Important facts and circumstances that employees should know

Employees would do well to keep the following facts and circumstances in mind:

• It is not necessary that the perpetrators and the victims need to be men and women to constitute sexual harassment, they can, very well, be of the same sex.
• Any individual, like manager, supervisor, coworker, supplier, customer, or anyone, who is connected to the employee's work environment, can be the harasser.
• The employee who undergoes harassment is not the only victim, it can be all others who witness or learn about the harassment. In other words, anyone who is affected by the conduct can potentially complain of sexual harassment.
• A victim can institute charges even if he or she is unable to demonstrate any adverse affect on employment, including transfers, demotions, salary cuts, and so on.
• When confronted with sexual harassment, it is best to follow the system of complaint and recommended procedures, as spelled out in the organization’s sexual harassment policy.

Dealing with sexual harassment at workplace

Kate would have done herself a favor had she been assertive enough to tell her senior to lay off. But, she was too timid and career conscious to put a stop to her harassment. If ever you get into such a situation, follow the steps given below to keep your peace of mind and career intact:

• The first time you experience harassment, request the offender to keep his hands, or his comments or suggestions to himself. Don’t let him or her get away with it, as there is every chance of the offender getting bolder.
• Be very firm and clear in stating that you find his or her actions offensive.
• Irrespective of the offender’s response, document everything that takes place. This should include the date and time of the offense, as well as the details about what happened.
• Preserve as evidence all emails or notes that ask for sexual favors or draw attention to some inappropriate Web site or take some other written form.
• If the harasser remains undeterred, your next step should be to take action as per the guidelines of the organization's sexual harassment policy.