Sexual harassment in the workplace has many adverse effects on the employer, employees and in a university setting, students. Sexual harassment is often misunderstood by society. The realm of what constitutes sexual harassment is wide and can vary from a verbal comment to physical touching.
Much of the confusion can be attributed to people's different cultures, values and beliefs. What one person may consider not offensive another may find it very offensive. Also, there are many different definitions of sexual harassment. Memorial University's Policy on Sexual Harassment defines sexual harassment as: any unwelcome sexual advances, requests for sexual favours, unnecessary touching or patting, suggestive remarks or other verbal abuse, leering at a person's body, compromising invitations, physical assault and any other verbal or physical conduct of a sexual nature directed at an individual (by a person who knows or ought reasonably to know that such attention is unwanted).
Types of harassment
Sexual harassment has many forms. It can be categorized as non-verbal/non-contact, physical or verbal harassment. Some examples of non-verbal/non-contact sexual harassment include leering at a person, blocking a person's path, winking, or throwing kisses, and letters, e-mails, poster or gifts of a sexual nature sent to a person. Physical examples include such things as massaging a person's neck or shoulders, touching a person's hair clothing or body, or brushing up against a person. Asking personal questions about a person's social or sexual life, calling them babe, hunk or doll, making sexual comments about a person's clothing, body or looks, telling lies or spreading rumours about a person's sex life all are examples of verbal sexual harassment.
Sexual harassment, however, is not an occasional compliment or a mutual relationship. In any work environment there should be mutual respect and understanding. This social interaction is normal and expected, but it should remain on a professional level and not cross the line to sexual innuendo.
What to do if you are harassed
If you think you are a victim of sexual harassment, it is important that you know your rights. Sexual harassment is a violation of human rights and Memorial's policy prohibits sexual harassment on campus.
Refer to Memorial's policy to review your options and/or contact the equity co-ordinator on campus to discuss your situation. You should not blame yourself. The harasser chose to harass; you did not choose to be harassed.
Take action
Do not delay in taking action. If possible you should speak up at the time of the incident and make it clear that the behaviour is not welcomed and you want it to stop immediately.
Sometimes the harasser may not realize that the behaviour was offensive. However, some circumstances do not permit this type of confrontation for fear of retaliation. In this case, or if the behaviour does not stop, you should contact the equity co-ordinator. If you need to file a complaint under Memorial's policy, it must be done within 12 months of the incident.
You should also keep a record of all incidents and interaction you have with the alleged harasser. Document dates, times, places, witnesses, the nature of the harassment and what was said or done. As well, keep all letters, gifts, messages (both phone and e-mail) and letters received.
If you think you have been sexually harassed, the equity co-ordinator can help clarify what constitutes sexual harassment and outline the options that are available to you. Most complaints can be resolved through informal options. All inquiries are confidential and no action is taken without your consent.
What to do if you are accused of harassment
If you are told by someone that your actions or comments are offensive, you should stop that behaviour immediately. Even though you may not have thought that your behaviour was offensive, you should try to understand the other person's point of view. Many times a person's culture, history or values may differ from yours and this should be respected.
As an alleged harasser, you should also be aware of Memorial's policy
on sexual harassment. You should understand the process and your
rights. You have the right to contact the equity co-ordinator for
information. If you are a member of union, you should contact your shop
steward for assistance. The goal is to put an end to the harassment
and you can assist in this by
co-operating at all stages of the process.
What can you do to prevent sexual harassment?
To help end the problem of sexual harassment, you should be aware of
how your own behaviour and attitude condones sexual harassment. Treat
everyone in a respectful manner and do not laugh at harassing behaviour.
You should object to any harassing behaviour that you may witness, even
if it is not directed at you. Also, you should become an ally to
someone who is being harassed.
Offer support to those who need it.
It is everyone's responsibility to put an end to workplace sexual harassment.
A workplace free from harassment is effective and productive. For
more information on sexual harassment, please contact Sandra Chaytor, equity
coordinator at 737-2015 or e-mail schaytor@morgan.ucs.mun.ca.