Sexual Harrasment in the workplace

“Sexual Harassment in the Workplace”
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Abstract
Sexual harassment is a custom of sex percipience that infringes the sex discernment laws in the workstation and the “Title VII of the Civil Rights Act of 1964.” The act encompasses unsolicited erotic progress, call for sexual courtesies, vocal or corporeal behavior that is sexual in nature and among many other acts that may intimidate a man or woman sexually (McDonald, 2011). In the past few years, instances of voluptuous pestering have been recounted including legal suits like the cases of Clarence Thomas vs. Anita Hill, Mark Foley, and Bill Clinton vs. Paula. Therefore, it should be noted that the acts have adverse effects on the victims involved in their daily undertakings.
Employers and employees can reduce the act in workplaces through comprehensive/effective training and provision of preventive programs for employees like whistleblowing. Thus, this will assist workers to be in a position to report the acts to relevant authorities so as they get a fair hearing and avoid the adverse implications that are related to the actions (Zamboni, 2009). Therefore, this paper shall apply the cases of Clarence Thomas vs. Anita Hill, Mark Foley, and Bill Clinton vs. Paula and other readings so as to support the hypothesis of the research.
The U.S “EEOC” defines sexual pestering in the workstation as an act that involves undesirable sexual progress or demeanor of erotic nature which arbitrarily hampers with the enactment of an individual’s occupation or crafts a daunting, unreceptive, or belligerent work atmosphere.

The act can range from tenacious invasive sexual puns to incongruous touching and even stationing bellicose material on the bulletin board (McDonald, 2011). Thus, this is a stern delinquent that can transpire to both women and men in either corporeal, vocal or in an inscribed form. Consequently, both the State and Federal decrees have been advanced to guard workforces against erotic harassment at workstations. Title V11 of the Civil rights act views sexual aggravation as a type of sex acumen and serves as the base of sexual provocation prerogatives. In the contemporary world, different studies have proved that the act is less likely to occur in workstations if comprehensive/ effective training and prevention programs for employees like the whistleblower act are improvised by companies (Zamboni, 2009).
Clarence Thomas vs. Anita Hill
In 1991, Anita Hill presented a personal declaration to the “Senate Judicial Committee” contending that Clarence Thomas had sexually agitated her ten years earlier while working for him. The hearing of the case was aired on live television, and the populace viewed the proceedings. The Americans heard how Anita designated the sexually unequivocal remarks that she was exposed to in the workstation and they watched an all-men board interrogate her on every word she altered. Clarence Thomas described the contentions as a futuristic execution since he was about to be ascribed to the Supreme Court following his appointment by President Bush. Despite the testimony being described by many as an X-rated exhibition that was abhorrent and tempting, it did not halt Clarence from being avowed to the Supreme Court (Black & Allen, 2001). Thus, this made the Senate to be viewed as an ill-equipped institution that aims at protecting the male personalities.
Anita Hill’s testimony was tangible and showed the significance of training in the workstation so as to get an enhanced indulgent of the picture of sexual harassment. Therefore, this will help in reducing the rise of filed charges on sexual aggravation and enrich employees with methods of avoiding being victims of the act. On the same note, the training will enable employees to get a sight of the channels of reporting harassment deeds to relevant authorities instead of keeping silent and being affected by the paraphernalia of the act for a long time. Therefore, Anita Hill provided a leeway for women to rise and protect their rights and those of their fellow women. The testimony acted as a vital change of happenings among women who went to the Senate to petition that the men Senators need to view Anita’s assertions earnestly.
In the contemporary world, there has been the development of a better scope of dialectal through which one can express the intricacies of sexual aggravation and pasting on the general dais. Platforms like social media have emerged under which populaces can raise their contentions with just a click of an online button. Thus, if the acts that happened to Anita Hill could have taken place today, women and men in various online platforms will stand with her to push for a fair hearing and persecution of the victims mentioned. Therefore, this performs as a well-shaped program that can help employees prevent and report sexual harassment acts instantly when they take place.
The comportment of Anita during and after the assault was applied against her during the case and made the Senate rule for Thomas. She had followed him from the educational department to the “EEOC,” and she had not officially recounted any of the assaults caused be the defendant. Hence, this made some of the Senators to wonder on why she permitted such a kind of disgraceful conduct to endure without taking any action. Consequently, the annotation that encircled Anita was appalling, but it does not sound different from the contemporary world where ladies censure authoritative men of voluptuous harassment or pasting. Therefore, it is advisable that both women and men take into consideration of the testimony of Anita and devise techniques of reporting and avoiding sexual assault incidences.
