Need report by using proposal

SEXUAL HARASSMENT IN WORKPLACE

P. Suresh Kumar (1712000)

University Canada West

MBAF 501

Maryam Rostamy

21-11-2018

Introduction

The key aim of this proposal is to address the issue of sexual harassment in Stronger Inc. After conducting a thorough research, it was found out that sexual harassment in Stronger Inc is one of the factors affecting the productivity of the employees as well as the growth and development of the business. Sexual harassment can be defined as the unwelcomed or uninvited physical or verbal conduct of a sexual nature. According to a study conducted by Fox Inc in 2018, approximately 22% of men and 53% of women are victims of sexual harassment in the workplace. Moreover, the same research established that 76% of men and 61% of women don't report the sexual harassment behavior to the concerned department. According to Keir 2018, sexual harassment needs to be restrained in workplaces for optimum productivity as well as growth and development of businesses. Most of the organizations experience sexual harassment though it might go unnoticed due to various reasons. Stronger Inc isn't exceptional to the issue of sexual harassment and this proposal aims at addressing the problem efficiently (Klein, 2018).

There are various detrimental effects linked to sexual harassment in the workplace. First, sexual harassment affects the emotional well-being of a person. For example, in the case of Catholic Healthcare West v. Ani Chopourian, the sexual harassment victim was quoted saying that she had to go through hard times due to low self-esteem and poor relations she experienced with colleagues. Sexual harassment also affects the physical health of the victim. According to research conducted by Google on the extent of damage to sexual harassment, it was established that sexual harassment victims lose a lot of weight and develop poor eating patterns (Klein, 2018). Additionally, sexual harassment leads to financial issues, especially for the victim. Sexual harassment victim has to spend a good amount of money in an attempt to seek justice. Additionally, some victims do develop health problems related to stress and depression which require medical attention. In the case of Madison Garden v. Anucha Sanders, Sanders accounted that she lost her job after reporting the sexual harassment incidence; and even went without any compensation for the work she had done (Louise, 2017).

Tinkler 2018, points out that sexual harassment affects the production of a company due to dissatisfaction among the employees. Effective production is based on the physical and emotional health of a worker. An employee who is emotionally unstable cannot produce effectively. Additionally, when employees are dissatisfied, they are likely to absent themselves from the job or even decide to terminate the work contract. The brand and the image of the company are also affected by negatively due to the issue of sexual harassment. Sexual harassment is a killer disease which attacks slowly, however, the impact is catastrophic. It is my belief that this proposal will help in addressing the issue of sexual harassment in Stronger Inc successfully (O'Brien, 2018).

Scope

The research comprises some compilations of sources addressing the issue of sexual harassment in the workplace. This proposal focuses on the detrimental impacts of sexual harassment and the ways that the organization can address the issue. The proposal is not limited to any specific source of information about the issue of sexual harassment as it includes real-life cases, expert opinions, case studies as well as interviews. Sexual harassment has multiple negative impacts and it is only by involving all the stakeholders that this issue can be addressed successfully (Klein, 2018).

Solutions

The wise always say that prevention is better than cure. To ensure that the issue of sexual harassment in Stronger Inc is curtailed effectively, the organization should strategize on preventing it. The party that has the greatest input, in this case, is the Stronger Inc management. The management of Stronger Inc should establish a coherent anti-sexual harassment policy that will ensure that the issue is curtailed efficiently. The anti-sexual harassment policy should involve all the employees during its formulation, development, and implementation (O'Brien, 2018).

The employees should also ensure that they report any sexual harassment behavior to the concerned body. Employees should fail in reporting any sexual harassment behavior as this will undermine their welfare without the knowledge of the management. A good communication system should be established to facilitate reporting and following of sexual harassment conduct (McCarthy, 2018).

Work and Timeline

The proposal is expected to take approximately 9 months after its acceptance. The training will commence from January 2019 to September of the same year. The reason behind this timeline is that other organizations such as Microsoft have always used a similar strategy. Additionally, the employees will not be going for any holidays from January to September. The timeline is also cost-effective as it will save a lot in terms of finances and other assets. The program is set to take part in 3 phases with every phase taking 3 months.

Figure 1

This can be found on the table below:

Figure 2

Budget Projections

The budget projections were reached after consulting the management and the HR department. Additionally, I had to look at the budget projections of other companies which have organized such programs. The financial performance of the business was also considered during the formulation of the budget projections (O'Brien, 2018).

Conclusion

The basic truth is that the issue of sexual harassment can be curtailed in Stronger Inc. An organization that is focusing on achieving optimum growth and development should eradicate sexual harassment. Sexual harassment requires the input of the employees as well as the employers for it to be addressed effectively. I believe that the proposed plan will be approved by the management for the issue of sexual harassment to be addressed effectively in the organization. The employees, as well as the management, should all 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.