Workplace Harrassment

Workplace Harassment
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Institution Affiliation
I agree that Sexual harassment is being experienced not only in the United States but also by women all over the world. Women doing different jobs for example teachers, nurses, police officers, accountants, journalist and many others have reported of cases of sexual harassment in their lines of duties. Some women may be looking for high positions, promotions or even may want some favors from their bosses at the workplace. The employers may take advantage and ask for sexual intercourse. Many are those who after they have been harassed cannot complain or open up to anyone. The survey shows that for every three women one of them has been sexually harassed and for every seventy-one percentage cases of sexual harassment have not been reported since one may fear of her security or get fired (Carlson, 2018).  One may also end up losing self-confidence. Those affected by sexual harassment should know they have a right to speak out since an organization is ready to hear them out and punish the culprits. Myths related to sexual harassment, for example, women bring it all on themselves maybe on how they dress is an excuse for perpetrators.
Organization culture may lead its workers to harassment whereby those in big positions may dictate to the workers with maybe lower positions on how to dress and complete their work. Negative emotional change and influence may be experienced and associated with sexual harassment. Some of the ways that may be used to reduce sexual harassment may include, training employees what harassment is how to recognize it and how to report it in case of any arises.

Those affected should know that by turning standards and enablers into allies helps them in one way or another since ninety-eight percent of United States corporations have sexual harassment policies and seventy percent have prevention programs that may assist them in such conditions (Bernstein, 2018). People should take advantage and report such cases. Through implementing reviving and updating one policy may help employees if such conditions come up. Formal complaint system that acknowledges the victims’ rights and security should be provided for one to come forward and report the assault. Laws should be changed and those bringing the allegations should be protected and promised to be safeguarded if they report the claim to avoid getting bullied. For the one found guilty, the company should be ready to fire the culprit.
A company can implement a workplace culture that encourages people to come out and speak about their experiences of sexual violence in the workplace. A code of conduct can help a company ensure that its employees follow the rules and therefore are prohibited from sexually harassing women, people from disadvantaged groups and others. A company can ensure that employees are trained in how to detect sexual violence Acts. A Company needs to have a formal way in which employees report sexual harassment. This situation will encourage more women to come out and speak about their experiences with sexual violence (Bernstein, 2018).
Further, there needs to be a way of punishing offenders. Punishment helps to discourage people from repeating the same behavior in future. The company can also implement security cameras and recorders in areas that are notorious for sexual harassment. The perpetrators of sexual harassment may be afraid of sexually harassing others when they know that they are being observed.
References
Bernstein, A. (2018). Preventing sexual harassment in the workplace. Nursing And Residential Care, 20(7), 344-346.
Carlson, G. (2018). How we can end sexual harassment at work. Ted.com. Retrieved 2 December 2018, from https://www.ted.com/talks/gretchen_carlson_how_we_can_end_sexual_harassment_at_work