Table of contents:
- Workplace sexual harassment: definition
- Is workplace harassment gender violence?
- Sexual harassment at work: statistics
- Workplace harassment towards women in Spain and Europe
- Harassment or sexual harassment concept
- Sexist harassment cases
- Sexual harassment at work in the criminal code
- Sexual harassment in Europe
- Workplace harassment based on gender
- Types of sexual harassment at work
- Blackmail or sexual harassment at work
- Environmental sexual harassment (hostile environment harassment)
- Psychological profile of the sexual harasser
- Consequences of sexual harassment at work
- Prevention and intervention of workplace sexual harassment
- Assessment of sexual harassment at work
Rating: 4.5 (2 votes) 5 comments By Lic. Fernando Mansilla Izquierdo. Updated: 5 September 2018
Sexual harassment is a social phenomenon of multiple and different dimensions, denounced by different organizations and institutions and verified by different investigations that have evidenced its existence, extent and severity in the work environment. The term sexual harassment at work or sexual harassment at work appeared in the 1970s in the United States and since then, there has been a fight from an equality perspective to eliminate workplace sexual harassment.
In the phenomenon of sexual harassment, it must be borne in mind that it is a situation that the victim does not want, and that as each person determines the behavior that they approve or tolerate, it is therefore a subjective concept. In this complete article from Psychology-Online, you will find everything you need to know about sexual harassment at work.
You may also be interested in: Personal motivation techniques at work Index- Workplace sexual harassment: definition
- Sexual harassment at work: statistics
- Harassment or sexual harassment concept
- Sexual harassment at work in the criminal code
- Workplace harassment based on gender
- Types of sexual harassment at work
- Psychological profile of the sexual harasser
- Consequences of sexual harassment at work
- Prevention and intervention of workplace sexual harassment
- Assessment of sexual harassment at work
Workplace sexual harassment: definition
Although it has been pointed out that in some cases of workplace harassment there may also be behaviors that could be part of sexual harassment, it is convenient to distinguish between the two. This difference is based on the fact that in sexual harassment the behaviors revolve around sex, and in that the victim of sexual harassment perceives the harassment behaviors is immediate, while the victims of workplace harassment take time to perceive the harassing behaviors.
Both have common characteristics such as the situation of humiliation and an attack on the dignity that people suffer in both situations, but sexual harassment is specific due to the objective of the harasser's conduct and the type of conduct. The workplace harasser has also been pointed out, unlike the sexual harasser, he always maintains the internal conviction of having done nothing wrong, even after the conviction, however the sexual harasser ends up acknowledging that he has carried out inappropriate behavior (Gimeno Lahoz, 2004).
Is workplace harassment gender violence?
Indeed, it is one more form of violence that constitutes an intolerable form of behavior that violates the fundamental rights of the person, with a sufficiently important social repercussion, since the victims, although there are cases in both sexes, in the vast majority they are women. And it could be enhanced by a precarious employment situation (INSHT, 1999).
All this affects working conditions, as an increasingly serious problem for companies. Regarding sexual harassment, and especially about its victims, there is a general belief, which can be classified as a myth, that it is related to the canons of beauty; However, the problem of sexual harassment has to do, rather, with power relations (INSHT, 2001).
The frequency of sexual harassment is repeated, therefore it is not isolated behaviors. Sexual harassment in organizations is favored by organizational aspects such as the sexualization of the work environment, the ratio of men to women, the type of tasks they perform, sexual discrimination, the work environment or the valuation of work (Llaneza Álvarez, 2002).
On the other hand, the Workers' Statute provides in article 4.2 e, that in the employment relationship, workers have the right to respect for their privacy and to due consideration for their dignity. This includes protection against verbal and physical offenses of a sexual nature.
Sexual harassment at work: statistics
Sexual harassment can be suffered by both men and women. However, perhaps women are the main victims because in the labor market their situation is more one of hierarchical subordination or unstable in employment. Sexual harassment mainly affects young women, low-income, unprofessional education, who have been besieged for a long time and only decide to report the fact, as a last resort.
The Third European Survey on Working Conditions (2000) carried out by the European Foundation for the Improvement of Living and Working Conditions, indicated that sexual harassment is not a sporadic phenomenon, since 3% of women were victims of sexual harassment in the year prior to the completion of said survey. If one takes into account that this percentage represents a figure of two million women, the problem takes on a magnitude of magnitude. Women in precarious jobs are more often victims of sexual harassment.
With respect to men, the percentage that indicates having been a victim of sexual harassment is much lower than that of women. In Spain, the survey of the year 2000, by the Secretariat for Women of the Workers' Commissions indicates that 14.5% of workers have experienced a situation of sexual harassment throughout their working lives.
