Software of the Month Club 1996 June

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)Öτ≈LçΩτ≈HêΩτΣ``@Ω¢ )Öτ≈0Ω¢ )îp┌ÇM─î┐Üîp│ Guided LearningÇ Avoiding Sexual Harassment î│Üîp└îÇM─┘îÜÜÇ î┌Ç4─î┐ÜÇ î│ ÄExitingÅ ÄtheÅ ÄprogramÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ You've decided to leave the program, ç.ÜÜÇ When you come back, sign in the same way you did andÜÇ the program will take you directly to the next lesson.ÜÇ If you want to return to the menu, press ÄF1Å now.ÖτΣmüΩ¢ )menuÖ·¢ )ÖτΣ`üΩ¢ )menuÖ¢ )îp┌ÇM─î┐Üîp│ Guided LearningÇ Avoiding Sexual Harassment î│Üîp└îÇM─┘îÜÜÇ î┌Ç4─î┐ÜÇ î│ ÄOverviewÅÇ ÄLessonÅ ÄOneÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ îThis introduction may take about 8-10 minutes, ç.ÜÜÇ We'll cover just two topics here, but they will set theÜÇ stage for all that comes later:ÜÜÇ What is sexual harassment?ÜÜÇ Why is it a problem that should concern you?Ö¢ iOÇ î┌Ç4─î┐ÜÇ î│ ÄWhatÅ ÄisÅ ÄSexualÅ ÄHarassmentÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ îThe common conception of sexual harassment is that itÜÇ involves a male supervisor who tells a female employeeÜÇ that if she sleeps with him she'll get a promotion orÜÇ otherwise be better treated.ÜÜÇ There's no dispute about such behavior, but that may beÜÇ the least common (although the most offensive) form ofÜÇ sexual harassment. In this program, we'll cover allÜÇ types, but the focus of our attention will be onÜÇ somewhat more subtle forms of sexual harassment--whatÜÇ is known as the "hostile working environment."Ö ¢ i OÇ In the majority of the hostile environment cases, theÜÇ harassing conduct takes the form of ÄunwelcomeÅ ÄsexualÅÜÇ ÄtouchingsÅ ÄandÅ ÄcommentsÅ. Courts have accepted a rangeÜÇ of sexual behavior that includes even flirting andÜÇ joking as sexual harassment if those behaviors areÜÇ repeated, unwelcome, offensive and involve a sexualÜÇ content.ÜÜÇ At first, that may strike many people as a little far-ÜÇ fetched, even ridiculous. When you look closely at theÜÇ facts in those cases, however, it becomes obvious thatÜÇ the behavior was indeed offensive, demeaning andÜÇ intimidating to the individual, not merely annoying.Ö ¢ i OÇ Courts have also awarded substantial monetary damagesÜÇ for behavior that was adjudged to be sexual harassmentÜÇ not because it was sexual in nature, but ÄbecauseÅ ÄitÅ ÄwasÅÜÇ ÄdirectedÅ ÄatÅ ÄorÅ ÄaffectedÅ ÄonlyÅ ÄoneÅ ÄsexÅ.ÜÜÇ For example, a supervisor who makes occasional commentsÜÇ about the lesser abilities, capacities or the "properÜÇ role" of women may be guilty of sexual harassment.ÜÜÇ That behavior may contribute to what is known today asÜÇ a ÄhostileÅ ÄworkingÅ ÄenvironmentÅ.Ö¢ -#KpÜ In one case, an employee complainedÜ to management that co-workers talkedÜ to her about sexual activity andÜ commented on her body repeatedlyÜ over a four year period, despite herÜ protests. Her supervisor took noÜ remedial action other than to holdÜ occasional meetings at which heÜ reminded employees of the company'sÜ policy against offensive conduct.ÜÜ As a result of the lawsuit, oneÜ employee was fired and three wereÜ suspended, and the company had toÜ pay damages of more than $60,Ç0.Ö¢ iOÇ î┌Ç4─î┐ÜÇ î│ ÄWhatÅ ÄisÅ ÄSexualÅ ÄHarassmentÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ We'll examine specific examples and take you throughÜÇ the reasoning process that courts have used to concludeÜÇ that some behaviors that might seem ordinary enoughÜÇ are, in fact, forms of sexual harassment.ÜÜÇ Our task is to make certain you understand the range ofÜÇ verbal and physical behavior that courts and otherÜÇ agencies are interpreting as sexual harassment today.Ö ¢ - (KONÜÜ Although we will make frequentÜ reference to court decisions,Ü our emphasis is really on theÜ quality of the working place,Ü not avoidance of personal andÜ employer liability.Ö¢ i OÇ Based on the little bit we've said thus far, you mayÜÇ conclude that:ÜÜÇ 1) Sexual harassment is a concern of the courts andÜÇ not simply a human relations issueÜÇ 2) Sexual harassment may be verbal behavior as wellÜÇ as a physical actÜÇ 3) Both of the above are correctÖ123¢iOÇ ÄTHAT'SÅ ÄTRUE,Å ÄBUTÅ ÄSOÅ ÄISÅ ÄTHEÅ ÄOTHERÅ ÄSTATEMENTÅÖ¢ iOÇ ÄYOUÅ ÄAREÅ ÄCORRECT,Å ÄçÅÖ¢ i OÇ A lot of behavior that people got away with at one timeÜÇ is now the subject of complaints and lawsuits. ThoseÜÇ actions are messy and expensive to all concerned.