The Problematic of The Sexual Harassment

The elimination of sexual harassment has been a long-standing goal of the United States Army. During recent years the issue of sexual harassment has received significant political and media attention in both government and private sectors. This heightened awareness on the cause of sexual harassment has intensified national debate on prevention strategies. The Army has set up clear guidelines on how to train and educate people on how to both prevent and deal with sexual harassment. Sexual Harassment affects everyone. It detracts from a positive unit climate that promotes individual growth and teamwork. Sexual harassment victimizes males as well as females and can occur at any time, and is not limited to the workplace. For these reasons, the Army says that sexual harassment cannot and will not be tolerated (Army Command Policy 94).

The Armys policy on sexual harassment is quite clear. Sexual harassment is unacceptable conduct and will not be tolerated (Army Command Policy 94). It also states that the leadership at all levels will be committed to creating and maintaining an environment conducive to maximum productivity and respect for human dignity. Another point the Army makes with this policy is that prevention of sexual harassment is the responsibility of every soldier and DA civilian. Leaders set the standard for soldiers and department of the Army (D.A.) civilians to follow. The Army basis its successfulness regarding this policy on mission accomplishment, and this can be achieved only in an environment free of sexual harassment.

Websters Dictionary defines sexual harassment as the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position or when acquiescence to such behavior is a condition of continued employment, promotion, or satisfactory evaluation. The Army has clarified this definition even more. The Armys definition of sexual harassment is that it is a form of gender discrimination that involves unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature when any of the following stipulations occur (Army Command Policy 94). The first stipulation is submission to, or rejection of, such conduct is made either explicitly or implicitly a term or condition of a persons job, pay, or career (Army Command Policy 94). The second stipulation is submission to, or rejection of, such conduct by a person is used as a basis for career or employment decisions affecting that person (Army Command Policy 94). The third and last stipulation states that such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creates an intimidating, hostile, or offensive work environment (Army Command Policy 94). Plainly stated, any person in a supervisory position or command position who uses or condones implicit or explicit sexual behavior to control, influence, or affect the career, pay, or job of a soldier or civilian employee is engaging in sexual harassment. Similarly, any soldier or civilian employee who makes deliberate or repeated unwelcome verbal comments, gestures, or physical contact of a sexual nature is engaging in sexual harassment.

There are three categories of sexual harassment. They are physical contact, verbal comments, and non-verbal gestures. Physical contact is the first category of sexual harassment. This includes touching, patting, hugging, pinching, grabbing, cornering or blocking a doorway, unsolicited back or neck rubs, and unsolicited clothing adjustments.

Some examples of verbal sexual harassment are telling jokes, threats, or the use of profanity. Other examples would be sexually oriented Jody calls, sexual comments, whistling, or describing certain sexual attributes about someones physical appearance. One of the most common forms of verbal sexual harassment is the use of calling coworkers by honey, babe, sweetheart, or dear. Initially this form of harassment appears innocent until someone demands that his or her appropriate title be used. When the victims request is not honored, this can be classified as creating a hostile work environment.

Non-verbal gestures are another common form of sexual harassment. Some examples are staring at someone, giving the person the eye or the once over, blowing kisses, licking lips, or winking in a suggestive manner. Non-verbal sexual harassment also includes sexually oriented pictures, faxes, screen savers, and e-mail in the work place. Non-verbal forms of sexual harassment may take on a more hostile appearance after the victim has rejected the advances of the harasser.

It is the Armys belief that soldiers and civilians need to have a clear understanding of the basic principles that are needed to identify types of behavior that constitutes sexual harassment (Army Command Policy 94). The two most common types of sexual harassment are quid pro quo and hostile environment. Quid pro quo is a Latin term that means this for that. When conditions are placed on a persons career or terms of employment in return for sexual favors this constitutes quid pro quo. This can involve threats of adverse actions if the victim does not submit or promises of favorable actions if they do submit. Incidents of quid pro quo can also have negative effects on other parties. This can result in allegations of sexual favoritism or gender discrimination when someone feels unfairly deprived of recognition, advancement, or other career opportunities due to favoritism shown to someone else. Hostile environment is when employees are subjected to offensive, unwanted, and unsolicited comments and behavior of a sexual nature. If these behaviors have the potential of unreasonably interfering with performance, then the environment is classified as hostile.

Many harassers try to defend themselves by using an excuse such as I was only joking. Yet, it is the impact, not the intent of the actions that is the determining factor in sexual harassment sexual harassment. Sexual harassment is evaluated on its appropriateness and offensiveness as perceived by the recipient. The reasonable person or reasonable woman standards measure this. These standards are used to predict the standard reaction to or impact of perceived offensive behaviors on the recipient. This helps to ensure adequate sensitivity to a persons feelings and perspective while avoiding extremes.

Employees must understand the devastating effect that sexual harassment can have on a victim and the work environment. Problems due to sexual harassment can manifest themselves in a number of ways. Some are very obvious, while others may be will hidden and not as visible. The first and most obvious impact sexual harassment has on victims is that it interferes with their work performance. An employee who has to fend off offensive and repeated sexual attacks cannot perform quality work. It also promotes a negative form of stress that can affect everyone in the workplace. The impact of this form of stress on the victim can be devastating. It can affect not only the victims ability to perform effectively on the job but can also have an adverse impact at home. A high degree of fear and anxiety in the workplace is another result of sexual harassment. When the harassment is quid pro quo, the fear of loss of job or career opportunities can undermine a units teamwork and morale. The bottom line is that anyone who is sexually harassed will be less productive and the command climate will likely suffer. Employees can only reach their full potential in an environment that fosters dignity and respect.

All employees have a responsibility to help resolve acts of sexual harassment. There are several ways you can accomplish this task. You can use a direct approach, an indirect approach, a third party, the chain of command, or by filing a formal complaint. When you use the direct approach, you confront the harasser and tell him/her that the behavior is not appreciated, not welcomed, and it must stop. A good idea is to write down your thoughts before approaching the individual involved. You need to stay focused on the behavior and its impact. The indirect approach involves sending a letter to the harasser, stating the facts, personal feelings about the inappropriate behavior, and expected resolution. An individual can utilize a third party approach by asking someone else to talk to the harasser, to accompany the victim, or to intervene on behalf of the victim to resolve the conflict. To use the chain of command, you would report the behavior to an immediate supervisor or others in the chain of command and ask for assistance in resolving the issue. The last resort of dealing with sexual harassment is filing a formal complaint.

The Armys method of eliminating sexual harassment within a unit begins with a policy of aggressive and progressive training to identify and prevent inappropriate behavior (Army Command Policy 96). It conducts progressive, mixed gender, interactive small group sexual harassment training biannually. Employees must understand what sexual harassment is, how to recognize it, how to prevent it, how to report it, and the consequences of engaging in sexual harassment. Middle management leaders will be additionally trained in how to promote a healthy work environment and techniques for receiving, handling, and resolving complaints. For higher management, the training will also include means to determine if a healthy command climate exists and sanctions for offenders. All of this training will be documented, conducted by trained personnel, and the chain of command will attend and participate in training sessions.

In conclusion, the Army has set up clear guidelines on how to train and educate people on how to prevent, deal with, and report sexual harassment. It accomplishes this by educating everyone on the definition and examples of sexual harassment, types of sexual harassment, the categories of sexual harassment, how to identify it, and how to handle it if it occurs. The Army is utilizing many different avenues to train and educate their employees and they have made it very clear that sexual harassment cannot and will not be tolerated.

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