Workplace harassment towards women in Spain and Europe
The Fourth European Survey on Working Conditions (2007) points out that sexual harassment affects women workers three times more than workers.
Also Czech workers with 10%, Norwegian with 7%, and Croatian and Turkish with 6% are the most sexually harassed, while Italian and Spanish workers have a rate of less than 1%. Furthermore, the group most at risk are women under 30 years of age. A study carried out by the Institute for Women (2007) shows that 14.9% of working women in Spain have suffered from some situation of sexual harassment in the last year, the most affected being women under 34 years of age. single, from non-EU countries and qualified. By sectors, medium or large-sized work centers in construction and industry are those that reflect the highest percentage in terms of sexual harassment.
In relation to the attitude of the company, a scant 8.3% of the women who have declared suffering sexual harassment consider that the company's performance could be described as adequate. Brooks and Perot (1991) reported that 88% of university women reported having witnessed sexual harassment, but only 5.6% admitted to having suffered.
Harassment or sexual harassment concept
The Dictionary of the Royal Academy of the Language defines sexual harassment as " that which aims to obtain sexual favors from a person when whoever does it abuses his position of superiority over the person who suffers it ".
According to the ILO (1995; 1997), for there to be sexual harassment, three elements must be integrated:
- behavior of a sexual nature
- that is not desired
- that the victim perceives it as a hostile conditioner for their work, making it humiliating
Sexual harassment is any type of approach or pressure of a sexual nature, both physical and verbal, unwanted by the person who suffers it, that arises from the employment relationship and that results in a hostile work environment, an impediment to do tasks and a conditioning of the employment opportunities of the persecuted person.
The following levels of conduct can be established:
- Mild harassment: jokes, compliments, conversations with sexual content.
- Moderate harassment: stares, lewd gestures, grimaces.
- Medium harassment: phone calls and letters, pressure to leave or invitations with sexual intent.
- Strong harassment: groping, holding or cornering.
- Very strong harassment: blackmail or both physical and mental pressure to have intimate contacts.
Sexual harassment includes:
- Physical behaviors of a sexual nature that can range from unnecessary touching, 'patting', 'pinching', rubbing with the body, to attempted rape and coercion for sexual intercourse.
- Verbal conduct of a sexual nature such as annoying sexual advances, propositions, offensive flirtations, obscene comments and advances.
- Nonverbal conduct of a sexual nature such as displaying photos of sexual or pornographic content or written materials of a sexual nature or looking with immodest gestures.
Sexist harassment cases
Thus, the cases of sexual harassment that are usually described are:
- That a partner gets too close or invades the physical space repeatedly.
- That some superior or colleague pressures to maintain relationships or go out together.
- That some superior has hinted at job improvements in exchange for sexual favors.
- Who have suffered sexual assault or assault by someone from work
- Who suffer unwanted friction or touching by clients, colleagues or bosses.
Sexual harassment at work in the criminal code
The European Community recommendation of November 27, 1991, regarding the dignity of women and men at work addresses sexual harassment with the following definition:
" Conduct of a sexual nature or other behaviors based on sex that affect the dignity of women and men at work, including the conduct of superiors and colleagues, is unacceptable if such conduct is unwanted, unreasonable and offensive to the person that is the object of the same, the refusal or the submission of a person to such conduct by employers or workers (including superiors and colleagues) is used explicitly or implicitly as the basis for a decision that has effects on the access of said person to vocational training and employment, on the continuation of it, salary or any other decisions regarding employment and / or such conduct creates an intimidating, hostile and humiliating work environment for the person who is the subject of it; and that such conduct may, in certain circumstances, be contrary to the principle of equal treatment ".
Sexual harassment at work has also been defined as all verbal or physical conduct, of a sexual nature, carried out within the scope of the organization and management of a company, or in relation to or as a consequence of a work relationship, carried out by a subject who knows or should know that it is offensive and unwanted by the victim, determining a situation that affects employment and working conditions, and / or creating an offensive, hostile, intimidating or humiliating work environment (Unión Sindical de Madrid-Región de CCOO, 2003).
Even Directive 2002/73 / EC defines sexual harassment as the situation in which any unwanted verbal, non-verbal or physical behavior of a sexual nature occurs with the purpose or effect of undermining the dignity of a person, in particular when an intimidating, hostile, degrading, humiliating or offensive environment is created.
Sexual harassment in Europe
The 1991 Code of Practice on measures to combat sexual harassment, which was adopted by the Commission of the European Communities, contemplates sexual conduct in a broad sense, noting that conduct of a sexual nature includes verbal, non-verbal or sexual conduct. annoying physics.