ÜÜÇ You need to realize also that if you are involved in aÜÇ sexual harassment complaint, in some states ÄyouÅ ÄmayÅ ÄbeÅÜÇ ÄliableÅ ÄforÅ ÄsubstantialÅ ÄmonetaryÅ ÄfinesÅ. There areÜÇ several recent cases where the harasser (that is, theÜÇ one whose behavior was determined to be sexual harass-ÜÇ ment) was held responsible for paying a fine.Ö¢ - (KpÜ In a 1994 case involving theÜ country's largest law firm, aÜ former partner found guiltyÜ of sexual harassment was finedÜ $225,Ç0.ÜÜ The law firm had to pay damagesÜ and penalties of $3.5 million.Ö¢ i OÇ Sexual harassment is defined in the Equal EmploymentÜÇ Opportunity Commission's Guidelines asÜÜÇ ÄunwelcomeÅ ÄsexualÅ Äadvances,Å ÄrequestsÅ ÄforÅ ÄsexualÅ ÄfavorsÅÜÇ ÄandÅ ÄotherÅ ÄverbalÅ ÄorÅ ÄphysicalÅ ÄconductÅ ÄofÅ ÄaÅ ÄsexualÅÜÇ ÄnatureÅ ÄwhenÅ ÄsuchÅ ÄbehaviorÅ ÄisÅ ÄusedÅ ÄtoÅ ÄmakeÅ ÄemploymentÅÜÇ ÄdecisionsÅ ÄorÅ ÄwhenÅ ÄitÅ ÄresultsÅ ÄinÅ ÄaÅ ÄworkingÅ ÄenvironmentÅÜÇ ÄthatÅ ÄisÅ Ähostile,Å ÄoffensiveÅ ÄorÅ ÄintimidatingÅ ÄorÅ ÄsoÅÜÇ ÄnegativeÅ ÄthatÅ ÄitÅ ÄaffectsÅ ÄtheÅ Äemployee'sÅ ÄabilityÅ ÄtoÅ ÄdoÅÜÇ ÄhisÅ ÄorÅ ÄherÅ Äjob.ÅÜÜÇ Let's take a look at several parts of this definition.Ö¢i OÇ Sexual harassment usually involves ÄverbalÅ ÄorÅ ÄphysicalÅÜÇ ÄbehaviorÅ ÄofÅ ÄaÅ ÄsexualÅ ÄnatureÅ.ÜÜÇ That means that words or gestures that have a sexualÜÇ content or are directed primarily at one sex fallÜÇ within the definition. For example, staring, leering,ÜÇ rolling your eyeballs or wiggling your tongue might beÜÇ construed as sexual behavior. Posting a centerfoldÜÇ from Playboy at your workplace may also be sexualÜÇ harassment, even though tacking a photo to the wall isÜÇ not exactly verbal or physical behavior.Ö¢ i OÇ A leer or a wink is not necessarily sexual harassment.ÜÜÇ The behavior has to be ÄunwelcomeÅ (and perhaps repeated)ÜÇ for it to be sexual harassment.ÜÜÇ The November 1993 unanimous U.S. Supreme Court decisionÜÇ on sexual harassment said that a court will considerÜÇ the ÄfrequencyÅ ÄandÅ ÄtheÅ ÄseverityÅ ÄofÅ ÄtheÅ Äbehavior,Å ÄwhetherÅÜÇ ÄitÅ ÄisÅ ÄphysicallyÅ ÄthreateningÅ ÄorÅ ÄhumiliatingÅ ÄandÅ ÄwhetherÅÜÇ ÄitÅ ÄinterferesÅ ÄwithÅ ÄanÅ Äemployee'sÅ ÄperformanceÅ inÜÇ determining if the behavior is sexual harassment.Ö¢ i OÇ Let's see if this point is clear. Select the betterÜÇ statement of the court's ruling on what might beÜÇ regarded as sexual harassment.ÜÜÇ 1) Any wink, dirty joke or sexual discussion with aÜÇ member of the other gender is likely to beÜÇ regarded as offensive to someone these days.ÜÇ 2) The behavior probably has to be severe or repeatedÜÇ and unwelcome, as well as sexual in nature, inÜÇ order for it to be considered sexual harassment.Ö12¢ iOÇ ÄSORRY,Å Äç,Å ÄBUTÅ ÄWEÅ ÄMUSTÅ ÄHAVEÅ ÄCONFUSEDÅ ÄYOUÅÖ¢ i OÇ Courts are not trying to outlaw all flirting andÜÇ romance in the workplace, but to eliminate behaviorsÜÇ that are humiliating, offensive or so negative thatÜÇ they affect the employee's ability to do the job.ÜÜÇ That means the behavior probably has to be ÄsevereÅ ÄorÅÜÇ ÄrepeatedÅ ÄandÅ ÄunwelcomeÅ, as well as sexual in nature inÜÇ order for it to be considered sexual harassment.Ö¢ iOÇ ÄVERYÅ ÄGOOD,Å ÄçÅÖ¢ i OÇ Some behaviors are so offensive and humiliating thatÜÇ they are obviously sexual harassment.ÜÜÇ A threat made by a supervisor, for example, that aÜÇ promotion or increase will be withheld unless anÜÇ employee sleeps with that person is a clearcut case.ÜÇ That's called ÄquidÅ ÄproÅ ÄquoÅ harassment (which isÜÇ different from the hostile work environment kind ofÜÇ harassment).ÜÜÇ But an employee who flirts with another employee is notÜÇ guilty of sexual harassment unless the second employeeÜÇ objects to the behavior and makes that objection known.Ö¢ - AÜ Quid pro quo sexual harassment occursÜ when a supervisor attempts to make anÜ employee's submission to sexual demandsÜ a condition of his or her employment.ÜÜ It involves an implicit or explicitÜ threat that if the employee does notÜ agree to the sexual demands, he or sheÜ will lose his/her job, receive unfavor-Ü able performance reviews, be passedÜ over for promotion or suffer otherÜ adverse employment consequences.