harassment, sexual discrimination, and racism at work (descriptions of situations, definitions of terms and problems, and ways to deal with and prevent occurences); make a proposal

Sexual Harassment in Workplace

Introduction

This proposal aims at addressing the issues of sexual harassment in ABZ Corporation. Under the federal law, sexual harassment is described as undesirable sexual requests, advances for the favor in sexual activities as well as other physical or verbal conducts considered to be sexual in nature. According to a survey conducted by BBC in 2017, 20% of men and 50% of women experience sexual harassment in the workplace. Additionally, the report found out that more than 79% of men and 63% of women failed to report the harassment to the concerned body. Sexual harassment should be curtailed in the workplace for full production to be achieved (Keir, 2018). With this data, it is evident that ABZ also experiences sexual harassment though it might go unnoticed.

Sexual harassment in the workplace has various negative effects to the employees. First, it affects the emotional welfare of an individual. For instance, in the case of Catholic Healthcare West v. Ani Chopourian, the victim reported that she experienced low self-esteem and poor relations with co-workers due to workplace sexual harassment. Secondly, sexual harassment affects the physical health of an individual. When one is emotionally distressed, the physical health of the person is also affected. For instance, in the case of Gretchen Carlson v. Roger Ailes in 2016, Carlson reported that she had lost a lot of weight and could not work comfortably due to sexual harassment she experienced in the workplace. Additionally, sexual harassment leads to financial problems for the victim. In the case of Anucha Bowne Sanders v. Madison Garden in 2007, Browne reported that she was fired after reporting sexual harassment incident and even went without the compensation for the work she had done (Louise, Fitzgerald, 2017).

The truth is that sexual harassment in the workplace leads to poor production. Tinkler, 2018 states that production relies on the emotional and physical health of an individual. When one is emotionally and physically disturbed, the person fails to perform effectively in the workplace. Moreover, sexual harassment does affect the brands and their reputation. It is my belief that this proposal will be effective enough to curtail sexual harassment in the workplace which has been very rampant.

Scope

This research includes various collections of sources speaking on sexual harassment in the workplace. The proposal discusses how sexual harassment affects the victim of such conducts and the organization in general. The proposal also explains why sexual harassment can lead to production, reduced job satisfaction and loyalty among the employees. The proposal applies real-life examples of sexual harassment and how they affected the employees and the organization in general.

Solutions

The most effective tool that can be used to solve the issue of sexual harassment in ABZ is its prevention. The ABZ management has the greatest role to play in ensuring that sexual harassment is completely prevented in the workplace. The first step that should be adopted is establishing anti-harassment policy in the workplace (McCarthy, 2018). The policy should illustrate the consequences of any sexual harassment conduct. The policy should also show that sexual harassment is not totally tolerated and in case it occurs, the coherent procedure of reporting to the concerned body should be laid out. There should be a good communication and supportive framework in the workplace for easier reporting of sexual harassment cases. The employer should further provide a workplace environment free from violence and discrimination (McCarthy, 2018).

The employees also have their role in curtailing sexual harassment in the workplace. The employees ought to be aware of the sexual harassment policy in the workplace. Any incidence of sexual harassment should be reported immediately to the concerned body without any fear (Klein, 2018).

Work and Timeline

After its approval, this proposal is expected to take 9 months commencing from September 2018 to April 2019. The period is more feasible because organizations such as Google and Microsoft took the same span to implement the program in their workplace (O'Brien, 2018). Additionally, the timeframe adheres to the ABZ budget. The program will have 3 phases each taking 3 months. The table below gives the plan outline.

Costs

The following are the costs (in $) associated with the implemented proposal

I am glad to dig deep into this projecting facts and fixtures based on the reality in real world. Though the numbers are not actually from any source as they keep changing from country to country depending upon well known factors such as Governance, rights, gender equality, law and legislation, corruption and implementation of rules. After all a much needed research I would stand firm on the grounds that this is the minimum budget to put-forth in to avoid kind of sexual harassment and make sure that strict laws are enforced for well being of any individual.

Conclusion

The truth is that sexual harassment in the workplace can be curtailed. An organization that wants to experience higher levels of productivity should effectively deal with cases of sexual harassment in the workplace. It is evident that sexual harassment in the workplace is not only an employer responsibility but also the employees’ responsibility.

The proposed plan to eradicate sexual harassment in ABZ organization needs earlier attention and approval for it to be commencing as stipulated. It is my belief that the plan will effectively solve any sexual harassment conduct in the workplace. The management and the employees all have to cooperate to make the program successful.

References

Keir, J. (2018). Sexual harassment in the workplace: proposals for reform | blogs. Retrieved from https://www.brodies.com/blog/employment/sexual-harassment-in-the-workplace- proposals-for-reform/

Klein, S. (2018). A Modest Proposal to Mitigate Sexual Harassment and Misconduct in the Workplace. Retrieved from https://www.mediate.com/articles/kleins2.cfm.

Louise F. Fitzgerald (2017). Antecedents and Consequences of Sexual Harassment in Organisations: A test of an Integrated Model ( Vol.82, pg num 578-589).

McCarthy, C. (2018). Take steps to prevent, address sexual harassment in the workplace. Campus Legal Advisor, 18(8), 1-5. doi: 10.1002/cala.30758

O'Brien, T. (2018). Address issue of sexual harassment via awareness, training, response plan. College Athletics And The Law, 14(11), 6-6. doi: 10.1002/catl.30433.

Tinkler, J. (2018). Resisting the Enforcement of Sexual Harassment Law. Law & Social Inquiry, 37(1), 1-24. doi: 10.1111/j.1747-4469.2011.01279.x.