● Sleep disorders: Symptoms of sleep disorders include sleeping too much or too little, or difficulty hastening or maintaining sleep. Proper rest is essential for good health. Evaluation of sleep and rest should be part of the interventions for persons who have been sexually harassed. ● Suicide: As previously noted, persons who have
● Eating disorders: Disorders such as anorexia nervosa, bulimia nervosa, and binge eating disorder may develop. Some survivors of sexual harassment use food to establish control over their lives and deal with trauma. Warning signs of eating disorders include dramatic weight gain or loss; preoccupation with food, calories, and dieting; frequent trips to the bathroom to purge food that has been eaten; and refusing to eat out.
experienced trauma and suffer from depression or PTSD are at risk for suicide. Sexual harassment survivors should be evaluated for suicidal ideation.
Impact of sexual harassment of women on work and career In addition to mental and physical health, sexual harassment also potentially impacts a women’s experience of work and career, including (Cortina & Areguin, 2021): ● Reduction in job satisfaction. ● Organizational withdrawal (absenteeism, tardiness, neglect of assignments). ● Decrease in organizational commitment.
● Contemplation of leaving job. ● Reduction in performance. ● Increase in cognitive interference (e.g., difficulty concentrating). ● Increase in job stress. ● Increase in team conflict.
WAYS TO PREVENT SEXUAL HARASSMENT IN THE WORKPLACE
● Train supervisors and managers on how to handle sexual harassment complaints. ● Monitor the workplace for signs of sexual harassment. ● Hire diverse people to balance power dynamics. Diversity helps to provide varying perspectives, views, and solutions. ● Talk to mental health experts for additional educational needs. It is not enough to have policies in place. The organization’s culture must be such that employees know what sexual harassment is, that it is not tolerated, how to report it, and the consequences of being a harasser. Employees must see that leadership is committed to preventing sexual harassment. Most experts emphasize establishing and consistently implementing a zero-tolerance harassment policy. Any policy must be written in conjunction with Illinois legislative mandates. Remember that a zero-tolerance harassment policy should, at a minimum, adhere to state mandates and include the following (Bautista, 2022): ● A definition of sexual harassment. ● A harassment prohibition statement emphasizing zero tolerance for such harassment. ● A description of the complaint procedure. ● A description of disciplinary measures. ● A statement of protection against retaliation.
To prevent sexual harassment at work, the climate of the culture must change to not allow the behavior, including leaders who model appropriate behavior and employees who are empowered to speak up for themselves and their work group (Bautista, 2022; Penn State Leadership, 2021). Employees must be allowed and encouraged to talk about it in a nonpunitive way, perhaps by calling coworkers “in” with self-processing “I feel” statements and education rather than calling “out” with anger or fear. Leadership must make it clear that their organizations have zero tolerance for sexual harassment. Jones (2023) offers the following eight ways for leadership to support victims of sexual harassment and to prevent its occurrence: ● Establish a clearly understood policy regarding sexual harassment. This policy defines sexual harassment, emphasizes zero tolerance for sexual harassment, identifies disciplinary actions against perpetrators, and explains how complaints should be handled. ● Provide accessible mental health resources to employees. ● Take all complaints seriously and provide support to victims. ● Provide mandatory education regarding sexual harassment semiannually. Bring in experts to provide education. Conclusion Sexual harassment is a civil rights violation that creates a hostile environment for employees and will not be tolerated in Illinois. Sexual harassment puts at risk an individual’s physical and mental health, as well as their financial well- being, livelihood, and career trajectory. All employees, regardless of status, must be trained and challenged to create a system that does not allow harassment while supporting those who experience it.
WORKS CITED https://qr2.mobi/harassment
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