Ö σΣe±üµ¢ iOÜÇ Supervisors are held to a stricter standard than otherÜÇ employees. The courts have held that ÄalmostÅ ÄanyÅÜÇ ÄbehaviorÅ ÄofÅ ÄaÅ ÄsexualÅ ÄnatureÅ ÄbyÅ ÄaÅ ÄsupervisorÅ involvesÜÇ the organization because supervisors are presumed toÜÇ act for the organization. A 1994 decision emphasizedÜÇ that a supervisor capitalized on his authority to forceÜÇ a female subordinate to endure a prolonged, demeaningÜÇ sexual relationship, and so the employer was liable.Ö¢ i OÇ In 1995, a federal appeals court in the District ofÜÇ Columbia backed off somewhat from automatic liabilityÜÇ of the employer for acts of supervisors.ÜÜÇ It said that an organization that takes energeticÜÇ measures to discourage sexual harassment in theÜÇ workplace couldn't be held liable for a supervisor whoÜÇ raped an employee at an employee facility. WhileÜÇ employers hailed the decision, it's a controversial oneÜÇ and other courts can be expected to take a further lookÜÇ at what the standard is for liability.Ö¢ i OÇÜÇ ÄTheÅ ÄsafestÅ ÄcourseÅ ÄatÅ ÄtheÅ ÄmomentÅ ÄisÅ ÄtoÅ ÄassumeÅ ÄthatÅ ÄevenÅÜÇ ÄflirtingÅ ÄandÅ ÄcomplimentsÅ ÄonÅ ÄaÅ Äperson'sÅ ÄdressÅ ÄmayÅ ÄbeÅÜÇ ÄheldÅ ÄtoÅ ÄbeÅ ÄsexualÅ ÄharassmentÅ ÄifÅ ÄtheÅ ÄsubjectÅ ÄobjectsÅ ÄorÅÜÇ ÄifÅ ÄtheÅ ÄsupervisorÅ ÄshouldÅ ÄhaveÅ ÄknownÅ ÄthatÅ ÄtheÅ ÄbehaviorÅÜÇ ÄwasÅ Äoffensive,Å ÄembarrassingÅ ÄorÅ Ädemeaning.ÅÖ¢ i OÇ The reasoning is that compliments on an employee'sÜÇ physical appearance implies that the person is valuedÜÇ for her/his sexuality rather than for her (or his)ÜÇ ability or performance.ÜÜÇ A man may think flirting is harmless enough, but aÜÇ woman may feel harassed because the attention is paidÜÇ to her appearance rather than to her competence.Ö ¢ iOÜÇ The EEOC definition says that some behaviors have to beÜÇ ÄunwelcomeÅ as well as sexual in nature before they wouldÜÇ be considered sexual harassment.ÜÜÇ For example, if someone tells a dirty joke and no oneÜÇ objects, that would probably not be sexual harassment.ÜÇ But if someone objected and the jokester persisted andÜÇ continued to tell off-color stories in that listener'sÜÇ presence, then a case for harassment might be made.ÜÇ The courts have agreed that such behavior may beÜÇ offensive to the point where it interferes with aÜÇ person's work.Ö!¢ i OÇ Some male executives have concluded that they cannotÜÇ even compliment their secretary on her dress withoutÜÇ risking a charge of sexual harassment.ÜÜÇ That probably overstates the situation.ÜÜÇ We don't want to make everyone so uptight that they areÜÇ afraid to say anything nice to a person of the otherÜÇ sex for fear of causing a lawsuit.Ö"¢ i OÇ As a guideline, a person might ask himself whether:ÜÜÇ his statement or action is likely to embarrassÜÇ or offend the personÜÜÇ the statement, if made in a group setting, mightÜÇ result in some listeners drawing a conclusionÜÇ about a sexual relationship between the twoÜÜÇ In those circumstances, it is possible a complimentÜÇ might be interpreted as a form of sexual harassment.Ö#¢ i OÇ To be safe, the best course of action is:ÜÜÇ 1) Never compliment someone of the other sex onÜÇ anything but the quality of his or her workÜÇ 2) Never compliment a person of the other sex onÜÇ their physical appearance or clothingÜÇ 3) Consider carefully whether the compliment mightÜÇ embarrass or offend the other person, or ifÜÇ someone overhearing it might draw an inappropriateÜÇ conclusion about your relationshipÜÇ 4) All of the above are correctÖ$1$2%3&4¢ iOÇ ÄTHAT'SÅ ÄAÅ ÄLITTLEÅ ÄTOOÅ ÄEXTREME,Å ÄçÅÖ'¢ iOÇ ÄVERYÅ ÄGOODÅÖ(¢ iOÇ ÄONLYÅ ÄTHEÅ ÄTHIRDÅ ÄSTATEMENTÅ ÄISÅ ÄCORRECTÅÖ'¢ i OÇ As a general rule, the courts are not saying you cannotÜÇ compliment a person of the other sex, only that youÜÇ need to be sure that the compliment will not offendÜÇ that person or be misinterpreted by a third party whoÜÇ overhears your conversation.ÜÜÇ And if there is any hint that the person resents theÜÇ compliment or any attention to her (or his) appearance,ÜÇ by all means watch your tongue.Ö(¢ i OÇ Some people are under the mistaken impression that menÜÇ are never harassed by women in the workplace. That isÜÇ not true--in fact, about 10% of the harassment casesÜÇ filed with the EEOC involve women who are alleged toÜÇ have harassed men.