UNCC300: Analyzing Challenges of Sexual Harassment in Workplaces

This essay addresses the pervasive issue of sexual harassment in workplaces, highlighting its detrimental effects on employees' mental health and overall well-being. It emphasizes the importance of organizational policies and training programs to prevent and address such incidents. The paper suggests that companies should clearly define sexual harassment in their employee handbooks, communicate a zero-tolerance policy, and establish transparent reporting procedures. Furthermore, it recommends regular monitoring, counseling services for victims, and specialized training for managers to identify and handle harassment complaints effectively. The essay concludes by advocating for a proactive approach to creating safer and more respectful work environments, particularly in developing countries where reporting rates are low. Desklib provides access to similar essays and study resources for students.

Running head: SEXUAL HARASSMENT IN WORKPLACES
SEXUAL HARASSMENT IN WORKPLACES
Name of the Student
Name of the University
Author Note

1SEXUAL HARASSMENT IN WORKPLACES
The places of work of a human being is one of the places wherein the individual spends a
majority of their time. The most common type of harassment that is faced by the employees of
the organization is the harassment that face in terms of the sexual discrimination within the
workplace (Williams, 2018). This is generally faced by the female employees of the organization
as is reported in the majority of the cases. The major common good that is affected through the
non-resolution of the sexual harassment issues is the increase in the mental issues that are faced
by the victimized organizational workforce. The following paper attempts a discussion on the
issues that are faced by the members of the workforce of an organization in terms of the sexual
harassment.
The multitudes of the business organizations that have been functional all over the world
have been facing the issues of the sexual harassment within their organization at some point of
time. The female staff of the organizations have majorly been reporting the occurrences of such
deeds at the several types of the workplaces. The data from the various countries reveal the fact
that the majority of the cases that have been taking place go unnoticed or unreported especially
in the developing countries (McLaughlin, Uggen & Blackstone, 2017). The majority of the cases
of the sexual harassment at the workplaces have been observed to be taking place in the
developing countries like India. The sexual harassment of an employee at the workplace has
many derogatory effects on the mental health of the concerned organizational employees. Doty et
al. (2017) state that the employee might suffer from the low amount of the self-esteem as well as
depict the symptoms of trauma if they are made to undergo the sexual harassment for a longer
duration of time. The common good that can be achieved through the resolution of the issues
refer to the development of a healthy workplace atmosphere as well as the increase in the mental
stability and peace of the person concerned. This in turn would help in the increase in the

2SEXUAL HARASSMENT IN WORKPLACES
efficiency of the employees who have been serving the multitude of business organizations that
are active all over the world.
The sexual harassment is one of the major problems that are faced by the employees of
the organization as well as the managerial body of the organization. The sexual harassment that
is faced by the employees of the organization is known to have been developing high levels of
depression and mental health issues among the people who have been facing the issue. The
people who have been facing the sexual harassment at their workplaces are known to have been
facing issues regarding their physical health conditions as well. the increase in the stress that has
resulted from facing harassment has often been observed to lead to the loss of appetite of an
individual (van Lieshout et al., 2016). This in turn might lead to the serious health issues in case
of the person.
The concerned department of the organization responsible for the resolution of the issues
faced by the organizational workforce might be advised to incorporate certain measures that
would help in the arrest of the number of the incidents that have been taking place at the several
types of the workplace all over the world (Bernstein, 2018). The concerned management of the
organization in discussion might be advised to formulate as well as implement an organizational
policy in order to address the issues of the sexual harassment that is reported within the
organization. The employee handbook provide by the concerned business organization should
consist of a section that is dedicated to the issues of sexual harassment occurring within the given
organization (McDonald, Charlesworth & Graham, 2015). The organization might be advised to
define in the handbook the activity of the sexual harassment and the various types of activities on
the part of the employees that might be counted as an activity of sexual harassment (Quick &
McFadyen, 2017). The concerned company might further be advised to inform the employees

