Professional Documents
Culture Documents
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The acceptance or refusal of such conduct is used as the basis or a factor in decisions
affecting an individual's employment, education, living environment, or participation
in a University community.
More than 90% of women and girls experience sexual harassment. Commonly known as
eve-teasing, sexual harassment is not as minor as the word teasing may sound. Unwanted
comments and songs, leering and whistling, kissing noises, vulgar gestures, unwanted
touching, stalking, flashing, demanding sexual favours, or showing pornography against
ones will all constitute as instances of sexual harassment. Sexual harassment creates a
climate of intimidation and repression.
TYPES OF SEXUAL HARASSMENT:
Generally speaking, there are two types of sexual harassment, quid pro quo and hostile
environment.
Quid pro quo is Latin for this for that or something for something and refers to an
exchange. In this case, the exchange is between employees, where one provides sexual
favors in exchange for something else, such as favorable treatment in work assignments, pay
or promotion.
A hostile work environment is one in which unwelcome conduct of a sexual nature
creates an uncomfortable work environment for some employees. Examples of this conduct
include sexually explicit talk, sexually provocative photographs, foul or hostile language or
inappropriate touching.
According to University of Oregon, Counseling and Testing Centre, The types of sexual
harassment include:
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Aesthetic Appreciation
Active Mental Grouping
Social Touching
Foreplay Harassment
Sexual Abuse
Ultimate Threat
Physical
a. Malicious touching
b. Overt sexual advances
c. Gestures with lewd insinuation
Verbal, such as but not limited to, requests or demands for sexual favors, and lurid
remarks
Use of objects, pictures or graphics, letters or written notes with sexual underpinnings
Other forms analogous to the foregoing.
Proposition:
Sexual harassment is, above all, a manifestation of power relations
Underlying Causes:
Violence and Male Self-Perception
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At work
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not have harassment cases against them according to ET were Reliance Industries, HDFC,
Larsen & Toubro, Lupin, Bajaj Auto, ACC, ONGC and Coal India.
With 100 cases, Wipro was on top of the list followed by ICICI Bank with 94.
Ambiguity of conduct
Moral intensity of the incident
Social influence effects
YES
NO
YES
Intervention scripts
Emotional reactions
YES
What are the net costs of involvement?
LOW
High-involvementHigh-Immediacy
Intervention
HIGH
Low-involvementHigh-Immediacy
Intervention
NO
Observer
intervention
unlikely
NO
NO
Recurrence beliefs
Perceived harm
Perceived welcomeness
YES
What are the net costs of involvement?
LOW
High-involvementLow-Immediacy
Intervention
HIGH
Low-involvementLow-Immediacy
Intervention
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Immediacy of intervention
Low
Low
Level of
Involvement
High
Low-immediacy-Low-involvement
Behaviours
Examples:
Observer privately advices target to
avoid the harasser
Observer covertly tries to keep
harasser away from the target
Observer advices target to report the
incident but doesnt get involved
personally
Low-immediacy-High-involvement
Behaviours
Examples:
Observer later reports the harasser to
management
Observer accompanies the target
when she/he reports the incident
Observer confronts the harasser after
the incident
High
High-immediacy-Low-involvement
Behaviours
Examples:
Observer redirects harasser away
from unfolding harassing conduct
Observer removes target from the
situation
Observer interrupts the incident
High-immediacy-High-involvement
Behaviours
Examples:
Observer tells harasser to stop the
harassing conduct
Observer publicly encourages target
to report the conduct
Observer tries to get other observers
to denounce the conduct
SURVEY:
1. Survey: 10% of Employees Report Harassment at Work
Sexual and physical harassment in the workplace is widespread around the
globe and could be increasing. Nearly 10 percent of workers responding to a global
survey conducted by Reuters-Ipsos reported that they had been harassed sexually or
physically at work. The poll of approximately 12,000 people in 24 countries revealed
that workers in India faced the highest rate of sexual and physical harassment
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incidents. More than one-quarter ofthe respondents from India reported that they had
been harassed sexually by a co-worker or supervisor, while 25 percent of Indian
workers said they had been assaulted physically in their workplaces.
According to John Wright, a senior vice president for Ipsos, people age 35 and
younger were most likely to report being sexually harassed at work. More than 7
percent of all workers reported that they had been intentionally physically assaulted
out of anger by a co-worker or manager.
2. Industrial Employee Relations Review
CONCLUSION:
The problem of sexual harassment should not be underestimated. The above review gives a
clear view of it, its impact in workplace and how an observer reacts on it. Sexual Harassment
is overlooked by both the victims and observers. Many of them know that it is an unethical
activity but they dont react against it, may be cause of their personal reasons or situational
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demands. This can leave a huge impact on their lives in mental, physical and financial
aspects.
The victims feel themselves week thats why the harassers be a threat to them, the day they
realize their strength and raise a voice against them, then will they prove themselves strong
and supress such people. But suppressing them isnt all what we want, our goal is to eliminate
this unethical activity.
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