ÜÜÇ Frequently, those incidents include women supervisorsÜÇ who pester a male for dates, monitor their activitiesÜÇ (at work and off) more closely than they do womenÜÇ employees and make it clear that the fellow's futureÜÇ with the organization requires sexual involvement withÜÇ that supervisor. Later in this program, we'll note anÜÇ even worse situation where a male won a $1.1 millionÜÇ dollar judgment against his female supervisor.Ö)¢ i OÇ A 1985 survey found that 37% of the men polled statedÜÇ they had experienced sexual harassment on the job.ÜÇ Further analysis showed that few of those incidentsÜÇ appeared to be harassment--they were sexual overturesÜÇ initiated by women, but were not regarded as offensiveÜÇ or unwelcome in most cases.ÜÜÇ Other studies, done in 1981 and 1987, found that 14-15%ÜÇ of men who responded to the surveys had experiencedÜÇ sexual harassment on the job.Ö*¢ - (MÜ Late in 1994, the Wall StreetÜ Journal reported a complaintÜ filed by eight men against theÜ Jenny Craig company for lewdÜ comments by their female super-Ü visors and other conduct thatÜ discriminated against men inÜ that woman-dominated company.Ö+¢ i OÇ One of the reasons why sexual harassment is a touchyÜÇ subject is that people are unsure of the boundaries ofÜÇ permissible and impermissible conduct. We'll focus ourÜÇ attention on that problem shortly, but for now, here isÜÇ one generalization worth remembering:ÜÜÇ Women are three to five times more likely than menÜÇ to be subjected to various types of harassingÜÇ behavior, according to a finding by the New YorkÜÇ Task Force on Sexual Harassment in December 1993.Ö,¢ i OÇ There are many acts which do not depend upon the victimÜÇ objecting or do not have to be repeated in order to beÜÇ sexual harassment. How do you interpret a male co-ÜÇ worker who obviously brushes against a female employee,ÜÇ touches her hair and blows in her ear?ÜÜÇ 1) No doubt--an obvious case of harassmentÜÇ 2) Probably harassment, but I'd like to know moreÜÇ about the past relationship between the twoÜÇ 3) No harassment is involved because he may notÜÇ realize his actions are unwelcomeÖ-1.203¢ iOÇ ÄTHAT'SÅ ÄMYÅ ÄINTERPRETATION,Å ÄTOOÅÖ2¢ iOÇ ÄYOUÅ ÄAREÅ ÄTOOÅ ÄCAUTIOUS,Å Äç--Å ÄTHISÅ ÄISÅ ÄPRETTYÅ ÄCLEARÅÖ/¢i OÇ Although courts may look at the likely interpretationÜÇ of a reasonable person when determining whether thereÜÇ was sexual harassment, your focus here should be on theÜÇ behavior, not the victim's reaction because of aÜÇ possible relationship between the two people.ÜÜÇ That sort of touching or fondling is a very frequentÜÇ complaint of women in the workplace and you shouldn'tÜÇ need to know the personal history of the parties toÜÇ determine that ÄinÅ ÄmostÅ Äcases,Å ÄtheÅ ÄbehaviorÅ ÄisÅ ÄlikelyÅ ÄtoÅÜÇ ÄbeÅ Äoffensive,Å ÄembarrassingÅ ÄorÅ ÄdemeaningÅ.Ö2¢ iOÇ ÄINCORRECTÅÖ1¢ i OÇ Some actions (or words) are so obviously sexual inÜÇ nature and so likely to be regarded as offensive,ÜÇ embarrassing or demeaning today that the man in thisÜÇ case cannot plead ignorance.ÜÜÇ If a "reasonable person" considered touching, fondlingÜÇ and similar behaviors to be embarrassing, demeaning orÜÇ humiliating, it would not have to be repeated for theÜÇ courts to find that she had been harassed.Ö2¢ i OÇ A landmark decision of the New Jersey Supreme CourtÜÇ noted that there are differences in the way sexualÜÇ comments and conduct on the job are perceived by menÜÇ and women. The court cited one expert who argued thatÜÇ men consider sexual comments and conduct asÜÇ "comparatively harmless amusement."ÜÜÇ When sexual comments or conduct are directed at men,ÜÇ many (perhaps even most men) are apt to find itÜÇ harmless and even flattering--and they are unlikely toÜÇ consider it insulting or intimidating.Ö3¢ i OÇ To illustrate the double standard, suppose that a maleÜÇ supervisor who often touched women subordinates on theÜÇ shoulder, back or arm was in turn repeatedly touched onÜÇ the same places by his (gay) male supervisor. Do youÜÇ think he'd be flattered and amused by that behavior?ÜÜÇ 1) Not for a moment. He is likely to regard it asÜÇ extremely insulting and offensive.ÜÇ 2) Sure. He'd be pleased that his boss liked him andÜÇ might well be flattered by the attention.Ö4152¢iOÇ ÄYOUÅ ÄBETCHA!ÅÖ6¢ iOÇ ÄC'MON,Å Äç,Å ÄGETÅ ÄREALÅÜÜÇ Most men would find it uncomfortable, offensive, andÜÇ perhaps an insult to their masculinity.Ö6¢ i OÇ One test of sexual harassing behavior such as touchingÜÇ or sexually-oriented comments generally involves theÜÇ severity and the pervasiveness (how often or common) ofÜÇ the behavior.