Broad Definitions of Sexual Harassment May Be Counterproductive for Businesses (From What Is Sexual Harassment? P 69-72, 1995, Karin L Swisher, ed. -- See NCJ- 164224)

• NCJ Number: 164433
• Author(s): J H Foegen
• Date Published: 1995
• Length: 4 pages
• Sale Source: Greenhaven Press
• Publication Type: Legislation/Policy Analysis
• Language: English
• Country: United States of America

Annotation

Businesses may find that the all-inclusive definitions of sexual harassment currently in use will harm their workplace environment.

Abstract

Since men and women apparently interpret sexual harassment differently, and since most of those accused of harassment are men, in a corporate setting men may choose to ignore their female coworkers rather than risk being charged with sexual harassment. This separation would be damaging both for the employees, whose work would suffer in such an environment, and for the productivity of the company. Ignoring one another completely in the workplace, regardless of motivation, is unlikely, however, if not impossible. Still, even a degree of wariness can hinder productivity. People sense intuitively when interpersonal tension exists. Ample evidence can be found that such wariness is present already. Bewilderment about what is permissible continues to be reported. Intentions are often misinterpreted; it is often difficult to tell whether comments are innocent, intended to demean, or fall somewhere in between. Being constantly on guard against giving offense in an area that might be interpreted as sexual inhibits all other communication as well. The situation can even deteriorate into a gender-based, us-versus-them posture, much like that which exists between some labor unions and management. When an effort is being made to implement total quality management, such an atmosphere is counterproductive. Output, teamwork, competitiveness, and a pleasant work environment all suffer. This is not to undermine efforts to reduce sexual harassment. Every effort should be made to define and prevent such behavior in the workplace. Such an effort should not extend to law and the courts, however. Through education, the cultivation of goodwill, and role modeling by managers and employees generally, the problem can be addressed without introducing the threat of legal action. Improvement in the work environment and the quality of communication among employees and between employees and management should be the measure of success.