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Sexual harassment usually occurs where the balance of power is unequal and while most complaints are made by women it is not confined to women as victims. The consequences of sexual harassment in the workplace can be devastating for the individual and create a hostile environment where others also suffer. Although management does not have the right to intrude into the personal relationships of staff we do have the responsibility to ensure that proper standards of conduct are adhered to in the workplace.

The whole organization must understand the seriousness with which sexual harassment is viewed. A written policy statement should make the organizational stance clear. Supervisor training must include their responsibility to watch for and deal quickly and effectively with inappropriate behavior. An easy to access, confidential means of raising complaints must be available to support victims. These are all basic organizational requirements for preventing and dealing with sexual harassment but sometimes they are not enough.

The absence of complaints does not mean that no harassment is occurring. Failure to investigate rumors or take prompt action to deal with complaints will be seen as tolerating the behavior. Nothing should be dismissed as too trivial although care should be taken during investigations not to prejudge either party as guilty.

Lewd comments, displaying pornographic material and indecent assault are easily identified as sexual harassment but some behavior which is acceptable between friends in a social setting can be inappropriate and considered harassment in the workplace. Persistent, unwelcome social invitations from co-workers, teasing about a person's private life or putting an arm around another person at work can all be considered sexual harassment. A supervisor needs to take careful note of the interactions between staff and watch for signs of discomfit in individuals. Discreet inquiry in such cases can often stop harassment early and limit the damage suffered by the victim.

Despite organizational efforts to prevent sexual harassment and the laws in place to support its eradication, sexual harassment continues to occur daily in many workplaces. The most effective thing you can do as a victim is to speak up. Harassers are bullies and they seek out those they believe will suffer in silence. Tell the offender that what they are doing is unacceptable and you will not tolerate it. Do not be afraid to do this in public, secrecy is one of their weapons and your co-workers will support you.

If the offender is your boss and you feel unable to speak out directly seek help from others in the organization. Go to your supervisor's boss or to the human resources department, seek out supportive people and get their help it is unlikely you are the first person this has happened to and the company can not do anything if you do not let them know what is happening.

If you work in a small business and the offender is the owner, seek legal advice. You may think you need to endure this treatment because you need the job but the damage it will do to your self esteem is not worth the pay check. You are good at what you do and you will find another position. With legal support you will be able to leave with your head held high and possibly compensation for your suffering.

Learn more about this author, Marie Hurley.
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