FREE ESSAY ON SEXUAL HARASSMENT

SEXUAL HARASSMENT

Sexual Harassment
Many companies have instituted formalized sexual harassment 
policies. Israel Discount Bank, PepsiCo., Mitsui & Co., and Time 
Warner were questioned regarding their sexual harassment policy. 
The opening statement of a policy establishes the tone for the 
rest of the policy, clarifying a company's position on the issue. 
Three of the above-mentioned companies opened their statements of 
policy forcefully and definitively, stating that all employees have 
the right to work in an environment free of sexual harassment. The 
fourth company, Mitsui & Co., was less explicit, stating that all 
employees have the right to equal employment opportunities. It 
later proceeded to state that unlawful employee harassment is 
prohibited.
Within their policies, each of the companies gives their 
definition of sexual harassment. Israel Discount Bank and 
PepsiCo.'s definitions were similar, listing repeated sexual 
flirtation, unwelcome advances, propositions, verbal abuse of a 
sexual nature, suggestive objects, offensive comments, jokes, or 
innuendoes as harassment. Time Warner and Mitsui & Co. simply 
enumerate unwelcome sexual advances, requests for sexual favors, 
and verbal or physical contact of a sexual nature under sexual 
harassment. 
Each company stresses forbids the threat of job loss due to 
rejected sexual overtures. They prohibit supervisory staff from 
threatening or insinuating, either explicitly or implicitly, that 
any employee's submission to or rejection of sexual advances will, 
in any way, influence any personnel decisions regarding employees: 
employment, evaluation, wages, advancement, assigned duties, or 
compensation.
Sexual harassment can only be dealt with if the victim comes 
forth. The willingness of an employee to be forthcoming is 
dependent upon the articulated position of a company regarding 
sexual harassment. PepsiCo.'s zealous opposition to such 
harassment is clear in their written policy which states, All 
employees are STRONGLY URGED and ENCOURAGED to bring such 
harassment to the attention of their supervisors.... The other 
three companies were not as strong, in that their written policy 
suggests that all employees SHOULD report harassment to their 
supervisors.
Other than Mitsui & Co., each company clarified steps to be 
taken upon the reporting of sexual harassment. Israel Discount 
Bank oddly claimed that there would be no retaliation against 
employees reporting sexual harassment, promising a response to the 
complaint within thirty days. PepsiCo. and Time Warner assured 
that reported cases would be responded to in strict confidentiality 
and with a prompt investigation.
Preventative measures such as ongoing educational programs and 
group sensitivity sessions can limit the occurrence of sexual 
harassment on the job. An effective deterrent to this kind of 
behavior is clearly delineated protocol and the consequences for 
breaking job-place rules. Israel Discount Bank and Time Warner are 
vague in that they state that appropriate corrective actions will 
be taken. PepsiCo. and Mitsui & Co. threaten prompt disciplinary 
action and possible termination.
The above survey suggests that individual companies have 
differing policies and procedures responding to sexual harassment, 
from forceful to inexplicit. Yet, each of the surveyed companies 
clearly recognizes the problem and has taken steps to curtail the 
occurrence of such incidents. There are, however, companies who 
either wish to ignore the problem or do not feel it important 
enough for them to address. Their responses follow. 
Bibliography
Sexual Harassment
Many companies have instituted formalized sexual harassment 
policies. Israel Discount Bank, PepsiCo., Mitsui & Co., and Time 
Warner were questioned regarding their sexual harassment policy. 
The opening statement of a policy establishes the tone for the 
rest of the policy, clarifying a company's position on the issue. 
Three of the above-mentioned companies opened their statements of 
policy forcefully and definitively, stating that all employees have 
the right to work in an environment free of sexual harassment. The 
fourth company, Mitsui & Co., was less explicit, stating that all 
employees have the right to equal employment opportunities. It 
later proceeded to state that unlawful employee harassment is 
prohibited.
Within their policies, each of the companies gives their 
definition of sexual harassment. Israel Discount Bank and 
PepsiCo.'s definitions were similar, listing repeated sexual 
flirtation, unwelcome advances, propositions, verbal abuse of a 
sexual nature, suggestive objects, offensive comments, jokes, or 
innuendoes as harassment. Time Warner and Mitsui & Co. simply 
enumerate unwelcome sexual advances, requests for sexual favors, 
and verbal or physical contact of a sexual nature under sexual 
harassment. 
Each company stresses forbids the threat of job loss due to 
rejected sexual overtures. They prohibit supervisory staff from 
threatening or insinuating, either explicitly or implicitly, that 
any employee's submission to or rejection of sexual advances will, 
in any way, influence any personnel decisions regarding employees: 
employment, evaluation, wages, advancement, assigned duties, or 
compensation.
Sexual harassment can only be dealt with if the victim comes 
forth. The willingness of an employee to be forthcoming is 
dependent upon the articulated position of a company regarding 
sexual harassment. PepsiCo.'s zealous opposition to such 
harassment is clear in their written policy which states, All 
employees are STRONGLY URGED and ENCOURAGED to bring such 
harassment to the attention of their supervisors.... The other 
three companies were not as strong, in that their written policy 
suggests that all employees SHOULD report harassment to their 
supervisors.
Other than Mitsui & Co., each company clarified steps to be 
taken upon the reporting of sexual harassment. Israel Discount 
Bank oddly claimed that there would be no retaliation against 
employees reporting sexual harassment, promising a response to the 
complaint within thirty days. PepsiCo. and Time Warner assured 
that reported cases would be responded to in strict confidentiality 
and with a prompt investigation.
Preventative measures such as ongoing educational programs and 
group sensitivity sessions can limit the occurrence of sexual 
harassment on the job. An effective deterrent to this kind of 
behavior is clearly delineated protocol and the consequences for 
breaking job-place rules. Israel Discount Bank and Time Warner are 
vague in that they state that appropriate corrective actions will 
be taken. PepsiCo. and Mitsui & Co. threaten prompt disciplinary 
action and possible termination.
The above survey suggests that individual companies have 
differing policies and procedures responding to sexual harassment, 
from forceful to inexplicit. Yet, each of the surveyed companies 
clearly recognizes the problem and has taken steps to curtail the 
occurrence of such incidents. There are, however, companies who 
either wish to ignore the problem or do not feel it important 
enough for them to address. Their responses follow.