Why Sexual Harassment Needs Attention

Sexual harassment can cause the same life long trauma to a victim that sexual assault can. When revealed, loss of status, safety, employment, relationships, and loss of a sense of self can and has occurred for those who have been or are being harassed by a co-worker or a boss. Victims are often times told that they just need to deal with it and or stop taking things so seriously. What the outside world does not understand is sexual harassment victims are left to feel as if they must comply to a point - e.g., going places alone with the perpetrator, going above and beyond so as to not lose their job, laughing at sexual jokes that make them uncomfortable - because they feel if they do not respond or ask that person to stop, they are causing an issue that shouldn't exist. They don't tell anyone because they feel if they do, they are the ones who caused their complaint to impact them, their families, their friends, and the perpetrator negatively.

No one other than the perpetrator is to blame for anything that occurs after his/her harassment becomes knowledgeable to those who are able to address the problem. If not for the perpetrator's actions, nothing would have occurred. We need to be more supportive and cognizant of the needs of those who've been or are being harassed at their place of work.

Harassment does not only happen to women. Harassment can come from men or women who harass the opposite sex or the same sex. According to the National Sexual Violence Resource Center (NSVRC), 81% of women and 43% of men nationwide reported experiencing some form of sexual harassment and/or assault in their lifetime. Of course, this only accounts for the reported cases. So many more go unreported.

Make sure to understand what sexual harassment is and why it should be reported.

WHAT SEXUAL HARASSMENT IS

According to Wisconsin Law, Sexual Harassment is:

Unwelcome conduct that involves sexual advances, requests for sexual favors, physical contact of a sexual nature or other verbal or physical conduct of a sexual nature that creates an intimidating, hostile or offensive work environment.
Implicitly or explicitly making submission to sexual harassment a term or condition of employment (e.g., the harasser makes clear the victim's condition of employment will be determined by their decision to either give in to the advances, or not give in to the advances - or - the harasser insinuates by word or action that the victim's condition of employment will be impacted by their decision to either give in to the advances, or not give in to the advances).
Making employment decisions based on any part of the employees' submission to or rejection of sexual harassment.
Permitting sexual harassment that interferes substantially with employees' work performance or creates an intimidating, hostile or offensive work environment; and;
Unwelcome verbal or physical conduct directed at employees because of their gender that creates an intimidating, hostile or offensive work environment or interferes substantially with such employees' work performance.

WHO IS IMPACTED BY SEXUAL HARASSMENT

The victim, as well as the harasser, may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed and could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim
The harasser's conduct must be unwelcome.

HOW TO REPORT SEXUAL HARASSMENT

It is vital that a victim let the harasser know that their advances, comments, and/or inappropriate behavior is unwelcome and not to be tolerated.
If the harasser continues their behavior, report it to a supervisor or a Human Resource employee. Make a written account of the incidents and report it to the person's supervisor if at all possible
If nothing is done, you may also report the harassment to the Equal Employment Opportunity Commission. Sexual Harassment is illegal in the workplace. Those who practice it may face serious consequences for their behavior.
For those living in Wisconsin, you may file a paper or online complaint with the Department of Workforce Development.
If the person being harassed reveals their harassment to a co-worker, the co-worker is under no obligation to report the harassment; however, the co-worker SHOULD report the harassment to a supervisor or their human resources department to ensure that proper steps are taken to protect the victim, and to protect others from being a victim. Those of us who are advocates know that most perpetrators, when caught, are not first-time offenders.
When a supervisor or the perpetrator's leader becomes aware of harassment, they must investigate the allegations.

MEN AND WOMEN ARE VICTIMS OF HARASSMENT

Sexual harassment used to be considered an issue that happens when a man harasses a woman in the workplace. Sexual harassment happens to men from women and from other men. Often times, female and male perpetrators find that other men are easier targets because they are most likely to keep the harassment a secret out of fear of being embarrassed, retaliated against , or made to feel less of a man by the experience. Often times, men in these positions are accused of being something that they are not.

It is important that men know they have a place to deal with the impacts of sexual harassment that they have or are enduring in the workplace. Anything that happens as a result of reported harassment is not the fault of the victim. IT IS THE FAULT OF THE PERPETRATOR.

I have focused my energies on helping those who've suffered from sexual assault. I have found, however, that sexual harassment at times results in the same negative psychological impacts that assault does.

As an advocate for victims, I will ensure that I support women - and men - who have been or are being sexually harassed in the workplace. Please know that you are not alone.