- The verbal conduct of a sexual nature may include unwelcome sexual advances, propositions or pressure for sexual activity; insistence on social activity outside the workplace after it has been made clear that insistence is annoying, offensive flirtations; Suggestive, indirect, or obscene comments.
- In the non - verbal conduct of a sexual nature they would be included display of sexually suggestive or pornographic pictures, objects or written materials, leering, whistling or making certain gestures. Organic Law 3/2007, of March 22, for the effective equality of women and men, in Title I, Article 7, says that sexual harassment and harassment based on sex will be considered discriminatory.
- Any behavior, verbal or physical, of a sexual nature that has the purpose or produces the effect of undermining the dignity of a person, in particular when an intimidating, degrading or offensive environment is created; and that constitutes harassment on grounds of sex any behavior carried out based on the sex of a person, with the purpose or effect of undermining their dignity and creating an intimidating, degrading or offensive environment.
Workplace harassment based on gender
One of the problematic aspects of sexual harassment resides in those cases in which the unwanted behaviors do not lead to a violent action of the first type, but consist of insinuations, proposals, verbal manifestations that also violate the affected worker, but that does so more from a psychic rather than a physical perspective, since violent actions have a clear criminal coverage.
It is up to each person to determine the behavior they approve or tolerate, which makes it impossible to make a list of humiliating behaviors. Therefore, the determination of what behaviors are or are not annoying is something that depends on the receiver of the behaviors, being at this point the intentionality of the issuer of the behaviors. Therefore, sexual harassment consists of action imposed without reciprocity, unexpected and not well received, frequent and repetitive that can have a devastating effect on the victim.
It can include touching, innuendoes, glances, shocking attitudes, jokes with offensive language, allusions to private and personal life, references to sexual orientation, innuendoes with sexual connotations, allusions to the figure and clothing, etc. In short, it is an unexpected conduct, of a sexual nature or other conduct based on sex that affects the dignity of the person. Includes verbal or non-verbal, physical and unwanted behavior. There is a range of behaviors that can constitute sexual harassment. Such conduct must be unexpectedly unreasonable, unacceptable, and offensive to the recipient. Said recipient is usually female, which is why workplace harassment usually occurs in women by men.
Types of sexual harassment at work
Two forms or types of sexual harassment at work must be distinguished:
Quid pro quo harassment also known as sexual blackmail or exchange harassment (this in exchange for that), carried out by a superior, and which can negatively affect work.
Blackmail or sexual harassment at work
In this type of harassment, what is produced is strictly blackmail that forces a worker to choose between submitting to sexual requirements or seeing certain benefits or working conditions harmed. It is an abuse of authority, because it involves threats from a higher position with negative consequences (dismissal, non-renewal of the contract, worse working conditions, etc.) if the requirements of a sexual nature are not accepted. In other words, it consists of abuse from a position of power to achieve sexual benefits.
The response to harassment serves as the basis, implicitly or explicitly, for decisions related to the access of said person to vocational training or employment, the continuity of the employment contract, professional promotion, salary increases, etc. (González de Rivera, 2002).
Environmental sexual harassment (hostile environment harassment)
The European Commission Recommendation refers to conduct that creates a humiliating, hostile or threatening work environment for the harassed (INSHT, 2001c). In other words, environmental sexual harassment is generated when a hostile and sexual work climate is created , serious and intense enough to alter the worker's working conditions and create an abusive work environment.
In this type of harassment, what is defining is the development of behavior of a sexual nature of any kind (persistent and serious jokes of a sexual nature, allusions or rude comments about the intimate life of the worker, requirements for workers to wear sexually suggestive clothing, etc.), which generates a negative work context - intimidating, hostile, offensive, humiliating - for the worker, which has as a consequence that the worker cannot develop his or her job service in an adequate environment, since he is subjected to a type of pressure for sexual behaviors at work that ends up creating an intolerable work situation.
On many occasions, this inappropriate work environment can be accepted as a custom or a normal situation in our culture. A study on sexual harassment in Spain published by Comisiones Obreras in November 2000 reveals that sexual harassment can occur among people at the entire job ladder, both among professionals and among lower-skilled workers. Also, sexual harassment is ageless. It can affect a twenty-year-old girl equally as a forty-year-old worker.
Psychological profile of the sexual harasser
In the Spanish Penal Code, the harasser is defined as' the one who requests favors of a sexual nature, for himself or for a third party, within the scope of an ongoing or habitual labor, teaching or service provision relationship, and with such behavior provokes an objective and seriously intimidating, hostile or humiliating situation to the victim '.
