Hostile Work Environment and Sexual Harassment in the Workplace

Hostile Environment and Sexual Harassment in the Workplace
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Hostile Environment and Sexual Harassment in the Workplace
Hostile work environment and sexual are common incidences in the workplace even though the federal and state laws provide various regulations to protect employees against mistreatment. On the other hand, the #Metoo movement illustrates how sexual harassment has adverse implications on people in various organizations. However, nobody should endure sexual harassment in the workplace since employees have an affirmative obligation to prevent its occurrence by reporting such cases whenever they occur. According to Hersch (2015), sexual harassment includes requests for unwelcome sexual advances, verbal or physical sexual harassment, and sexual comments of offensive nature. Workplace sexual harassment presents various challenges since the victims have constants interactions with the perpetrator, and at times it becomes difficult to air the issues due to fear of retaliation. It is important to note that, sexual harassment creates a hostile work environment for the victim and third parties who may not even be working in the affected organization.
If I am a human resource manager and my immediate supervisor is looking to hire an assistant and my friend has applied and that I have heard rumors about his quid pro quo, I would inform the person of what to expect regarding the behavior and conducts of the supervisor. Information is power and being foretold constitutes being forewarned.

My friend. On the other hand, I would advise my friend what constitutes sexual harassment and actions he can take if the situation persists. At the workplace, we can team up so that we can take legal action against the supervisor. According to Rodman Employment Law (2018), it is essential to document the harassment, and as the situation becomes more pervasive, it is important to keep a note of dates, times, and descriptions. On the other hand, a person can also tell the harasser to stop by informing him that his conducts are unwelcome. Additionally, informing the employer can be a significant step in taking preventive actions.

References
Hersch, J. (2015). Sexual harassment in the workplace. America Journal of Psychology, 1-10. Doi: 10.15185/izawol .188.
Rodman Employment Law. (2018, April 8). #MeToo In the Workplace: Sexual Harassment in the Workplace and What You Can Do About It. Retrieved from RodMan Employment Law: https://rodmanemploymentlaw.com/me-too-in-the-workplace/