ÜÜÇ ÄMostÅ ÄsexualÅ ÄharassmentÅ ÄcomplaintsÅ ÄallegeÅ ÄnumerousÅÜÇ ÄincidentsÅ Äthat,Å ÄifÅ ÄconsideredÅ Äindividually,Å ÄwouldÅÜÇ ÄbeÅ ÄinsufficientlyÅ ÄsevereÅ ÄtoÅ ÄfileÅ ÄaÅ Äcomplaint,Å ÄbutÅÜÇ ÄwhenÅ ÄconsideredÅ Ätogether,Å ÄareÅ ÄcommonÅ ÄenoughÅ ÄtoÅ ÄmakeÅÜÇ ÄtheÅ ÄworkÅ ÄenvironmentÅ ÄintimidatingÅ ÄorÅ Ähostile.ÅÖ7¢ i OÇ The more serious the behavior, the less important it isÜÇ that the victim has made it known that the behavior isÜÇ unwelcome. Some behaviors are so outrageous that aÜÇ single instance is sufficient for the courts to find inÜÇ the victim's favor.ÜÜÇ Now let's see if you can recall the basic conditionsÜÇ for sexual harassment.Ö8¢ i OÇ According to court rulings, certain conditions have toÜÇ be met for behavior to be sexual harassment. Put an XÜÇ in the blank by each true condition; use the arrow keysÜÇ to move the cursor and hit <Enter> when you're allÜÇ done. Use the <Backspace> if you want to change anÜÇ answer.ÜÜÇ __ The behavior has to be unwelcomeÜÇ __ The behavior has to be repeated or severeÜÇ __ The behavior has to be ignored by managementÜÇ __ The behavior can be physical or verbalÜÇ __ The behavior has to be sexual in nature orÜÇ directed primarily at one sexÜÇ __ The act has to be directed at the opposite sexÖ:XXOXXOσΣ±@âµ9¢ iOÇ ÄVERYÅ ÄGOODÅÖ=¢ iÄXÅÜÄXÅÜÜÄXÅÜÄXÅÇÜ ÄTheseÅ ÄareÅ ÄtheÅ ÄitemsÅ ÄyouÅ ÄshouldÅ ÄhaveÅ Ächecked,Å Äç.ÅÖ=σΣ±±qµ;¢ i OÇ While some behaviors have to be repeated in order forÜÇ them to be considered sexual harassment, other acts areÜÇ so outrageous on their face that a single instance isÜÇ sufficient. (A quid pro quo incident, for example.)ÜÜÇ In general, however, flirting, telling off-colorÜÇ stories and things of that sort probably would have toÜÇ be repeated despite objections in order to sustain aÜÇ case of sexual harassment.Ö=σΣe±üµ<¢i OÇ Although we talk about cases, complaints and legalÜÇ actions here, ç, your emphasis should be directedÜÇ towards creating and maintaining a hospitable workingÜÇ environment. Most people are not going to complain,ÜÇ much less take a relatively minor incident to court,ÜÇ because they don't want to be known as troublemakers.ÜÜÇ But even small incidents, repeated only occasionally,ÜÇ can create a work environment that is unpleasant andÜÇ less than optimally productive.Ö=¢ iOÇ î┌Ç4─î┐ÜÇ î│ ÄTheÅ ÄtestsÅ ÄforÅ ÄsexualÅ ÄharassmentÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ We'll get into a close examination of the conditions inÜÇ a later lesson, but at the very minimum, sexualÜÇ harassment has to meet these tests:ÜÜÇ ÄÅ ÄItÅ ÄhasÅ ÄtoÅ ÄbeÅ ÄunwelcomeÅÜÜÇ ÄÅ ÄItÅ ÄcanÅ ÄbeÅ ÄverbalÅ ÄorÅ ÄphysicalÅÜÜÇ ÄÅ ÄItÅ ÄhasÅ ÄtoÅ ÄbeÅ ÄsexualÅ ÄinÅ ÄnatureÅ ÄorÅ ÄdirectedÅÜÇ ÄprimarilyÅ ÄatÅ ÄoneÅ ÄsexÅÖ>¢ i OÇ Let's look at each of those requirements.ÜÜÇ ÄTheÅ ÄbehaviorÅ ÄhasÅ ÄtoÅ ÄbeÅ Äunwelcome.ÅÜÜÇ If two people are joking around, each telling dirtyÜÇ stories or making comments with a sexual innuendo, thatÜÇ will not constitute sexual harassment because itÜÇ appears that the comments are not unwelcome and in factÜÇ may be mutually enjoyable.Ö?¢ i OÇ Here's the second requirement:ÜÜÇ ÄTheÅ ÄbehaviorÅ ÄmayÅ ÄbeÅ ÄverbalÅ ÄorÅ Äphysical.ÅÜÜÇ Sexual harassment does not have to involve any sort ofÜÇ physical touching or contact. Words alone may beÜÇ harassing. Similarly, a leer or facial expression orÜÇ body gesture may constitute harassment under certainÜÇ circumstances.Ö@¢ i OÇ And the third standard is this:ÜÜÇ ÄTheÅ ÄbehaviorÅ ÄhasÅ ÄtoÅ ÄbeÅ ÄsexualÅ ÄinÅ ÄnatureÅ ÄorÅ ÄdirectedÅÜÇ ÄprimarilyÅ ÄatÅ ÄoneÅ Äsex.ÅÜÜÇ Many working environments are unpleasant, intimidatingÜÇ and even hostile. Sweatshops and assembly lines can beÜÇ tough places to make a living and anyone who's been aÜÇ waitress will testify that that can be a harassingÜÇ experience from other employees as well as customers.ÜÇ But that fact does not constitute sexual harassmentÜÇ unless the behavior appears to be directed primarilyÜÇ at, or affects one sex.ÖA¢i OÇ If the conditions affect only one sex, it is possibleÜÇ that the working environment might be regarded asÜÇ sexual harassment, but it is more likely to be a caseÜÇ of ÄsexualÅ ÄdiscriminationÅ than harassment.