Introduction
Sexual harassment in the workplace is a significant problem that adversely impacts various people. This term stands for verbal or physical behavior that includes requests for sexual favors, sexual advances, and other kinds of misconduct. As a rule, subordinate males and females are subject to this issue because their supervisors or bosses can typically subject them to sexual harassment.
The problem is not new because it was highlighted in the late 20th century. In particular, the graph (see Fig. 1) demonstrates that the number of sexual harassment cases was significantly higher in the 1990s than now (Cassino and Besen‐Cassino 1227). However, many modern employees still suffer from the problem, and the popularity of the #MeToo movement proves this suggestion.
Cortina and Areguin additionally mention that, on average, over 50% of women experience the problem. In comparison, the proportion of male victims varies greatly from 8% to 82% depending on the industry, which highlights the problem’s significance (291). It is essential to analyze the causes and consequences of sexual harassment in the workplace to show that the problem requires attention.
Causes of Sexual Harassment
Multiple causes contribute to the problem, and they require specific analysis. First, sexual harassment is more prevalent in those organizations where males outnumber females and where most leaders are men (Cortina and Areguin 295). This gender imbalance contributes to the fact that victims are considered more vulnerable, which encourages harassers to engage in this misbehavior.
Second, the problem is more widespread in companies that offer tolerance for the issue. This condition is found in organizations that make it challenging to report harassment or do not take it seriously (Cortina and Areguin 295). In this environment, aggressors feel impunity and permissiveness, contributing to the problem’s spread.
Furthermore, young individuals were more frequent victims because these people were typically more sexually attractive. However, not all causes are evident on the surface. Many people might not be aware of the fact that migrants suffer more from the problem (Jeong par. 2). Immigrants are more vulnerable because harassers believe that these individuals are less protected.
Furthermore, if a person is not self-employed, the risk of facing sexual harassment increases (Jeong par. 2). The rationale behind this statement is that working in an organization and a group makes an individual a suitable target of harassment. These are the underlying causes of the problem, but I expect that new ones will emerge. I believe that the next generation will disregard some of the existing social norms and rules, which will make sexual harassment more prevalent.
Consequences of Sexual Harassment
The selected problem is significant and requires management because it has various consequences. On the one hand, sexual harassment at work results in immediate adverse events. Victims typically suffer from decreased job satisfaction, higher withdrawal rates, and worsened productivity (Cortina and Areguin 293). These short-term effects denote that it is challenging for a victim to work.
On the other hand, the problem is dangerous because it contributes to many adverse outcomes. Mental health suffers because sexual harassment experience often results in stress, depression, and anxiety (Cassino and Besen‐Cassino 1222). Physical health can be additionally affected because some researchers comment on the connection between this problem at the workplace and the development of musculoskeletal pain, sleep problems, gastrointestinal issues, and rapid weight changes (Cortina and Areguin 293).
It is impossible to mention that representatives of a particular gender face harsher consequences. The severity of the problem and its impact on an individual depends on their characteristics and the level of harassment. This information demonstrates that every person can deal with the problem and its harmful impact.
Counterargument
Even though the presented information reveals the dangerous nature of the problem, some people may underestimate its significance. They stipulate that sexual harassment is harmless if direct persuasion to have sex is absent. In this case, this misbehavior is considered an extravagant communication style. This opinion is nonsense because harassment is not only about sex.
The problem relies on aggression and the abuse of power, which motivates perpetrators to misuse their position (Observer-Reporter par. 6). In this case, victims are subject to negative mental and physical health problems even if they are not inclined to have sex directly. Furthermore, some people suggest that sexual harassment exists because subordinates provoke their bosses. While it can be true in some cases, a general tendency demonstrates that senior staff members initiate this behavior because of power abuse.
Conclusion
In conclusion, the presented information has demonstrated that sexual harassment is a significant problem in the workplace. This issue has a relatively long history and currently affects many male and female employees. Individuals suffer from the problem because of a particular organizational culture and individual features of people who occupy senior company roles. Thus, the problem is significant because it subjects people to many harmful consequences that affect their mental and physical health and work, which makes it unreasonable to underestimate the importance of the problem. That is why it is essential to develop effective interventions to address workplace sexual harassment and protect people from the issue.
Works Cited
Cassino, Dan, and Yasemin Besen‐Cassino. “Race, Threat and Workplace Sexual Harassment: The Dynamics of Harassment in the United States, 1997–2016.” Gender, Work & Organization, vol. 26, no. 9, 2019, pp. 1221-1240.
Cortina, Lilia M., and Maira A. Areguin. “Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace.” Annual Review of Organizational Psychology and Organizational Behavior, vol. 8, 2021, pp. 285-309.
Jeong, Andrew. “More Than 1 in 5 Workers Worldwide Have Experienced Harassment or Violence at Work, Survey Concludes.” The Washington Post. 2022. Web.
Observer-Reporter. “Editorial: Four Years after #MeToo Began, Sexual Harassment Remains a Problem.”. 2022. Web.