Sexua l Harassment: How to recognize it . . . What to do about it


In this article, Sexual Harassment: How to recognize it . . . What to do about it, J. E. Tagudin says that sexual harassment has been an unpopular subject to talk about; so many people don’t know actually what generates sexual harassment even though they’ve been through such an experience. Some people usually blame them selves when face sexual harassment, by either claiming that they encouraged it, blaming the fault on them selves, or assuming that they’re being isolated or so sensitive. Tagudin says that these self-blaming thoughts can definitely affect one’s level of performance and therefore will influence the organization as a whole. The book says that sexual harassment might cause absenteeism, low productivity, and turnover. Additionally, it might cause suing by the employees that were exposed to sexual harassment which leads a financial loss in the organization.

According to Tagudin, sexual harassment is defined as a matter of power. The person with power misuses that power. For example, some times an employee is harassed by his or her boss and that employee tolerates that sexual harassment in order to keep his/her job or job benefit which might implies acceptance to the harasser that leads to an increase in sexual harassment. However, sexual harassment can also happen between two people from the same level of an organization and even from the same gender. Anyhow, what makes sexual harassment so coerced is that sexual harassment involves forcing, and threat in non-reciprocal place (the workplace). What also considered bad aspect about sexual harassment is that it assesses someone’s grade or level on the basis of the sexual favors which will influence one’s job performance.

Generally, sexual harassment falls under two categories; verbal and physical harassment. Examples on verbal harassment would be (sexual innuendoes, suggestive sounds, humor about sex, sexual invitations). Physical harassment examples would be (pinching, patting or touching in general, attempt or actual kissing, and coerced sexual intercourse).

Many people get confused about what they should do when they face sexual harassment, but Tagudin supported that in his article by claiming that ignorance will not make it go away because someone might not realize that an action is harassing or offensive. He says that communicating the case with the harasser would be the best solution whether it was by confrontation or writing a letter because the harasser might handle consequences that he/she doesn’t deserve. The book’s solution lies under educating employees on sexual harassment issue, and to use mechanisms available to monitor employees. The book also says that the harasser might be right and no action should be taken against someone until it’s well-investigated, to be fair at solving the situation.