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Harassment In The Workplace

1674 Words7 Pages

Harassment is one of the most frequently-discussed topics in employee relations today. There is good reason for that: no other kind of claim has quite the scare and shock value that a sexual harassment claim carries. Harassing and abusive behaviours at the workplace have deterimental effects on employees and organizations (Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997; LeBlanc & Kelloway, 2002). With the increasing diversity of the workforce, harassment on the basis of race and ethnicity has become a focal workplace issue. Studies have explicated the nature of ethnic harassment. They have included verbal and written comments, offensive symbols, ethnic jokes and slurs, as well as physical abuse (Harrick & Sullivan, 1995), and have been …show more content…

When racial tensions and harassment are present in the workplace, Brian can consider using periodic awareness training programs and counselling sessions to alert offending employees to the legal ramifications of their actions. Such programs can be used as part of the progressive discipline process just mentioned. Furthermore, these programs may reflect positively on management’s effort to maintain a cordial work environment when the administrative enforcement agencies and courts examine an organisation for signs of racial hostility.
Contemplating the regular Intra and inter-ethnic jousting in the firm, Diversity management should be given a thought, so that all managers can adapt to the workforce that consists of a diverse population of people. The diversity consists of visible and non-visible differences which will include factors such as sex, age, background, race, disability, personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are …show more content…

A well constructed and well-implemented plan within an organization may stop inappropriate conduct before it creates a problem for individual employees or the company. Moreover, Managers must ensure that such situations do not occur at workplace. Employees need to be informed and addressed on such matters. They must be aware of the law that protects them. Independent bodies must take the responsibility to make regular checks in organizations so as to question staff and ensure that everything is going on well with their

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Workplace stress in the form of job dissatisfaction and insecurity can impact physical and mental health (Public Health Agency of Canada, 2008). For minority group members, poor working conditions and stress may result from discrimination by co-workers and lack of opportunities for advancement. The Multiculturalism Act (1988) intends to encourage and assist potential workplaces, such as the business community, labour organizations, voluntary and private organizations, in promoting respect and appreciation for

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Under Title VII of the Civil Rights Act of 1964, businesses have a right to provide a work environment that protects employees from sexual harassment. In addition, even though federal law, Title VII is known predominantly for prohibiting workplace discrimination and harassment on the basis of an individual’s race, religion, color, national origin and sex; however, over the years, Title VII extended to include sexual discrimination such as sexual harassment. In view of that, managerial employees and supervisors should take immediate action when complaints of sexual harassment are brought to their attention so as to prevent further harassment and other preventable actions such as physical force to address unwelcomed sexual attention. Furthermore,

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William Bainbridge Ethics Paper Abstract: This brief but informative paper will cover the ethical aspects and implications of sexual harassment in the Military. Sexual harassment is a form of gender discrimination and often displayed in the form of unwanted attention or unwanted sexual advances or unwanted sexual actions. Specifically, this paper will focus intently on sexual harassment in the Army and the problems that entails. The ethical problems regarding sexual harassment are significant because of the unique environment that the Army conducts its self.

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In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.

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(Oliver C. Cox, 1976) The superior position of authority of a manager with the desperation and fear of being minority workers being fired can add up in racism and placed the workers into putting such limited reaction upon being faced racism. Often managers giving harsh attitude towards

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In this milestone we will be looking at a few key items of employee and labor relations. Some items that this paper will cover are things such as employee discipline, performance management and employee and labor relations. First, we will start by looking at employee discipline. Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations. When talking about employee discipline there are two schools of thought.

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Harassment can include, for example, offensive comments about a person 's religious beliefs or practices. Harassment is so recurrent, severe that it creates a hostile and offensive work environment. It results in a negative employment decision such as the victim being fired, denied or demoted. The harasser can be the victim 's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. Employer has to accommodate an employee 's religious beliefs or practices based on the law; Title VII of Civil Rights Act.

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Workplace bullying is a growing issue for all the organizations to manage people. Bullying is defined as acts or verbal comments that could 'mentally ' hurt or isolate a person in the workplace. As well as, sometimes bullying can involve negative physical contact. Furthermore, bullying usually involves repeated incidents or a pattern of behavior that is intended to intimidate, offend, and humiliate a particular person or group of people. Some scholars described bullying as the assertion of power through aggression (Workplace Bullying Institute, 2015).

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Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.

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Sexual harassment is identified as any unwelcome and unwanted sexual advances, verbal or physical behavior of sexual nature and requesting for sexual favours due to which a worker’s performance is affected, he/she suffers from psychological trauma or an offensive/hostile atmosphere is created at the workplace. The occurrence of workplace sexual harassment is linked with several risk factors. The nature of job and particularly the gender ratio at a workplace and traditionally male oriented jobs are among the significant ones. These pose an increased risk for women to face situations of getting sexually offended or harassed.

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Supervising a diverse workforce can include various perspectives and cultural backgrounds that can lead to disagreements and frustrations. It is important to offer continuous coaching to surface the respect and understanding of how each employee can work together and lessen future conflict. This paper included an analysis regarding conflict in a diverse workforce, and the supervisor’s role in working with team members to understand the importance of overcoming and maintaining awareness in conflicted situations. The discussion also included strategies on how to coach and mentor employees to respect diverse perspectives, and contribute to a harmonious and interconnected

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Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).

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Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.

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