In relation to the profile of the harasser, the data indicate that it is usually a middle manager, a married man or with a stable partner and with children, with a childish and capricious character, cold, macho and with little empathy.
The profile of the victim is not clearly defined, it depends on the person and their employment situation. The study mentioned shows that some women are more vulnerable than others. Almost thirty percent of the incidents have involved female workers without a contract. Therefore, it could be deduced that job insecurity is a risk factor. Another significant piece of information is that forty percent of the victims are separated or divorced. Apparently, having a stable partner generates a certain respect that inhibits colleagues.
Consequences of sexual harassment at work
Although the impact of sexual harassment on a person is moderated by their vulnerability, there is no doubt that it negatively affects both the worker and the production process, since it generates:
- Absenteeism
- Sick leave
- Lower productivity
- Decrease in the quantity and quality of work
- Less motivation for work
Symptoms associated with stress are also manifested such as states of anxiety and depression, feelings of despair and helplessness, helplessness, anger, aversion, underestimation, low self-esteem, as well as sleep disorders, headaches, gastrointestinal problems, nausea, hypertension, ulcers, etc.
Although the consequences of sexual harassment fundamentally affect the person against whom the harassment is exercised, it also has a negative impact on workers who may be witnesses or know about the problem.
Prevention and intervention of workplace sexual harassment
The most effective way to tackle sexual harassment is to develop and implement a corporate policy. The measures that the European Commission proposes to deal with sexual harassment are the following (INSHT, 2001):
- There must be a declaration of principles of the employers in the sense of showing their involvement and commitment in the eradication of harassment, in which sexual harassment is prohibited, and the right of all workers to be treated with dignity is defended, stating that Harassment behaviors will neither be allowed nor forgiven and the workers' right to complaint will be made explicit when they occur.
- It will explain what is meant by inappropriate behavior and it will be made clear that superiors have a duty to implement the policy against sexual harassment. The statement must explain the procedure that the victims must follow, ensuring seriousness, confidentiality and protection against possible reprisals.
- The possible adoption of disciplinary measures will be specified. The organization of the company must ensure that the non-harassment policy is communicated to the workers and that they know that they have a right to complaint for which there is a firm commitment not to tolerate sexual harassment behaviors.
- The responsibility of ensuring a respectful work environment belongs to all workers, recommending that managers take measures to promote the policy of no sexual harassment. General training must be provided to commands and managers.
- Those who are assigned specific tasks in the area of sexual harassment will have to receive special training in order to successfully carry out their functions (legal information on the matter, social skills to handle conflicts, etc.).
- There should be both formal and informal procedures. Informal procedures seek to solve the situation through direct confrontation between the parties or through an intermediary; formal procedures seek an investigation of the matter and the final imposition of sanctions if the existence of harassment is confirmed.
- Informal problem solving should be encouraged.
- It is advisable to go to the formal procedure when the informal one does not work or is inappropriate to solve the problem.
- It is recommended that a person be appointed to be trained to offer advice and assistance and participate in problem solving, both in formal and informal procedures; Acceptance of such functions must be voluntary and union representatives and workers must agree.
- The grievance procedure must provide workers with the assurance that their complaints and allegations will be treated seriously.
- The investigations carried out must be independent and objective; Investigators must have no connection to the parties.
- It is convenient that the disciplinary norms clearly include the conduct of sexual harassment and the corresponding sanctions.
- The inclusion of an article referring to sexual harassment in the Collective Bargaining Agreement of the company's workers is recommended.
- It is convenient to consult through the different trade union centers or support groups, since they usually have victim support systems in place.
Assessment of sexual harassment at work
To carry out the evaluation, it will be necessary to carry out semi-structured interviews with both the worker who is the victim of harassment and the colleagues, with exploratory techniques, active listening, which allows clarification, rationalization and reformulation and confrontation.
It is also convenient to carry out:
- The socio-occupational anamnesis and affiliation data (sex, age, seniority in the company and previous companies).
- The analysis of the psychosocial conditions of the workplace.
- The chronological description of the relevant events for the current situation.
- Personal coping resources.
- The assessment of the consequences for the worker who is a victim of sexual harassment at work (personal, work, family and social).
This article is merely informative, in Psychology-Online we do not have the power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.
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- Alvarez, FJL (2002). Ergonomics: science and technology at the service of justice. Working Information. Legislation and collective agreements , (32), 5-12.
- Parent-Thirion, A., Fernández, E., Hurley, J., & Vermeylen, G. (2007). Fourth European survey on working conditions ISO 690