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One, I recall, was drummed out of the school by peer pressure. Many faced bureaucratic stonewalling. Some women said they lost their academic status as golden girls overnight; grants dried up, letters of recommendation were no longer forthcoming.

No one was met with a coherent process that was not weighted against them. Usually, the key decision-makers in the college or university—especially if it was a private university—joined forces to, in effect, collude with the faculty member accused; to protect not him necessarily but the reputation of the university, and to keep information from surfacing in a way that could protect other women.

The goal seemed to be not to provide a balanced forum, but damage control. Another woman who was interviewed by sociologist Helen Watson said, "Facing up to the crime and having to deal with it in public is probably worse than suffering in silence.

I found it to be a lot worse than the harassment itself. Backlash stress is stress resulting from an uncertainty regarding changing norms for interacting with women in the workplace.

As a result, women are being handicapped by a lack of the necessary networking and mentorship. Most companies have policies against sexual harassment; however, these policies are not designed and should not attempt to "regulate romance" which goes against human urges.

The investigation should be designed to obtain a prompt and thorough collection of the facts, an appropriate responsive action, and an expeditious report to the complainant that the investigation has been concluded, and, to the full extent appropriate, the action taken.

When organizations do not take the respective satisfactory measures for properly investigating, stress and psychological counseling and guidance, and just deciding of the problem this could lead to:.

Studies show that organizational climate an organization's tolerance, policy, procedure etc. Another element which increases the risk for sexual harassment is the job's gender context having few women in the close working environment or practicing in a field which is perceived as atypical for women.

According to Dr. Orit Kamir, the most effective way to avoid sexual harassment in the workplace, and also influence the public's state of mind, is for the employer to adopt a clear policy prohibiting sexual harassment and to make it very clear to their employees.

Many women prefer to make a complaint and to have the matter resolved within the workplace rather than to "air out the dirty laundry" with a public complaint and be seen as a traitor by colleagues, superiors and employers, adds Kamir.

Most prefer a pragmatic solution that would stop the harassment and prevent future contact with the harasser rather than turning to the police. It may include a range of actions from mild transgressions to sexual abuse or sexual assault.

The Declaration on the Elimination of Violence Against Women classifies violence against women into three categories: that occurring in the family, that occurring within the general community, and that perpetrated or condoned by the State.

The term sexual harassment is used in defining violence occurring in the general community, which is defined as: "Physical, sexual and psychological violence occurring within the general community, including rape, sexual abuse, sexual harassment and intimidation at work, in educational institutions and elsewhere, trafficking in women and forced prostitution.

Sexual harassment is subject to a directive in the European Union. In India, the case of Vishakha and others v State of Rajasthan in has been credited with establishing sexual harassment as illegal.

In May , the European Union Council and Parliament amended a Council Directive on the equal treatment of men and women in employment to prohibit sexual harassment in the workplace, naming it a form of sex discrimination and violation of dignity.

This Directive required all Member States of the European Union to adopt laws on sexual harassment, or amend existing laws to comply with the Directive by October In , China added new provisions to the Law on Women's Right Protection to include sexual harassment.

Sexual harassment was specifically criminalized for the first time in modern Egyptian history in June As of [update] , sexual harassment remains legal in Kuwait [] and Djibouti.

The United Nations General Recommendation 19 to the convention on the Elimination of all Forms of Discrimination Against Women defines sexual harassment of women to include:.

Such conduct can be humiliating and may constitute a health and safety problem; it is discriminatory when the woman has reasonable ground to believe that her objection would disadvantage her in connection with her employment, including recruitment or promotion, or when it creates a hostile working environment.

While such conduct can be harassment of women by men, many laws around the world which prohibit sexual harassment recognize that both men and women may be harassers or victims of sexual harassment.

However, most claims of sexual harassment are made by women. There are many similarities, and also important differences in laws and definitions used around the world.

Sexual harassment is rife in Egypt. A study from the United Nations showed that Authorities punish women when they do speak out. In , a stricter law proscribing sexual harassment was proposed in Morocco specifying fines and a possible jail sentence of up to 6 months.

The Sex Discrimination Act defines sexual harassment as " In the European Union , there is a directive on sexual harassment. Harassment and sexual harassment within the meaning of this Directive shall be deemed to be discrimination on the grounds of sex and therefore prohibited.

