Category: Sexual Harassment

Sexual Harassment And Stalking

INTRODUCTION

Sexual harassment a gross violation of women’s right to equality and dignity. It is any unwanted sexual attention a women experiences like leering, pinching, patting, repeated comments, subtle suggestions of a sexual nature and pressure of dates. It constitutes a gross violation of women’s right to equality and dignity. On the other hand stalking is defined as a willful course of conduct involving repeated or continuing harassment made against the expressed wishes of another individual, which causes that individual to feel emotional distress including fear, harassment, intimidation or apprehension.

The legal definition of stalking is defined primarily by state statutes. However, virtually any unwanted contract between a stalker and their victim which directly or indirectly communicates a threat or places the victim in fear can generally be referred to as stalking. Some authorities argue that the definition of hostile-environment sexual harassment is too vague, while others argue that a broad definition is necessary to protect victims of sexual harassment.

DEFINITION OF TERMS

STALKING

It is defined as a willful course of conduct involving repeated or continuing harassment made against the expressed wishes of another individual, which causes that individual to feel emotional distress including fear, harassment, intimidation or apprehension.

SEXUAL HARASSMENT

Unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of sexual nature constitute sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. Sexual harassment, in all its configurations, is not easy to define. Other than conduct that involves physical violence, it is, to some extent, in the eye of the beholder, for equal employment opportunity.

STATEMENT OF THE PROBLEM

Each research work is based on some problems. Before starting a research work it is essential to fix the problem. The research problem is based on “prevention of stalking and sexual harassment”. It can be consist of unwelcome sexual advances, requests for sexual favors to clinch sales deals, the display of sexually offensive posters, cartoons or drawings or any other form of verbal or physical behavior that the recipient regards as unwelcome or embarrassing.

Women play a pivotal role to national development considering their complementary economic support, domestic activities and economic support, domestic activities and emotional attributes which greatly enhances the economic fortunes of the family, society and the nation.

Thus, when faced with sexual harassment it does not only affect their social and psychologist wellbeing but also threaten their level of productivity both within and outside the organizational setting. Consequently, sexual harassment in the educational institution and work places occurs.

The last two decades or so have engendered considered discussion throughout much of the world about issues of sexual harassment in the workplace. They have also witnessed legal and other action initiated by local and international organizations as the European communities, the ILO, FAO, the World Bank and the United Nations. It is not that the problem is new, only that it has been exacerbated and made more visible as increasing number of women entered the educational institute and the workplace.

Outside of the work environment, only the most egregious forms of sexual harassment acts of physical aggression, including appearing dealt with public policy, ordinarily via the criminal court, where an employment relationship is concerned. However, the issue is seen as integral to concerns about discrimination, since a person is targeted for harassment because of her or his gender.

As a result, sexual harassment is tied to policies and to relevant law designed to bar discrimination on the basis of sex. Further, sexual harassment can be one time occurrence of a serious nature or a behavioral pattern experience over an extended period.

CENTRAL FOCUS OF THE STUDY

The central focus of the study is the actual percentage of the students who sexually harassed in University of Rajshahi. In this study, the researcher tried to focus on the number of the harassed students and contribution of the authority. It also included the cause of their stalking and harassment, the physical and mental conditions for this harassment. These are the main focus of the study.

REVIEW OF LITERATURE

As far as researcher have gone through, there has not been any research conducted specifically the emerging threats of stalking and sexual harassment and its abuses at University of Rajshahi. However, findings of the studies, the researcher have found to be concerned with the present study in one way or another are summarized below:

T.A. Loeffler said in his book “Sexual Harassment and Experiential Education Programs: A Closer Look” that When sexual harassment, occurs, it exposes participants and staff to increased physical and emotional risks. It is imperative that experiential education programs take an active stance in preventing and interrupting sexual harassment. Experiential education programs need to have a sexual harassment policy which is distributed to all staff and students.

Luise I. Gendes in his book “Sexual Harassment” said Although the public has recognized sexual harassment as a serious issue, there is still no widely agreed upon definition of the concept. Anne Fischer, who answers reader questions about conduct in the workplace in her “Ask Annie” column in Fortune magazine, revealed that after publishing one letter from a reader who was confused about sexual harassment, she received “a torrent of e-mails pretty clearly demonstrating that on this subject, lots of folks are utterly clueless.”

On 15.8.2008, ‘The Daily Star’ in its weekly magazine stated that in the absence of any formal structure of complaint hearing, many Bangladeshi students keep incidents of sexual harassment to themselves. Students fear having their identities exposed to social stigma and in the case of a teacher student relationship the student is usually too aware of the power advantage the teacher has over her.

Revab B. Siegel said in his book “A Short Story of Sexual Harassment” it is in that spirit that I offer the following short history of sexual harassment, as a prelude to a much larger conversation, and as a provocation of sorts: an invitation to meditate, yet again, on what we mean when we say that a practice discriminates ‘on the basis of sex.’

