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Sexual Harassment: It Will Not Go Away on its Own
By Commissioner Gilbert Singer - Tampa, Florida
$48.8 million. That is the total monetary compensation paid out in sexual harassment related cases in 2006 according to the U.S. Equal Employment Opportunity Commission (EEOC). Perhaps even more troubling is the damage that we cannot see: the emotionally damaged employees, the uncomfortable customers who have taken their business elsewhere and the shocked community members, to name a few.
Sexual harassment is a plague that will not go away on its own. As a Commissioner for the Florida Commission on Human Relations, I know firsthand the problems that sexual harassment can cause. In order to prevent these issues in your workplace, I have compiled a top five list of things everyone in the workforce should know about sexual harassment:
1. Employees cannot be punished for speaking out
It is illegal for an employer to retaliate against an employee for reporting sexual harassment. Whether you are being harassed or are only an observer, you have a right to tell a supervisor about inappropriate behavior without fear of punishment.
2. Sexual harassment does not have a “face”
A common misconception is that sexual harassment only occurs between male supervisors and their female workers. This is simply not true. Last year, 16% of cases filed with the EEOC were from male victims of sexual harassment. Harassment can occur between members of the same sex, and coworkers without any “power” over the victim can be harassers.
3. Customers and clients are also included
Employees have the right to make a sexual harassment complaint involving customers and clients. Furthermore, employers and managers have a responsibility to handle these complaints by speaking to the harasser and telling them their behavior will not be tolerated. If the behavior continues, the employer can ban the customer or client from coming to the workplace.
5. Groping is not the only type of sexual harassment
In addition to physical contact, sexual harassment can fall under three other categories: verbal (discussing sexual activities, propositioning, using foul language, telling crude jokes); visual (obscene gestures, catcalls, whistling) and written (pornography, sexually explicit pictures; sexist signs).
5. Businesses must be proactive
The most important thing an employer or manager can do is to plan in advance by adopting internal anti-harassment policies and to making sure all employees and managers follow them. Employees should be trained on a regular basis, and management should send a strong message to staff that harassment will not be tolerated. No amount of training can ever be “too much.”
The Florida Commission on Human Relations is a valuable resource in combating sexual harassment in the workplace. From training programs to enforcement, the Commission is dedicated to eliminating sexual harassment and providing safe and respectful work environments for the people of Florida. Utilizing the information we receive from businesses and people who file complaints with us, we have developed an informational video which outlines the important things for employers and employees to know about preventing and dealing with sexual harassment.
For more information on our sexual harassment initiatives or to view the sexual harassment video, please visit the sexual harassment section of our site at http://fchr.state.fl.us/outreach/sexual_harassment.
-COMMISSIONER GILBERT SINGER
Tampa, Florida