3SEXUAL HARASSMENT IN WORKPLACES
with a strict massage the intolerance on the part of the company towards the employees who
would be taking part in the activities leading to sexual harassment of any type. This might help in
the resolution of the issues of the sexual harassment in the workplaces especially in the
developing countries of the world like India.
The company should further mention the dire consequences that might follow for the
person who have been reported to have been harassing the other employees on the grounds that
are classified to be sexual harassment. The company should also specifically point out the
procedures that need to be followed by the complainant in case of reporting an instance of sexual
harassment within the concerned organization (Thurston et al., 2019). In order to avoid the
condition of the falsification of the review, the company might be advised to employ a bench for
the investigation on any case of sexual harassment that is reported. The company must also make
attempts to prevent the retaliation against the people who have been reporting the incidents of the
sexual harassments within the company (Cheung, Baum & Hsueh, 2018). In order to avoid these
kinds of happenings, the company might be advised to incorporate the training sessions that are
arranged for the staff. This, according to Becton, Gilstrap and Forsyth (2017) might help in the
development of the awareness among the employees as well as the management regarding the ill
effects of the sexual harassment within the workplaces.
The management of the organizations might be advised to arrange for training sessions
and meetings for all the employees who have been serving the concerned organization. This in
turn might help the employees to gain better knowledge on the activities that are regarded to be a
part of the sexual harassment. The training sessions should be able to explain to the employees
the ill-effects of implementing the sexual harassment activities against the other employees who
have been serving the company as well (Malhotra & Srivastava, 2016). The concerned

4SEXUAL HARASSMENT IN WORKPLACES
management might further be advised to review the sexual harassment policies that have been
implemented and the complaint procedure that is being followed within the within the company
(Bainbridge, Perry & Kulik, 2018). The concerned management might further be advised to
encourage the employees of the concern to follow the procedure in case of reporting any case of
sexual harassment that they might have been facing or have been witnessing in their
surroundings at their workplace. This would benefit the employees who have been serving the
various concerns, both governmental and nongovernmental, especially in the developing
countries of the world like India. The people in the developing countries are often observed not
to report the instances of sexual harassment that they have been facing at the workplace. This
leads to the action as well as the mis-doer remain unnoticed which in turn increases the number
of the instances of harassment.
The company should also be advised to hold separate meetings for the employees who
have been serving the organization at the managerial levels. This would include the training
sessions for the managers and they supervisors for the identification of the instances of the
sexual harassment that are being committed among the people who have been employed under
their supervision. The managers and the other supervisors should be made aware of the issues
that might arise in case there is an instance of the sexual harassment within the concerned
workplace (van Lieshout et al., 2016). The company might further arrange for the training
sessions of the managerial employees of the organization that would help them in dealing with
the complaints that they receive in case of the sexual harassment that is faced as well as reported
by the organizational employees. The company should implement the regular monitoring within
the workplace in order to avoid the instance of sexual harassment that might be faced by the
employees of the organization (Doty et al., 2017). This would in turn help in the avoiding of the

5SEXUAL HARASSMENT IN WORKPLACES
instances that might lead to the sexual harassment in the future days. The people who have been
researching on the health issues that are presented due to the victimization of the sexual
harassment at the workplaces, might be advised to help the victims with regular counselling as
well as including them in the various volunteer focus groups that are dedicated to serving the
people suffering from the mental trauma due to the harassment at their workplaces.
In lieu of the above discussion, it might be stated that the sexual harassment of the
employees is indeed one of the raging issues in the present-day workplaces. The sexual
harassment of an employee at the workplace has many derogatory effects on the mental health of
the concerned organizational employees. The concerned organizational management might be
advised to formulate as well as implement an organizational policy in order to address the issues
of the sexual harassment that is reported within the organization. The company might also be
advised to train the staff against the ill-effects of the sexual harassment on the concerned victim
as well as the organization at large.

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References
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