ÜÜÇ Sexual harassment is a form of discrimination, but notÜÇ all sexual discrimination is sexual harassment.ÖB¢ - "KpÜ For example, a shipyard in FloridaÜ maintained a "boy's club" atmosphereÜ with a "constant visual assault onÜ the sensibilities of female workers."Ü The pictures included pinup calendarsÜ and close-ups of female genitalsÜ which were posted on the walls.ÜÜ The judge in that case ruled that theÜ sexualized atmosphere had the effectÜ of keeping women out of the shipyard.ÖC¢ iOÜÇ That shipyard example is an instance of the "hostileÜÇ working environment" and it was regarded as harassment,ÜÇ not sexual discrimination. We'll have more to sayÜÇ about that in the next lesson; for now, look again atÜÇ the EEOC's definition of sexual harassment:ÜÜÇ ÄunwelcomeÅ ÄbehaviorÅ ÄwithÅ ÄaÅ ÄsexualÅ ÄcontentÅ Ä[that]ÅÜÇ ÄresultsÅ ÄinÅ ÄaÅ ÄworkingÅ ÄenvironmentÅ ÄthatÅ ÄisÅ Ähostile,ÅÜÇ ÄoffensiveÅ ÄorÅ ÄintimidatingÅ ÄorÅ ÄsoÅ ÄnegativeÅ ÄthatÅ ÄitÅÜÇ ÄaffectsÅ ÄtheÅ Äemployee'sÅ ÄabilityÅ ÄtoÅ ÄdoÅ Ähis/herÅ ÄjobÅÜÜÇ There is little doubt in the court's mind that theÜÇ environment in that shipyard affected a woman's abilityÜÇ to perform effectively.ÖD¢ i OÇ If a person complains of sexual harassment and the caseÜÇ winds up in a formal hearing or in court, there areÜÇ other conditions and tests that must be met in orderÜÇ for the complainant to prevail, but for the moment, allÜÇ you need to recall is that the behavior:ÜÜÇ ÄÅ ÄmustÅ ÄbeÅ ÄunwelcomeÅÜÜÇ ÄÅ ÄmayÅ ÄbeÅ ÄphysicalÅ ÄorÅ ÄverbalÅÜÜÇ ÄÅ ÄisÅ ÄsexualÅ ÄinÅ ÄnatureÅ ÄorÅ ÄaffectingÅ ÄonlyÅ ÄoneÅ ÄsexÅÖE¢ i OÇ We'll provide practice on recognizing sexual harassmentÜÇ in the next lesson, ç, but now let's spend a fewÜÇ minutes considering the extent and seriousness ofÜÇ sexual harassment in the workplace.ÖFσΣe±üµG¢ iOÇ î┌Ç4─î┐ÜÇ î│ ÄWhyÅ ÄbeÅ ÄconcernedÅ ÄaboutÅ ÄsexualÅ Äharassment?ÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ It may seem that sexual harassment was discovered onlyÜÇ as a result of the charges by Anita Hill during theÜÇ Supreme Court confirmation hearings on Clarence Thomas.ÜÇ That just brought the problem to general attention.ÜÜÇ Surveys have indicated that ÄmoreÅ ÄthanÅ ÄhalfÅ the workingÜÇ women in the U.S. feel that they have been subjected toÜÇ some form of sexual harassment (not just sexualÜÇ discrimination) at some time in their careers.ÖH¢iOÇ î┌Ç4─î┐ÜÇ î│ ÄWhyÅ ÄbeÅ ÄconcernedÅ ÄaboutÅ ÄsexualÅ Äharassment?ÅÇ î│ÜÇ î└îÇ4─┘îÜÜÇ As a supervisor, you are in a position to make theÜÇ organization's policy on sexual harassment effective orÜÇ to expose it to a great financial liability, andÜÇ yourself as well. Everything you do is assumed to beÜÇ done with the knowledge and consent of your employer.ÜÇ What you tolerate in others sends a signal to all thatÜÇ the organization is serious about sexual harassment.ÜÜÇ If you ignore it, that sends a different signal.ÖH¢ i OÇ The problem of sexual harassment in the workplace isÜÇ widespread, even though it may not have gained muchÜÇ attention until recently.ÖI¢ - #KpÜÜÇ A 1988 survey of Fortune 500ÜÇ companies showed that 90% hadÜÇ had complaints of sexual harass-ÜÇ ment lodged against them, andÜÇ more than a third of the companiesÜÇ had been sued at least once.ÜÜÇ Nearly a fourth of those companiesÜÇ had been sued repeatedly.ÖJ¢ - FqÜ The National Law Journal publishedÜ a study in 1989 based on interviewsÜ with 918 women attorneys. SixtyÜ percent of them said unwanted sexualÜ attention (touching, pinching,Ü comments, looks, gestures and sexualÜ remarks) at work was a major problem.ÜÜ Clients and colleagues were mentionedÜ about as often as supervisors as theÜ offending party.ÖK¢ -CpÜÜ In surveys of federal employees andÜ military personnel that go back toÜ the early 1980's, anywhere from 40%Ü to 64% of women reported they hadÜ been subjected to harassing behavior,Ü most from co-workers rather thanÜ supervisors.ÖL¢ iOÜÇ Here are excerpts from newspaper clippings that haveÜÇ appeared in recent years:ÜÜÇ ÄAÅ ÄnewÅ ÄnationwideÅ ÄsurveyÅ ÄofÅ ÄfemaleÅ ÄrabbisÅ ÄindicatedÅ ÄthatÅÜÇ Ä70Å ÄpercentÅ ÄexperiencedÅ ÄsexualÅ ÄharassmentÅ ÄinÅ ÄconnectionÅÜÇ ÄwithÅ ÄtheirÅ Äwork.Å ÄOfÅ ÄthoseÅ ÄreportingÅ ÄtheÅ Äharassment,Å Ä60ÅÜÇ ÄpercentÅ ÄsaidÅ ÄitÅ ÄhadÅ ÄcomeÅ ÄfromÅ ÄlayÅ ÄpeopleÅ ÄandÅ Ä25Å ÄpercentÅÜÇ ÄsaidÅ ÄitÅ ÄhadÅ ÄcomeÅ ÄfromÅ ÄotherÅ Ärabbis.