The Convention on preventing and combating violence against women and domestic violence also addresses the issue of sexual harassment Article 40 , using a similar definition.

Sexual harassment is defined as, when any verbal, non-verbal or physical action is used to change a victim's sexual status against the will of the victim and resulting in the victim feeling inferior or hurting the victim's dignity.

Man and woman are looked upon as equal, and any action trying to change the balance in status with the differences in sex as a tool, is also sexual harassment.

In the workplace, jokes, remarks, etc. Law number of December 21, regulates this area. In France , both the Criminal Code and the Labor Code are relevant to the issue of sexual harassment.

Until May 4, , article of the French Criminal Code described sexual harassment as "The fact of harassing anyone in order to obtain favors of a sexual nature".

On May 4, , the Supreme Court of France quashed the definition of the criminal code as being too vague.

As a consequence of this decision, all pending procedures before criminal courts were cancelled. Several feminist NGOs, such as AFVT, criticized this decision.

According to Abigail C. Saguy in her book What is Sexual Harassment: From Capitol Hill to the Sorbonne , " According to French penal law, sexual harassment is also different from rape and sexual assault in that it does not involve physical contact.

Rather, with sexual harassment , economic dependence and official authority alone are used to pressure a person into having sexual relations pg.

In June , the governing coalition decided about the key points of a tightening of the law governing sexual offenses Sexualstrafrecht, literally: law on the punishment of sexual delicts.

On July 7, , the Bundestag passed the resolution [] and by fall of that year, the draft bill will be presented to the second chamber, the Bundesrat.

The law only states unwanted physical contact as sexual haressment but has been extended in to include "cybergrooming" as well.

Victims also have the right to compensation. Sexual harassment was not defined by any law, and victims could only use general laws, which were very poor in addressing the issue.

In the Criminal Code, Russian Federation, CC RF , there exists a law which prohibits utilization of an office position and material dependence for coercion of sexual interactions Article , current CC RF.

However, according to the Moscow Center for Gender Studies, in practice, the courts do not examine these issues. In , The Daily Telegraph quoted a survey in which " percent of female professionals [in Russia] said they had been subjected to sexual harassment by their bosses, 32 per cent said they had had intercourse with them at least once and another seven per cent claimed to have been raped.

A ban on discrimination was included in the Federal Constitution Article 4, Paragraph 2 of the old Federal Constitution in and adopted in Article 8, paragraph 2 of the revised Constitution.

The ban on sexual harassment in the workplace forms part of the Federal Act on Gender Equality GEA of 24 March , where it is one of several provisions which prohibit discrimination in employment and which are intended to promote equality.

Article 4 of the GEA defines the circumstances, Article 5 legal rights and Article 10 protection against dismissal during the complaints procedure.

The ban on sexual harassment is intended exclusively for employers, within the scope of their responsibility for protection of legal personality, mental and physical well-being and health.

Article 4 of the GEA of discusses the topic of sexual harassment in the workplace: "Any harassing behaviour of a sexual nature or other behaviour related to the person's sex that adversely affects the dignity of women or men in the workplace is discriminatory.

Such behaviour includes in particular threats, the promise of advantages, the use of coercion and the exertion of pressure in order to obtain favours of a sexual nature.

The Discrimination Act of was modified to establish sexual harassment as a form of discrimination in If an employer treats someone less favourably because they have rejected, or submitted to, either form of harassment described above, this is also harassment.

Sexual harassment is also now considered discrimination under the Equality Act The Equality Act merged over separate pieces of legislation under one act that protects the rights of citizens and promotes equality for all people.

One group in particular, "This is Not Working," acts because according to recent surveys done by the Women and Equalities Committee, workplace sexual harassment is still very prevalent, even with the current legislation.

The movement pushes for even more employers to take responsibility and proactively prevent sexual harassment. In China , the Law for the Protection of Women's Rights and Interests of the People's Republic of China states "sexual harassment against women is prohibited" [] although the law does not explicitly define what sexual harassment is.

Sexual harassment is still pervasive within Chinese culture. As of , it is estimated that one in four women in Lebanon have been subjected to some form of unsolicited sexual advance, ranging from verbal to physical.

Sexual harassment in India is termed " Eve teasing " and is described as: unwelcome sexual gesture or behaviour whether directly or indirectly as sexually coloured remarks; physical contact and advances; showing pornography; a demand or request for sexual favours; any other unwelcome physical, verbal or non-verbal conduct being sexual in nature or passing sexually offensive and unacceptable remarks.

