BRIEF HISTORY OF THE ANTI–SEXUAL HARASSMENT MOVEMENT
it as she was helping women of color from underprivileged communities who were survivors of sexual violence (Leung & Williams, 2019). Now, more than a decade later, the phrase has become the widely recognized slogan of the anti–sexual harassment movement. This movement has brought about the downfall of some of the most powerful men in business, entertainment, and politics. Cortina and Areguin (2021) developed Cortina’s Iceberg of Sexual Harassment (https://nap.nationalacademies.org/ visualizations/sexual-harassment-iceberg/) to elucidate the difference between “sexual” and “gender” harassment, with sexual harassment being more sexual coercion or attention (come-ons), and gender harassment being more “below the water line” identity-based put-downs. Cortina and Areguin propose that gender harassment has at its core a foundation of gendered contempt, with the goal to “put people down and push them out, not pull them into sexual activity.” What does this movement mean for the average American woman (and man) dealing with sexual harassment in the workplace? How can such harassment be prevented? How can we remember that although the majority of sexual harassment victims are women, it impacts men as well? How can we educate society so that they can comprehend that sexual harassment can affect anyone, regardless of age, gender, race, sexual orientation, socioeconomic status, or hierarchical position within an organization? The American Association of University Women (AAUW) highlights the importance of allies in supporting individuals and raising cultural awareness. Allies can show their support by: ● Truly appreciating the value of diversity. ● Proactively look for inequities. ● Doing a thorough self-examination. ● Listening! ● Being aware of colleagues behaving badly. ● Talking to HR if you witness discrimination. ● Sharing what you know. ● If you are a man, thinking of how you can help women at work.
Some people may believe that the issue of sexual harassment has only recently been openly discussed. However, in 1978, Lin Farley wrote a mass-market paperback called Sexual Shakedown . Coining the term sexual harassment , Farley described “women’s pervasive experiences of sexual intimidation and outright abuse on the job” (Farley, 1978). Farley insisted that society understand the systemic role verbal and physical sexual assault has played in the workforce. Although Farley’s book is no longer in print, it is as relevant today as it was then, if not more so. Issues of unequal pay, lack of promotional opportunities, unjust firing, and gender segregation in the workplace continue (Dowell, 2022; Kessler-Harris, 2018). As sexual harassment and sexual discrimination have continued throughout the years, a glimmer of hope for change occurred when the 1964 Civil Rights Act was passed. For the first time, federal legislation prohibited discrimination on the basis of sex, as well as discrimination based on race and religion. Diane Williams, an African American employee of the U.S. Justice Department, instigated one of the first court cases based on this act. Williams sued to regain her job after being wrongfully terminated because she refused to sleep with her boss. She was victorious, and her case set a precedent for women fighting against demands for sexual favors in exchange for conditions of employment (Kessler- Harris, 2018). Over the years, more cases followed. Although not all women were victorious, it began to be noticed that sexual harassment was a legally prohibited type of discrimination that limited women’s opportunities in the workplace (Kessler-Harris, 2018). Even though some advances have been made, sexual harassment continues to flourish in specific environments. One of the most significant occurrences in the struggle against sexual harassment in recent years was the emergence of the #MeToo and #TimesUp movements (Chawla et al., 2021). Although many people think the #MeToo movement was first used within the past few years, it was actually coined in 2006 by Tarana Burke, who used
● Refusing to fall into gendered roles. ● Being an ally at home (AAUW, n.d.).
REPORTING SEXUAL HARASSMENT IN ILLINOIS
The following section discusses the procedures, guidelines, and documentation related to reporting sexual harassment in Illinois (IDHR, 2023d). Actions and documentation There are several initial steps to take when sexual harassment occurs (IDHR, 2023c; IDHR, 2022): ● Object to the behavior. The first step in dealing with sexual harassment is to overtly object to the harasser’s behavior. Let the harasser know that their actions are unwelcome and offensive. Tell the harasser that you are offended by these actions and want them to stop. During sexual harassment investigations, detailed questions will be asked about the circumstances of the harassment. Victims will be asked if they made it clear that the perpetrator’s actions were unwelcome. ● Identify witnesses . Were there any witnesses to the harassment? Was anyone else subjected to harassment by this perpetrator? It is often the case that others have been harassed by this perpetrator as well.
● Notify management. Though not necessary, it is a good idea to report the incident to your supervisor. If the supervisor is the sexual harasser, see their supervisor and report the incident to the affirmative action officer or human resources. Be familiar with your organization’s policies and procedures regarding sexual harassment. ● Notify law enforcement as indicated. If the harassment is criminal—for example, rape—law enforcement should be called immediately. ● Document everything. Documentation is essential to fighting sexual harassment. Documentation must include the following: ○ What happened, when it happened, and where it happened. ○ Exactly what was said and what behaviors occurred with each instance of harassment. ○ Any threats the harasser made. ○ Any promises that were made in exchange for sexual favors.
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