Chapter 1: Preventing Sexual Harassment in the Workplace for Illinois Professionals, 2nd edition (Mandatory) 1 CE Hour
By : Julie Wallin Culligan, PhD, FAIHM, MEd, NBC-HWC, CYT-200 Learning outcomes Describe sexual harassment according to Illinois Public Act 100–0554. Describe mandates of Illinois Public Act 100–0554. Recognize federal mandates related to sexual harassment in the workplace.
Describe how to report sexual harassment in the workplace. Discuss the impact of sexual harassment in the workplace. Identify ways to prevent sexual harassment in the workplace.
INTRODUCTION
As Jason begins to explain his ideas, Mark nods and places his hand on Jason’s upper thigh. Mark smiles and says, “You know, Jason, I really admire you. You have a great work ethic and innovative ideas. I am in a position to help you advance in your career. I think we could become good friends and enjoy ourselves outside of the workplace as well. Our friendship could benefit both of us, and no one ever needs to know.” Jason is horrified. “What do I do?” he thinks. “This guy is a married man with kids who is propositioning me! He could really mess up my career. What do I do? Whom do I tell? Would anyone believe me?" Case Study2 Carolyn is a lead case manager in a busy outpatient clinic. During monthly staff meetings, William, another case manager, makes it a point to sit next to Carolyn. He enjoys sharing pictures of pornography and jokes that contain numerous sexual innuendos with her. Carolyn has firmly told him that these behaviors offend her, and she insists that he stop. William laughs and tells her she is a prude and needs to lighten up. “I’ve shown this stuff to most women in this clinic, and you’re the only one that can’t take a joke,” he says. Carolyn doesn’t care what other people do or do not do. As soon as the meeting concludes, she marches to the human resources office to file a sexual harassment complaint per organizational policy. Case Study2 Dana is a newly licensed social worker. She is a bit intimidated by her colleagues, who have worked at her clinic for at least several years. Martin is a clinical social worker with 20 years of experience. Although he provides excellent patient care, he has a reputation for being arrogant and a bit of a bully with younger colleagues. His behavior has been tolerated over the years because of his excellent clinical skills. One afternoon Dana is in the utility room gathering supplies. Martin follows her into the room and shuts the door firmly behind him. He blocks her exit from the utility room. “You know Dana, you’re new here—young and inexperienced. I could help you out and help you get ahead in this place. I have connections. I’ve worked here forever. I can stop other people from giving you a hard time. All you have to do is to be nice to me.”
Anyone can be sexually harassed regardless of sex, gender identification, or age. Both men and women can be targets of sexual harassment, and it can be peer against peer, supervisor against employee, and even subordinates against supervisor (Enright, 2020). Data on the lifetime prevalence of sexual harassment vary, likely due to variances in reporting and how individuals define harassment in their life. Stop Street Harassment’s nationally representative 2018 online survey indicated that 81% of women and 42% of men over the age of 18 reported experiencing sexual harassment in the workplace sometime during their lifetime (Raj et al., 2021). According to a Marketplace-Edison Research Poll, those in the south (25%) were the most likely to have experienced sexual harassment at work. The northeast was the next highest at 21%, and the west and Midwest were the lowest at 18% and 17%, respectively (Edison Research, 2018). Between fiscal years (FY) 2018 and 2021, the U.S. Equal Employment Opportunity Commission (EEOC) received 98,411 allegations charging harassment in the workplace. Of these, 27,291 (35.4%) alleged sexual harassment. Women filed 62.2% of these harassment charges and 78.2% of all sexual harassment charges FY 2018–2021. Of note, in the two years following the #MeToo movement going viral (October 2017), the number of sexual harassment charges received by the EEOC temporarily increased from 6,696 (FY 2017) to 7,609 (FY 2018) and 7,514 (FY 2019) only to then decrease in both FY 2020 (6,587) and FY 2021 (5,581), below pre-#MeToo numbers (Office of Enterprise Data and Analytics [OEDA], 2022). This basic-level course will help Illinois Healthcare professionals identify sexual harassment in the workplace, prevent it, and take appropriate action if it occurs. Case Study1 Jason is a newly promoted director of behavioral health. He worked hard for this promotion and is eager to fulfill his responsibilities as part of the management team. Jason currently serves on an interdisciplinary task force. The organization’s chief executive officer (CEO) frequently attends these task force meetings. After one of these meetings, the CEO stops Jason and asks that he make an appointment to discuss Jason’s ideas. Jason is flattered and makes the appointment with Mark Williams, the CEO. When Jason arrives, Mark encourages him to sit down next to him on the couch in his office. Pictures of Mark’s wife and three children are displayed prominently around the office.
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Book Code: FIL1225
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