Å ÄTheÅ ÄresultsÅ ÄareÅÜÇ ÄsimilarÅ ÄtoÅ ÄthoseÅ ÄfoundÅ ÄinÅ ÄaÅ ÄsurveyÅ ÄofÅ ÄfemaleÅ ÄministersÅÜÇ ÄinÅ ÄtheÅ ÄUnitedÅ ÄMethodistÅ ÄChurchÅ ÄthreeÅ ÄyearsÅ Äago.ÅÜÇ ÄSeventy-sevenÅ ÄpercentÅ ÄreportedÅ ÄsexualÅ Äharassment,Å Ä41ÅÜÇ ÄpercentÅ ÄofÅ ÄitÅ ÄfromÅ ÄotherÅ Äministers.ÅÜÜÇ% New York Times, August 28, 1993ÖM¢ iOÇ ÄInÅ Ä1989,Å ÄtheÅ ÄNationalÅ ÄLawÅ ÄJournalÅ ÄconductedÅ ÄaÅ ÄsurveyÅ ÄofÅÜÇ Ä900Å ÄwomenÅ ÄinÅ ÄtheÅ ÄtopÅ Ä250Å ÄlawÅ ÄfirmsÅ ÄinÅ ÄtheÅ ÄUnitedÅÜÇ ÄStates.Å ÄTheÅ ÄJournalÅ ÄreportedÅ Ä"sixtyÅ ÄpercentÅ ÄofÅ ÄwomenÅÜÇ ÄrespondingÅ ÄsaidÅ ÄtheyÅ ÄhadÅ ÄexperiencedÅ ÄunwantedÅ ÄsexualÅÜÇ ÄattentionÅ ÄofÅ ÄsomeÅ Äkind.Å ÄSuperiors,Å ÄcolleaguesÅ ÄandÅÜÇ ÄclientsÅ ÄwereÅ ÄallÅ ÄnamedÅ ÄasÅ ÄsourcesÅ ÄofÅ ÄtheÅ ÄunwelcomeÅÜÇ Äattention.ÅÜÜÇ (New York) Governor's Task Force on Sexual HarassmentÜÇ7 December 1993ÖN¢ iOÇ ÄAnÅ ÄassistantÅ ÄcommissionerÅ ÄforÅ ÄhumanÅ ÄresourcesÅ ÄandÅÜÇ ÄaffirmativeÅ ÄactionÅ ÄatÅ ÄtheÅ ÄNewÅ ÄYorkÅ ÄDepartmentÅ ÄofÅÜÇ ÄEnvironmentalÅ ÄConservationÅ Ä(theÅ ÄofficialÅ ÄresponsibleÅÜÇ ÄforÅ ÄsexualÅ ÄharassmentÅ Äinvestigations)Å ÄwasÅ ÄdismissedÅÜÇ ÄafterÅ ÄbeingÅ ÄaccusedÅ ÄofÅ ÄsexuallyÅ ÄharassingÅ ÄatÅ ÄleastÅ ÄoneÅÜÇ ÄofÅ ÄhisÅ Äemployees.Å ÄHeÅ ÄrepeatedlyÅ ÄusedÅ Äprofane,ÅÜÇ ÄoffensiveÅ ÄandÅ ÄsexuallyÅ ÄoffensiveÅ ÄlanguageÅ ÄinÅ ÄtheÅÜÇ ÄpresenceÅ ÄorÅ ÄhearingÅ ÄofÅ ÄaÅ ÄnumberÅ ÄofÅ ÄhisÅ ÄfemaleÅ Ästaff.ÅÜÜÇ# New York Times, October 15, 1993ÖO¢ iOÇ ÄAÅ ÄfederalÅ ÄjudgeÅ ÄhasÅ ÄruledÅ ÄthatÅ ÄtheÅ ÄLehighÅ ÄValleyÅÜÇ ÄCarpentersÅ ÄLocalÅ Ä600Å ÄdistributedÅ Ä"girlie"Å ÄcalendarsÅÜÇ ÄfromÅ Ä1987Å ÄtoÅ Ä1990Å Ä.Å Ä.Å Ä.Å ÄtheÅ ÄpicturesÅ ÄcreatedÅ ÄaÅ ÄhostileÅÜÇ ÄworkÅ ÄenvironmentÅ ÄforÅ ÄfemaleÅ ÄunionÅ Ämembers.ÅÜÜÇ Human Resource Executive, September 1993ÖP¢ iOÇ ÄAÅ ÄmanÅ ÄinÅ ÄchargeÅ ÄofÅ ÄinvestigatingÅ ÄmisconductÅ ÄinÅ ÄscienceÅÜÇ ÄforÅ ÄtheÅ ÄFederalÅ ÄGovernmentÅ ÄhasÅ ÄbeenÅ ÄaccusedÅ ÄofÅÜÇ ÄmisconductÅ ÄofÅ ÄanotherÅ Äsort:Å ÄsexuallyÅ ÄharassingÅ ÄanÅÜÇ ÄofficeÅ ÄmanagerÅ ÄbyÅ ÄseekingÅ ÄsexualÅ ÄfavorsÅ ÄfromÅ ÄherÅ ÄinÅÜÇ ÄreturnÅ ÄforÅ ÄgoodÅ ÄemployeeÅ Äratings.ÅÜÜÇ& New York Times, August 8, 1993ÖQ¢ iOÇ ÄAÅ ÄNewÅ ÄJerseyÅ ÄSuperiorÅ ÄCourtÅ ÄjudgeÅ ÄwasÅ ÄsuspendedÅ ÄinÅ ÄaÅÜÇ ÄsexualÅ ÄharassmentÅ ÄcaseÅ ÄinvolvingÅ ÄhisÅ ÄformerÅ ÄlawÅ Äclerk.ÅÜÜÇ (Newark) Star-Ledger, August 1, 1993ÖR¢ iOÇ ÄAÅ ÄCaliforniaÅ ÄjuryÅ ÄrecentlyÅ ÄawardedÅ ÄmoreÅ ÄthanÅ Ä$1Å ÄmillionÅÜÇ ÄtoÅ ÄaÅ ÄmanÅ ÄinÅ ÄaÅ ÄsexualÅ ÄharassmentÅ ÄsuitÅ ÄheÅ ÄhadÅ ÄfiledÅÜÇ ÄagainstÅ ÄhisÅ ÄformerÅ ÄemployerÅ ÄandÅ ÄhisÅ Äboss,Å ÄtheÅ Äcompany'sÅÜÇ ÄchiefÅ ÄfinancialÅ ÄofficerÅ ÄandÅ ÄdirectorÅ ÄofÅ Äpersonnel.ÅÜÇ ÄAccordingÅ ÄtoÅ ÄtheÅ Äcomplaint,Å ÄhisÅ ÄbossÅ ÄwouldÅ ÄregularlyÅÜÇ ÄcloseÅ ÄtheÅ ÄdoorÅ ÄtoÅ ÄhisÅ Äoffice,Å ÄembraceÅ ÄandÅ ÄkissÅ ÄhimÅ ÄandÅÜÇ ÄmakeÅ ÄclearÅ ÄherÅ ÄsexualÅ ÄinterestÅ ÄinÅ ÄhimÅ ÄevenÅ ÄafterÅ ÄheÅÜÇ ÄinformedÅ ÄherÅ ÄthatÅ ÄheÅ ÄwasÅ ÄengagedÅ ÄtoÅ ÄbeÅ Ämarried.ÅÜÜÇ! Human Resource Executive, July 1993ÖS¢ iOÇ ÄFiftyÅ ÄpercentÅ ÄofÅ ÄtheÅ ÄwomenÅ ÄwhoÅ ÄworkÅ ÄinÅ ÄCongressionalÅÜÇ ÄofficesÅ ÄpolledÅ Ä[byÅ ÄtheÅ ÄWashingtonÅ ÄbureauÅ ÄofÅ ÄParadeÅÜÇ ÄMagazine]Å ÄandÅ Ä40%Å ÄofÅ ÄtheÅ ÄwomenÅ ÄpolledÅ ÄwhoÅ ÄworkÅ ÄinÅÜÇ ÄfederalÅ ÄagenciesÅ ÄsaidÅ ÄtheyÅ ÄhadÅ ÄbeenÅ ÄsexuallyÅ Äharassed.ÅÜÜÇ" Parade Magazine, November 22, 1991ÖT¢ i OÇ In virtually all those cases, ç, the individualÜÇ knew or should have known that the verbal or physicalÜÇ behavior was intimidating, offensive, threatening orÜÇ humiliating.ÜÜÇ We should point out that in some of those cases, theÜÇ accused individual denied the charges, but resignedÜÇ rather than endure the trial and bad publicity.ÖU¢ i OÇ Let me ask a personal question, ç.ÜÜÇ Have you ever been subjected to, witnessed or heardÜÇ about unwelcome sexual behavior at work?ÜÜÇ 1) YesÜÇ 2) NoÖV1W2¢ iOÇ ÄYourÅ ÄexperienceÅ ÄisÅ ÄconsistentÅ ÄwithÅ ÄtheÅ ÄnationwideÅÜÇ ÄsurveyÅ Ädata.ÅÖX¢ iOÇ ÄYourÅ ÄemployerÅ ÄandÅ ÄfellowÅ ÄemployeesÅ ÄareÅ ÄtoÅ ÄbeÅ Äcommended.ÅÖX¢ i OÇ In our judgment, the problem is not more serious orÜÇ more widespread now than before--it's just that it isÜÇ now being recognized and reported more than ever.ÜÜÇ And there is a growing realization that behavior thatÜÇ was once winked at--the "boys will be boys" attitude--ÜÇ is now no longer acceptable and will not be tolerated.