The critical factor is the unwelcomeness of the behaviour, thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator.

In , the Supreme Court of India in a Public Interest Litigation , defined sexual harassment at workplace, preventive measures and redress mechanism.

The judgment is popularly known as Vishaka Judgment. Almost 16 years after the Supreme Court's landmark guidelines on prevention of sexual harassment in the workplace known as the " Vishaka Guidelines " , the Act has endorsed many of the guidelines, and is a step towards codifying gender equality.

The Act is intended to include all women employees in its ambit, including those employed in the unorganized sector, as well as domestic workers.

The Indian law does not permit the victim or complainant to take assistance of a legal professional in the inquiry, however, in Arti Devi Vs Jawaharlal Nehru University , [] the High Court of Delhi permitted the complainant to avail the services of a counsel as her defence assistant.

The Act has identified sexual harassment as a violation of the fundamental rights of a woman to equality under articles 14 and 15 of the Constitution of India and her right to life and to live with dignity under article 21 of the Constitution; as well as the right to practice any profession or to carry on any occupation, trade or business which includes a right to a safe environment free from sexual harassment.

The Act also states that the protection against sexual harassment and the right to work with dignity are universally recognized human rights by international conventions and instruments such as Convention on the Elimination of all Forms of Discrimination against Women, which has been ratified on the 25th June, by the Government of India.

The Criminal Law Amendment Act, introduced changes to the Indian Penal Code , making sexual harassment an expressed offense under Section A, which is punishable up to three years of imprisonment and or with fine.

The Amendment also introduced new sections making acts like disrobing a woman without consent, stalking and sexual acts by person in authority an offense.

The Israeli Sexual Harassment Law interprets sexual harassment broadly, and prohibits the behavior as a discriminatory practice, a restriction of liberty, an offense to human dignity, a violation of every person's right to elementary respect, and an infringement of the right to privacy.

Additionally, the law prohibits intimidation or retaliation thus related to sexual harassment are defined by the law as "prejudicial treatment".

Sexual Harassment, or sekuhara in Japanese, appeared most dramatically in Japanese discourse in , when a court case in Fukuoka ruled in favor of a woman who had been subjected to the spreading of sexual rumors by a co-worker.

When the case was first reported, it spawned a flurry of public interest: 10 books were published, including English-language feminist guidebooks to 'how not to harass women' texts for men.

Laws then established two forms of sexual harassment: daisho , in which rewards or penalties are explicitly linked to sexual acts, and kankyo , in which the environment is made unpleasant through sexual talk or jokes, touching, or hanging sexually explicit posters.

This applies to everyone in an office, including customers. The Act does not distinguish between male and female or employer and employee.

As such, sexual harassment can be committed by a female against a male, or an employee against an employer. Sexual harassment is common, and since trains on the Malaysian Railway have included pink-coloured women-only cars as a means of cutting down on it.

Pakistan has promulgated harassment law in with nomenclature as "The Protection Against Harassment of Women at The Workplace Act, ".

This law defines the act of harassment in following terms. AASHA defines sexual harassment much the same as it is defined in the U.

This law, consisting of ten sections, provides for a clear definition of work, education or training-related sexual harassment and specifies the acts constituting sexual harassment.

It likewise provides for the duties and liabilities of the employer in cases of sexual harassment, and sets penalties for violations of its provisions.

A victim of sexual harassment is not barred from filing a separate and independent action for damages and other relief aside from filing the charge for sexual harassment.

In the United States, the Civil Rights Act of prohibits employment discrimination based on race , sex , color , national origin or religion.

This discrimination occurs when the sex of the worker is made as a condition of employment i. This act only applies to employers with 15 or more employees.

Barnes v. Train is commonly viewed as the first sexual harassment case in America, even though the term "sexual harassment" was not used.

Saxbe established sexual harassment as a form of sex discrimination when sexual advances by a male supervisor towards a female employee, if proven, would be deemed an artificial barrier to employment placed before one gender and not another.

In the Equal Employment Opportunity Commission EEOC issued regulations defining sexual harassment and stating it was a form of sex discrimination prohibited by the Civil Rights Act of In the case of Meritor Savings Bank v.

