Sexual Harassment at Work: What to Do?

🙂 Greetings to regular and new readers! Gentlemen, topic: Sexual harassment at work is often overlooked and rarely brought up for discussion. Let’s talk about it.

Ensuring decent working conditions is the key to democratic transformations in society, the recognition of equality and justice as important values ​​of social life.

The labor market is an important indicator of social development. It is clear that in times of economic crisis, unemployment or non-payment of wages for a long period of time comes to the fore.

And a number of other aspects of labor rights violations are often ignored. In particular, there is a lack of attention to the issue of gender discrimination in general and sexual coercion in particular.

What is Sexual Harassment

Gender (eng. Gender, from lat. Genus “kind”). In some cases, gender is used synonymously with gender.

Sexual harassment is a manifestation of so-called gender-based violence or violence against women. Other manifestations of aggression are domestic violence (or domestic violence), human trafficking (primarily sex trafficking), etc.

Gender-based violence

The specificity of sexual harassment is that it does not occur in the private sphere (at home), but in the public one. That is, in a work environment or, for example, on public transport. Workplace gender-based violence is referred to as sexual harassment.

This is a fairly taboo topic. And not only because it is violence, and not always sexual, but also psychological (bullying). And it is not customary to talk about violence, because this topic is perceived ambiguously in our society.

On the one hand, we have sexism – this is the norm, images of naked women in advertisements, videos, shows. On the other hand, it is “not customary” to talk about sex; there is a lack of sex education in schools. Hence the double standards of behavior – different expectations from women and men.

Preventing sexual harassment and dealing with the consequences are two important things that need to go hand in hand. Moreover, both the state and employers are responsible for their implementation in practice. Let’s consider in more detail various aspects of this problem.

Definition of sexual harassment

And although the definition details the actions of a sexual nature, it is considered incomplete, since it provides only vertical relations (boss-subordinate). A does not include horizontal relationships (between colleagues), among which there are also cases of sexual harassment.

Moreover, international research suggests that sexual harassment is more common among colleagues than in boss-subordinate relationships.

As human rights activists point out, such claims are a separate form of violence. It is about creating a hostile, tense, offensive or dismissive atmosphere. Particularly in situations where co-workers may be harassed.

Difference between gender and sexual harassment

It should be noted that in Sweden there is a distinction between sexual harassment and gender-related harassment. The English-language term “Gender-related harassment” has no corresponding terminology in our legislation and public discourse.

It means prejudice against people because of their gender. Obviously, it can be translated as “gender harassment” or “gender-based harassment”.

The definition of “gender harassment” is much broader. After all, the emphasis does not relate specifically to actions of a sexual nature. And in general, to actions that humiliate a person of the opposite sex who is with the abuser in certain labor relations.

In Swedish law, the term “gender harassment” has gradually replaced “sexual harassment”. Depending on the purpose of the study, these concepts are used either as identical or as separate definitions.

Gender-based harassment in the workplace is as common as sexual harassment. They are explained by persistent gender stereotypes that have developed in society. Women and men at work are expected to perform duties that are not always prescribed as workers. Such duties are “assigned” to them stereotypically.

From women – to prepare and serve coffee, to wash dishes, microwave oven, refrigerator behind the whole office … From men – to repair computer equipment, office equipment and carry heavy objects …

You can always agree on a certain job: men carry heavy objects, and women wash dishes.

There are times when certain behaviors are “enforced” without discussion. Not everyone is always able and can speak critically about such an imposition. And then the problems begin.

Advice to girls

Almost every man and almost every woman flirts at work. If these feelings are mutual, an office romance begins. In the absence of reciprocity, sexual harassment in the workplace is possible. Most often, unmarried girls from 18 to 30 years old become such victims.

At risk: secretary, waitress, saleswoman, nurse and masseuse.

The victim can file a complaint with the firm’s human resources department or contact the police if there is evidence of duress. For example, a voice recorder, video, or testimony from colleagues.

 No proof – no one can help

Often, girls themselves provoke the stronger sex: they appear in the office in mini-skirts. Sheer blouses or dresses with a deep neckline are worn.

Dear girls, observe the dress code – this is a rule of good form. A real lady doesn’t show up at work with her hair down. Eliminate bright makeup and high stilettos.

Imagine a picture: a nurse and a surgeon are flirting where some of the patients have a “life in the balance” … Flirting at work is unacceptable, you can easily lose your job or make problems.

Watch your behavior – at corporate events. Do not participate in frank dances, do not allow familiarity. Know the measure of alcohol and try not to participate in conversations on vulgar topics.

Do not accept an invitation from your boss to dine or dine together. This can be regarded as consent to the continuation of the “banquet”. Do not accept the boss’s attempt to bring you home. It’s safer to call a taxi. Always “use your brains”!

Learn to say the word no.

In this video, learn more about Sexual Harassment at Work: What to Do?

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