ÖY¢ i OÇ There are several reasons why the problem has goneÜÇ largely unreported in the past:ÜÜÇ Many women believed reporting it wouldn't have madeÜÇ any differenceÖZ¢ iOÇ Although bothered by the abuse, they don't want toÜÇ make a big deal of the incident out of concern forÜÇ their jobs or careers, and don't want to be seen asÜÇ someone who runs to a supervisor with every problemÖ[¢ iOÇ Some may have felt that they were to blame for theÜÇ incidentÖ\¢i OÇ What ÄhasÅ changed is that the public recognizes that theÜÇ old behaviors were unfair and demeaning--that no personÜÇ should have to put up with abuse in order to earn aÜÇ living. That recognition now increasingly extends toÜÇ include gays and lesbians--people with a differentÜÇ sexual orientation, and is protected by law in eightÜÇ states.ÜÜÇ Perhaps the surprising thing in a country where halfÜÇ the adult women now work outside the home, is that itÜÇ took so long for this attitude to sink in.Ö]¢ i OÇ There's little doubt that sexual harassment results inÜÇ economic hardship--to the individual and to the firmÜÇ through lost productivity. Anyone who is subjected toÜÇ sexual harassment is going to have problems focusing onÜÇ the task, will be de-motivated, and a significantÜÇ number will simply leave rather than fight the problem.Ö^¢ i OÇ A 1988 study of 160 large companies concluded thatÜÇ sexual harassment cost the average big company $6.7ÜÇ million per year in absenteeism, low productivity andÜÇ turnover. It did not count the costs of a legalÜÇ defense, time lost investigating the complaint or in aÜÇ tarnished public image.Ö_¢ i OÇ That study also showed that women are nine times asÜÇ likely to transfer and three times as likely to loseÜÇ their jobs because of a sexual harassment problem.ÜÜÇ 25% of women who believe they have been harassedÜÇ have been dismissed or have quit.ÜÜÇ Of those who stay, 12% reported stress-related healthÜÇ problems and 27% claimed undermined self-confidence andÜÇ long-term career damage.Ö`¢ i OÇ But this is not simply an economic or productivityÜÇ issue--it's a matter of fairness and a matter of law.ÜÜÇ ÄSexualÅ ÄharassmentÅ ÄisÅ ÄagainstÅ ÄtheÅ Älaw.ÅÜÜÇ Victims are suing in court, and winning substantialÜÇ sums from employers who permit sexual harassment in theÜÇ work environment, and from individuals (supervisors andÜÇ fellow employees) who commit the harassment. Awards ofÜÇ hundreds of thousands of dollars are not uncommon. ForÜÇ example, Chevron recently settled a complaint by fourÜÇ women for $2.2 million and Walmart is appealing a $50ÜÇ million jury award against it. There is real personalÜÇ and employer liability for acts of sexual harassment.Öa¢ iOÇ î┌Ç4─î┐ÜÇ î│ ÄReviewÅÇ- î│ÜÇ î└îÇ4─┘îÜÜÇ Let's conclude this lesson with three True-FalseÜÇ questions just to make sure that we haven't left youÜÇ dazed and confused about sexual harassment.ÜÜÇ __ A prominently displayed "girlie" calendar might beÜÇ considered offensive to a reasonable person. AÜÇ wise employer who does not want to face a sexualÜÇ harassment suit should prohibit displaying thatÜÇ kind of material in the workplace.Öbc¢ iOÇ ÄCORRECTÅÖd¢ iOÇ ÄINCORRECTÅÜÜÇ We mentioned two cases in his lesson that involved theÜÇ display of "girlie" calendars--in both cases, the courtÜÇ said such displays constituted a hostile workingÜÇ environment.Öd¢ i OÇ __ Men have the same rights as women under the lawÜÇ and can file a complaint if they feel they haveÜÇ been sexually harassed at work.Öef¢ iOÇ ÄOFÅ ÄCOURSEÅÖg¢ iOÇ ÄINCORRECTÅÜÜÇ The statement is true.Ög¢ i OÇ __ Verbal or physical behavior that is directedÜÇ primarily at one sex, even though it is not sexualÜÇ in itself, may form the basis of a sexual harass-ÜÇ ment complaint. A male supervisor who refers toÜÇ all women as "dumb broads," for example, might beÜÇ regarded as creating an offensive, demeaning workÜÇ environment as far as women are concerned.Öhi¢ iOÇ ÄCORRECTÅÖj¢ iOÇ ÄINCORRECTÅÜÜÇ Both of those statements are true, ç.Öj¢ iOÇ î┌Ç4─î┐ÜÇ î│ ÄConclusionÅÇ) î│ÜÇ î└îÇ4─┘îÜÜÇ That's enough for this lesson, ç.ÜÜÇ In the next lesson we'll explore some of the specificÜÇ behaviors that all employees should be alert to. InÜÇ the third lesson, we'll review your organization'sÜÇ policy on sexual harassment in detail.ÜÜÇ Now we'll return you to the menu where you can go toÜÇ the next lesson or quit and come back later.ÖτΣdüΩ¢