HOW SEXUAL HARRESTMENT EFFECT ON HUMAN RESOURSE MANAGEMENT

   HOW SEXUAL HARRESTMENT EFFECT ON HUMAN RESOURSE MANAGEMENT

Introduction

Sexual harassment at work is a major concern represented by real issues in the workplace that necessitates the attention/intervention of human resource management. While sexual harassment has generally been a cause of discomfort, it has received increased attention in recent years as a result of the transition away from the culture of silence. As a result of this evolution, sexual harassment has become a major problematic human resource matter.









The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as "unwelcome request for sexual, physical conduct of a sexual, and other verbal or physical sexual conduct containing sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment". As well as Sexual harassment is described as inappropriate conduct maintained by a person's sex. Sexual harassment is typically defined as sexual irritation, sexual coercion, and sexual assault, and is distinguished by unwanted sexual words, acts, gestures, and behaviors that make targeted persons feel uncomfortable (Debebe, 2011).

In an attempt to quantify the level of sexual harassment, a US national research with over 14,000 participants found that 42% of women and 14% of males had experienced sexual harassment over the previous three years, with just 5% of those engaged reporting the incidents. In several countries, sexual harassment is considered a form of illegal workplace discrimination, particularly against women, and is responsible for the gender imbalance in organizations with positions of authority (Boland, 2002).


Ways of HRM Deal with Sexual Harassment


Sexual harassment in the workplace is presently a major subject across the world, particularly inside businesses and organizations. The human resource personnel is ultimately responsible for preventing and handling this type of harassment when it occurs.

  • ·         Organizations must adopt thorough policies and standards, properly identifying and explaining sexual harassment, and proposing methods to deal with harassment in the event of a violation.

  • ·         Organizations should explain the policy to workers using written sources such as workers handbooks or employee manuals, distribute it to employees, and put it on the internet, intranet, and other public areas of the company.

  • ·         Organizations should also develop several reporting methods and channels, such as direct reporting to HR, a particular hotline, or an HR unit dedicated to that goal.

  • ·         Organizations should undertake yearly training programs and seminars for supervisors, managers, and other senior staff members, as well as ordinary workers – including new recruits – on proper employee behavior, including procedures to take if harassed or reported of harassment.

  • ·         Harassment must be investigated and addressed with quickness and disciplinary action as necessary essential should be carried out as soon as possible

Conclusion

Workplace sexual harassment is a major source of concern for the human resources department, particularly inside larger organizations. Handling these situations of harassment falls to the human resource experts, who are in charge of their resolution. Following any situations of harassment within an entire organisation, HR roles include providing training on the form of workplace harassment, as well as details on what such harassment entails and how it can be identified, as well as providing a complaint reporting and documentation procedure, investigating the complaints, evolving an efficient resolution process, and disciplinary measures for the responsible parties.

 References

https://www.theatlantic.com/magazine/archive/2019/07/hr-workplace-harrassment-metoo/590644/

https://rmi-solutions.com/hrs-role-in-handling-sexual-harassment-in-the-workplace/

https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/workplace-harassment-resources.aspx

https://pdf.usaid.gov/pdf_docs/Pnadq565.pdf

https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/12/13/human-resources-role-in-sexual-harassment-complaints/

http://ijbel.com/wp-content/uploads/2018/01/ECON_202.pdf

Comments

  1. Beyond the limits....March 28, 2022 at 5:36 PM

    You have discussed an issue that has a strong impact on the activities of the institutions but many are reluctant to talk openly. Good luck

    ReplyDelete
    Replies
    1. Suresh-MBA2022April 5, 2022 at 6:12 AM

      Thank you ! Yes Open discussion is good for the better clarification

      Delete
  2. Uditha ArawpolaMarch 28, 2022 at 10:46 PM

    Excellent article. You have effectively explained the impact of sexual abuse on human resource management. Sexual harassment in the workplace is a major source of concern for organisations, particularly in larger companies. Well Done!!

    ReplyDelete
  3. H.M.W.IRESHA MBA24May 5, 2022 at 9:59 AM

    Nowadays sexual harassment is a very important topic & it may be directly affected the reputation of the organization & due to harassment organizations lose valuable human assets, as well as harassment, can be verbal, physical, or visual. It may be conduct or comments that happen over time or one incident that is so bad that it constitutes harassment. clear explanation Good luck,

    ReplyDelete
  4. Venushka BandaranayakeMay 8, 2022 at 9:20 AM

    Important topic to be discussed. Sexual harassment can be in a way of physically or verbally. However organizations should introduce strong policies and procedures as preventive messures.

    ReplyDelete

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