to recognize it in ourselves or people we know.
Education and training programs, whether in or outside the workplace, must give ample consideration to the consequences of allegations of sexual harassment. These programs must address the sensational, albeit rare, story that must be told to deter overtly harassing conduct; the more pervasive subtle stories that must be changed through heightened awareness and newly enacted structures; and the unintended consequences that can arise from just those heightened awareness and newly enacted structures. These concerns must be addressed in those education and training programs aimed at both preventing and those intended to remedy the situation. At a minimum, sensitivity to the feelings and fears of the individuals involved must be acknowledged. Where it is clear the focus of the activities is the prevention of sexual harassment, the concerns of the accused should be presented as secondary to the need to change the conduct of those individuals with harassing behaviors. These prevention programs will not, however, satisfy the anticipated defense that the training programs went too far and were thus not designed to achieve changes in conduct, but changes in an institution’s policy with regard to sexual harassment.
Our organization system should be a place where everyone feels safe. It is crucial to create safe spaces where students can express themselves and their experiences without being traumatized. By fostering an understanding and acceptance of the abundant diversity in our society, students can learn to respect one another in daily interactions. Furthermore, by creating an inclusive school environment, students will gain a better understanding of human rights without an underlying fear of judgment. However, being inclusive is not enough.
We must also make sure that the school system is acting against negative condescending behaviors, which are violations of children’s rights. In the classroom, we hope to act side by side with students to form a new generation of citizens, conscious of their rights as well as their duties, and its active promotion. With this kind of sensitivity, we may believe that the struggle for democracy and peace is strengthened. Our school should therefore be a mirror of our society in commitment and incisive work for the building of tolerance, combating discrimination, prejudices, inequalities, and ensuring the basic rights and the exercise of citizenship for all without exception. Only by defending and strengthening fundamental rights can we become a more democratic and plural society.
We all need to work cohesively to shift this landscape. Collectively, leaders, individuals, and organizations need to foster honest, open dialogues, underscore the values and culture that are necessary for change, and invest in today’s workforce to further build a better tomorrow. We need to evaluate to ensure that the power we hold is affecting the right kind of transformation in a positive, more inclusive way.
Clearly, sexual misconduct must never be acceptable. Both women and men thrive when they work together in an environment that is respectful, inclusive, and transparent. Today we have more opportunity, power, and ability to create an enduring impact than previous generations. It is incumbent upon us to continue to make the progress that will allow the next generations to build upon it. Sexual harassment is a complex, systemic societal issue that needs focused attention, meaningful dialogue, and continued enforcement by both women and men. We need to openly discuss the occurrences and eliminate the hesitancy to address sexual harassment that not only discourages speaking out but also creates a deterrent to candid resolution. Recognizing the systemic issues enables cognizance and a framework for individuals and organizations to take responsibility, challenge the status quo, and pursue solutions and actions that will create environments that are positive and safe, supporting zero tolerance for any sexual misconduct, regardless of the cost.