Bill Clinton vs. Paula
Paula Jones filed a complaint against Clinton asking reparation for harms after Bill sexually harassed her. She supposed that when Clinton was governor of Arkansas, he sexually harassed and disparaged her after she went open with her indictments. She described events that are claimed to have taken place in 1991 during an official conference that was held in Excelsior Hotel. She said that Ferguson asked her to leave her desk and visit the governor in a business function in the hotel. Consequently, Bill made sexual advances that she vehemently refused to give in. On the same note, she claimed that her superiors at work started to deal with her in a hostile and rude way and they altered her duties so as to punish her for not accepting the advances of Bill (Gould, 2000). Finally, she alleged that when Bill was elected President, Ferguson defamed her and other persons authorized to speak for the president branded her a liar despite the incident taking place.
The case of Bill Clinton vs. Paula shows the significance of whistleblower among women or men who undergo acts of sexual harassment in workplaces. The method will shade light in workplaces and reduce bullying incidences that may arise from superiors to their juniors in their daily activities. On the same note, reporting of the acts will help the victims be compensated for the damages caused by the defendants and other parties who were directly or indirectly involved (Zamboni, 2009). In the long run, sexual harassment cases are less likely to take place since many offenders and those who intend to perform the act will be aware of the consequences that may arise if the victims blow the whistle.
Mark Foley’s Case
Mark Foley’s scandal centered on importuning emails and sexually expressive prompt messages that he sent to teenage boys who had formerly worked as congressional pages. Allegations arose associating Mark to an indecorous behavior with at least two teenagers who served in the congressional pages. Consequently, the acts made Foley step down from the Congress, and it is presumed to have backed to his defeat of control over the Congress in the November 2006 balloting. On the same note, many staff members who worked for Foley resigned following the emergence of the scandal.
The legal suit and public pressure that mounted on Mark Foley depicts the significance of whistleblowing when sexual harassment cases arise among employees (Reeve, 2016). Therefore, management teams of different organizations and corporations need to train their staff on the ways to deal and avoid sexual harassment and assault cases in the workplace. On the same note, institutions need to provide avenues to their employees under which they can report assault cases to relevant authorities so that they can be given a fair hearing. Therefore, the training and provision of preventive programs will make sexual harassment in the workplace to be less likely to occur.
Rule 8
Rule 8 requires discipline definition supervisors to take action on employees who break organizational rules or consistently produce poor work in their daily undertakings. Thus, the rule can be applied by managers or supervisors so as minimize sexual harassment cases in workstations through taking actions on employees who engage in the acts or intend to harass fellow staffs. Therefore, this will ensure that the entire workforce body adheres to the organizational rules and depict respect among one another.
Organizations and different corporations can achieve better results of the applicability of this rule if only they follow the sequence of progressive discipline. The acts include coaching, offering EAP, verbal warnings, written warnings, verbal reprimand, written reprimand, demotion, suspensions, and termination notes. Consequently, this will ensure that different organizations and corporations take appropriate actions when people break the rules or behave in an irresponsible manner. Thus, this will make sure that sexual harassment cases in workstations are less likely to occur since there shall be stipulated consequences for those who may opt to break the rules.
Conclusion
The above discussion depicts the significance of adhering to adequate training and other prevention programs so as to reduce cases of sexual harassment among employees. The discussion has applied the usage of the cases that involved Clarence Thomas vs. Anita Hill, Mark Foley, and Bill Clinton vs. Paula Jones so as to portray the significance of comprehensive/effective training and other prevention programs in reducing harassment cases in workplaces. Thus, if the affected victims in the cases would have been trained and offered diverse prevention programs, they would have been in a position to evade the assault instances. Similarly, corporations and small organizations should institute the application of rule 8 that has been discussed in the paper so as to reduce sexual harassment cases in workstations.
References
Black, A. & Allen, J. (2001). Tracing the legacy of Anita Hill: The Thomas/Hill hearings and media coverage of sexual harassment. Gender Issues, 19(1), 33-52. http://dx.doi.org/10.1007/s12147-001-0003-z
Gould, K. (2000). Beyond Jones v. Clinton: Sexual Harassment Laws & Social Works. Social Work, 45(3), 237-248. http://dx.doi.org/10.1093/sw/45.3.237
McDonald, P. (2011). Workplace Sexual Harassment 30 Years on: A Review of the Literature. International Journal Of Management Reviews, 14(1), 1-17. http://dx.doi.org/10.1111/j.1468-2370.2011.00300.x
Reeve, E. (2016). The page who exposed Congressmen Mark Foley on sexual harassments has come forward, let’s uncover the greatest artifacts of that scandal.. New Republic. Retrieved 9 December 2016, from https://newrepublic.com/minutes/124286/page-exposed-congressman-mark-foley-sexual-harassment-come-forward-unearth-greatest-artifact-scandal
Zamboni, B. (2009). Identity, Training, and Expertise Among Sexual Health Professionals. International Journal Of Sexual Health, 21(2), 132-144. http://dx.doi.org/10.1080/19317610903032237