Vinson , the Supreme Court first recognized "sexual harassment" as a violation of Title VII, established the standards for analyzing whether the conduct was welcome and levels of employer liability , and that speech or conduct in itself can create a " hostile environment ".

Vinson , reported sexual harassment cases grew from 10 cases being registered by the EEOC per year before to case being reported in the subsequent following year.

The Civil Rights Act of added provisions to Title VII protections including expanding the rights of women to sue and collect compensatory and punitive damages for sexual discrimination or harassment, and the case of Ellison v.

Brady US Court of Appeals for the Ninth Circuit — F. Eveleth Taconite Co. Seven years later, in , through that same case, new precedents were established that increased the limits on the " discovery " process in sexual harassment cases, that then allowed psychological injuries from the litigation process to be included in assessing damages awards.

In the same year, the courts concluded in Faragher v. City of Boca Raton, Florida , and Burlington v. Ellerth , that employers are liable for harassment by their employees.

Sundowner Offshore Services set the precedent for same-sex harassment, and sexual harassment without motivation of "sexual desire", stating that any discrimination based on sex is actionable so long as it places the victim in an objectively disadvantageous working condition, regardless of the gender of either the victim, or the harasser.

White , the standard for retaliation against a sexual harassment complainant was revised to include any adverse employment decision or treatment that would be likely to dissuade a "reasonable worker" from making or supporting a charge of discrimination.

During alone, the U. Equal Employment Opportunity Commission and related state agencies received 12, new charges of sexual harassment on the job.

Bildman , N. The case, Reeves v. Robinson Worldwide, Inc. A hostile workplace may exist even if it is not targeted at any particular employee.

Title IX of the Education Amendments of United States states "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.

In Franklin v. Gwinnett County Public Schools , the U. Supreme Court held that private citizens could collect damage awards when teachers sexually harassed their students.

Fraser the courts ruled that schools have the power to discipline students if they use "obscene, profane language or gestures" which could be viewed as substantially interfering with the educational process, and inconsistent with the "fundamental values of public school education.

Department of Education , which administers Title IX , school districts should be held responsible for harassment by educators if the harasser "was aided in carrying out the sexual harassment of students by his or her position of authority with the institution.

Monroe County Board of Education , and Murrell v. School Dist. There are a number of legal options for a complainant in the U. However, most often there are several types of harassing behaviors present, and there is no minimum level for harassing conduct under the law.

Definitions similar to the EEOC definition have been created for academic environments in the U. Department of Education Sexual Harassment Guidance.

The Equal Employment Opportunity Commission claims that it is unlawful to harass an applicant or employee of any sex in the workplace. The harassment could include sexual harassment.

The EEOC says that the victim and harasser could be any gender and that the other does not have to be of the opposite sex.

The law does not ban offhand comments, simple teasing, or incidents that aren't very serious. If the harassment gets to the point where it creates a harsh work environment, it will be taken care of.

The EEOC defines sexual harassment as:. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:.

They are essentially "sexual bribery", or promising of benefits, and "sexual coercion". Type 3. This form is less clear cut and is more subjective.

Note: a workplace harassment complainant must file with the EEOC and receive a "right to sue" clearance, before they can file a lawsuit against a company in federal court.

Quid pro quo means "this for that. For example, a supervisor promises an employee a raise if he or she will go out on a date with him or her, or tells an employee he or she will be fired if he or she doesn't sleep with him or her.

Quid pro quo harassment is equally unlawful whether the victim resists and suffers the threatened harm or submits and thus avoids the threatened harm.

This occurs when an employee is subjected to comments of a sexual nature, unwelcome physical contact, or offensive sexual materials as a regular part of the work environment.

For the most part, a single isolated incident will not be enough to prove hostile environment harassment unless it involves extremely outrageous and egregious conduct.

The courts will try to decide whether the conduct is both "serious" and "frequent. The line between " quid pro quo " and "hostile environment" harassment is not always clear and the two forms of harassment often occur together.

For example, an employee's job conditions are affected when a sexually hostile work environment results in a constructive discharge.

At the same time, a supervisor who makes sexual advances toward a subordinate employee may communicate an implicit threat to retaliate against her if she does not comply.

Sexual harassment may culminate in a retaliatory discharge if a victim tells the harasser or her employer she will no longer submit to the harassment, and is then fired in retaliation for this protest.

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