International Women’s Day: What Is Sexual Harassment And Prevention

International Women’s Day is held on March 8th each year to celebrate women’s economic, political, and cultural achievements. Sexual harassment is one of the leading problems women face in these times especially in the corporate sector. The Viral Bag digs deep into this issue and tells you prevention methods as well.

Performance of Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical behavior of a sexual nature if:

The behavior was created as being a term or condition of a person’s occupation, education, living environment or involvement in a University community.

The approval or denial of such behavior is used as the cornerstone or one element in decisions affecting a person’s employment, education, living environment, or involvement in a University community.

The behavior impacts someone’s academic or employment performance or creates an intimidating, offensive or hostile environment for that person’s occupation, education, living environment, or involvement in a University community.

Sexual harassment is defined by law and includes requests for sexual favors, sexual advances or another sexual behavior when

(1)) Entry is either explicitly or implicitly a disorder involving employment or academic decisions;

(2) The behavior is sufficiently severe or pervasive as to create an intimidating, hostile or repugnant environment; or

(3) The behavior stays despite evidenced by the individual to whom the behavior is led. The University believes this behavior, whether verbal or physical, for a violation of its own standards of behavior and also can want to stop such episodes and take corrective actions when sexual harassment does occur.


Kinds of Sexual Harassment

Broadly, you can find two kinds of sexual harassment, “quid pro quo” along with the hostile environment.

Quid-pro-quo (meaning “this for that”) sexual harassment does occur if it’s said or suggested an instructional or employment decision regarding students or employee is dependent upon if the student or employee submits to the behavior of a sexual nature.

Quid pro quo sexual harassment also occurs if it’s said or suggested that someone needs to submit to the behavior of a sexual nature as a way to take part in a University program or task.

Sexual Harassment

Thus, as an instance, whenever a member of staff is built to feel a promotion is more likely in the event the employee continues to date with all the employee’s manager, then the employee is potentially being exposed to “quid pro quo” sexual harassment. (Office of Institutional Equity, University of Michigan)

Hostile environment sexual harassment occurs when the unwanted behavior of a sexual nature creates an intimidating, threatening or violent working or learning environment or can be really intense, persistent or pervasive that it affects an individual’s ability to engage in or benefit in the University program or activity.

While an individual doing harassing behavior most usually has some type of authority or power over anyone being harassed, that’s sometimes not the situation. The harasser may be a peer of this person being harassed.

Sexual Harassment

On occasion, the harasser is becoming a man that has authority. By way of instance, a supervisee can harass a manager or even a student can unknowingly irritate a faculty associate.

Cases of Sexual Harassment

These descriptions, although not comprehensive, can help you realize the types of behavior which are considered “behavior of a sexual nature” and that, if unwelcome, may constitute sexual harassment:

Negative sexual partners: Sexual or “dirty” jokes, opinions on physical traits, spreading rumors about or rating the others concerning sex or operation, discussing the sexual activity in front of the others and distributing or displaying sexually explicit drawings, written or pictures stuff. Negative sexual announcements can be produced personally, on paper, electronically (email, instant messaging, blogs, web pages, etc..) and differently.

Negative private care: Letters, calls, visits, and pressure for sexual favors, and pressure for unnecessary private interaction along with pressure for dates by which a sexual/romantic intent looks clear but remains undesired.

Negative sexual or physical advances: Touching, hugging, kissing, fondling, touching oneself sexually for the others to look at, sexual attack, sexual or other sexual actions.

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