University Name: Sexual Harassment Report - Steps and Policies

This report addresses the critical issue of sexual harassment in the workplace, defining it as unwelcome physical or verbal conduct of a sexual nature. It emphasizes the importance of proactive measures by employers, including establishing clear anti-harassment policies, providing employee education, and ensuring a safe work environment. The report highlights the role of employees in fostering a positive work atmosphere by understanding policies, being observant of potential incidents, and showing solidarity. It underscores the need for employees to report inappropriate behavior and support victims, concluding that preventing sexual harassment is a shared responsibility. The report references several sources to reinforce the need for a safe environment for employees.

Running head: ENGLISH
SEXUAL HARRASMENT
Name of the Student:
Name of University:
Author Note

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Sexual harassment is the unwelcome physical or verbal conduct or advances, which is
intended and asserted in a sexual manner. The practices can be asserted over the victim, in
implicit or explicit ways. The topic would be discussed while paying deeper emphasis on
objectivity while such unwelcome conduct will be talked about with respect to refusal or
acceptance of the same. Sexual harassment should be avoided by taking effective steps, by the
employer and preventing it from happening.
Sexual harassment is a gnawing issue, which is heavily reported by employees at
workplace. Thus, it makes it a necessity to take preventive measures and policies to ensure
safety and security of the employees at workplace. The responsibility lies with the employer, to
make the employees feel protected and safe. Thus, it is very important for them to take effective
measures to deal with sexual harassment. The effective measures should also include laws. These
measures would ensure that the employer is maintaining standards and liability for safe
environment for work. It is important to have a clear intent to stop sexual harassment. The intent
should be based on the importance to have a workforce, free of such ill practices. Anti-
Harassment Policies are to be developed, which would clearly give a message that any
unwelcome sexual conduct will not be tolerated. The organizational Policies would set forth the
outcomes which the offender will have to face as consequences for the action, abiding to the
Sexual Harassment Policy of United States which come under Civil Rights (State.gov, 2020). It
should also have a guideline on how to register or report a complaint. The employer should offer
information and education to the employees on issues of harassment. The message and
information will make people aware and feel safe in a working space. The employees should
have a clear understanding of the policies, so that, no one has to be silenced despite their ill

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experiences. A well developed and implemented policy on the sensitive matter will help in the
process of dealing with such practices.
The responsibility does not entirely lie with the employer, in such a situation. Employees
play a very important role to develop a positive atmosphere for work, which prevents sexual
harassment from happening. It is very important for the employees to understand the importance
of the policies and sexual harassment misconducts. The employees must pay importance to
understand the seriousness of behavior practices which corresponds to sexual harassment and
violates policies of the company. One must be observant and aware about potential incidents at
work. The employees should be sensitive and keep a check whether their approaches are being
offensive in any manner. The employees should have negative attitudes to not accommodate any
misconduct affecting the working environment. This can be followed by being careful about
subtle forms of sexual behavior. Employees should have solidarity and positive attitudes towards
one another. This will ensure that the work culture does not breed p=such practices, even if
anyone has such hidden intentions.
In order to avoid such circumstances, the employees can have sense of belonging among
each other. It is important to remind one another about the policies and the standard codes of
conduct and misconduct. It is important to understand that sexual innuendoes, jokes and
comments are not to be welcomed. If anyone behaves in such a manner, it is important to report
and remind them about their conducts being offensive. It is important to not entertain an offender
or harasser. If the offender or harasser is smiled at and responded to, one might think it is alright
to continue and assert the offensive behavior further. If someone being harassed feels not be safe
to speak up, a confidential help can be sought. The person feeing harassed may document the
incidents or report it to the higher authority to seek protection and penalization of the offender. It

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is very essential for employees to be supportive of each other. If there is a person who is victim
of sexual harassment, others should offer support and guide them through the process of voicing
the concerns. It is thus very important to offer help and support and be aware about the practices
to save it from happening.
It can thus be concluded by reinforcing that sexual harassment is illegal and should be
prevented with the help of management and authority. It is needless to say that the responsibility
also lies with the employees to be observant, be able to confront the situation, expose the
harasser and escalate the matter. Every employee should have a supportive outlook in such a
situation, so that the victim feels safe to highlight the issue and put an end to such practices, so
that the offender does not feel it is in his power to continue such misconduct.

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Bibliography
Conte, A. (2019). Sexual harassment in the workplace: Law and practice. Aspen Publishers.
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Nielsen, M. B. D., Kjær, S., Aldrich, P. T., Madsen, I. E., Friborg, M. K., Rugulies, R., & Folker,
A. P. (2017). Sexual harassment in care work–Dilemmas and consequences: A qualitative
investigation. International journal of nursing studies, 70, 122-130.
Salman, M., Abdullah, F., & Saleem, A. (2016). Sexual harassment at workplace and its impact
on employee turnover intentions. Business & Economic Review, 8(1), 87-102.
State.gov. (2020). Sexual Harassment Policy - United States Department of State. Retrieved 28
March 2020, from https://www.state.gov/key-topics-office-of-civil-rights/sexual-
harassment-policy/