SEXUAL HARASSMENT IN THE WORKPLACE

Hi Collin,
Your discussion on strategies you would use to solve a sexual harassment complaint in
the workplace is quite insightful. I would also be interested to get information from both parties
involved in the complaint to establish clarity. I think most scandals from poor handling of sexual
complaints in the workplace arise as a result of negligence on the employer’s part. According to
the EEOC guidelines, an employer has a duty to follow-up even after remedial action to ensure
that the victim has not faced any retaliation (Conte, 2019). Although all states have laws in place
that advocated for prompt investigation and remedy in such cases, most employers do not realize
the full impact of harassment on the individual’s well-being.
You mention the issue of privacy that is quite a delicate matter in this context. I
understand that most sexual harassment victims have been coerced into keeping the matter
‘private’, which only aggravates the recurrence of such incidences. Most employers are
encouraged to follow through with investigations even when the victim changes the nature of the
complaint to a ‘fabrication’. This ensures that the victim is safe both in the workplace and home
environment. I agree with your perspective on ensuring that the complainant/victim feels
comfortable in work setting during and even after the investigation process. While it could turn
out that an individual was wrongly accused, an investigation process would still serve to ensure
that other victims who might be afraid to come forward are encouraged to do so. Sexual
harassment is certainly common in most workplaces, and understanding that information
gathering is one of the most important elements in swift and efficient problem solving would
help reduce the frequency.

SEXUAL HARASSMENT IN THE WORKPLACE 3

References

Conte, A. (2019). Sexual harassment in the workplace: Law and practice. Aspen Publishers.