Mike Deblieux in this book “Stopping Sexual Harassment Before it Starts” expressed that sexual harassment is one of the most complex workplace issues of our time. It is at once a legal issue, an emotional issue, a civil rights issue, and a very personal issue. It can be both easy to define and impossible to define. It can result from innocent actions or from criminal behavior.

BACKGROUND OF PREVENTION OF STALKING AND SEXUAL HARASSMENT

Sexual harassment has its roots in patriarchy and its attendant perception that men are superior to women and that some forms of violence against women are acceptable. One of these is workplace or educational institution sexual harassment, which views various forms of such harassment, as harmless and trivial. Often, it is excused as ‘natural’ male behavior or ‘harmless flirtation’ which women enjoy. Contrary to these perceptions, it causes serious harm and also is a strong manifestation of sex discrimination at the workplace. Not only is it an infringement of the fundamental rights of women, under Article 28(2) of the Constitution of Bangladesh “Women shall have equal right with men in all spheres of the state and of public life.”

Though sexual harassment at the work place has assumed serious proportions, women do not report matter to the concerned authorities in most cases due to fear of reprisal from the harasser, losing one’s livelihood, being stigmatized or losing professional standing and personal reputation.

DEVELOPMENT OF THIS PROBLEM BY AUTHORITY

Considering the significance of social problem from sexual harassment, Advocate Salma Ali on behalf of BNWLA as a petitioner filed public interest litigation at the High Court on 7th August 2008, asking for a guideline to prevent sexual harassment and abuse in educational institutions and workplace. The writ petition no. 5916/2008. On 14th May 2009 the High Court bench declared judgment to prevent sexual abuse of women at the office, educational institution and all types of governmental, non-governmental, semi-governmental and any other organization.

DRAW BACKS OF THE EXISTING SITUATION AT UNIVERSITY OF RAJSHAHI

The concerned authority may suspend temporarily the accused person and in case of students, may prevent them from attending their classes on the receipt of the recommendation of the complaints committee. If the accused is found guilty of sexual harassment, the concerned authority shall treat it as misconduct and take proper action according to the disciplinary rules of all work places and educational institutions in both public and private sectors within 30(thirty) days or shall refer to the appropriate court or tribunal if the act complained of constitutes an offence under any penal law.

RECOMMENDATION

The most effective weapon against sexual harassment is prevention. Harassment does not disappear on its own. Provide education and information about harassment to all on the regular basis. The circulation of information, open communication and guidance is of particular importance in removing the taboo of silence which often surrounds cases of sexual harassment.

In order to deter and eliminate sexual harassment and torture, and create a safe environment for work and education and all workplaces and authorities of all educational institutions will attach prime importance to the publicity and publication against sexual harassment and gender discrimination. There must be sufficient orientation before the formal classes start for a new session in education institutions, and monthly, half yearly orientation in all workplaces and institutions. To create awareness regarding fundamental rights guaranteed in the constitution.

CONCLUSION

Sexual harassment is one of the most complex issues of our time. It not only causes disastrous psychological and physical hardships to the victims, but also corresponding negative impact on the performance and reputation of the organization.

Across the globe today, workplace sexual harassment is increasingly understood as a violation of women’s rights and a form of violence against women. Indeed, the social construct of male privileges in society continues to be used to justify violence against women in the private and public sphere. In essence, sexual harassment is a mirror reflecting male power over women that sustains patriarchal relations. In a society where violence against women, both subtle and direct, is borne out of the patriarchal values, women are forced to conform to traditional gender roles. These patriarchal values and attitudes of both women and men pose the greatest challenge in resolution and prevention of sexual harassment. Workplace sexual harassment, like other forms of violence, is not harmless. It involves serious health, human, economic and social costs, which manifest themselves in the overall development indices of a nation.

Sexual Harassment At Uber Company

Uber is a transportation company established in 2009. Uber provides transportation services in many countries around the world like the United States, Bratina, Paris, Egypt, and Saudi Arabia. Uber communicates with customers by an app that is available on both iTunes and Android phones. Of course, since it is a huge company mistake will happen. The San Francisco company faced many problems like, they have to pay taxes, the incredible risks that could happen to the drivers, and unethical behaviors by the riders and the drivers. and We are going to discuss one sexual harassment case, but first, there are some important things everyone should do when using uber to prevent such problems. Respect is one of the ethical policies that Uber company follows, it includes treating the riders and drivers with respect as you wish to be treated. Always try to be on time for your ride and do not make the rider or the driver wait, because nobody likes to wait. It’s common courtesy not to shout, swear or slam the car door. And by tidying up after yourself, whether it’s taking your trash home or cleaning up a spilled drink you’ll keep the car in good condition and ensure the next person has a pleasant ride, too. Most important of all, remember that when you use Uber you will meet people who may look different or think differently from you. Please respect those differences. We want everyone to feel welcome when they use Uber. Second, in our life, we all need some personal space. It is likable to be calm and quiet in the car, this does not mean not to talk, but to avoid distrusting the driver. please don’t comment on someone’s appearance or ask personal questions. As a passenger, if you need to make a phone call, keep your voice down to avoid disturbing your driver or other riders. Lately, whether you are a rider or driver, please rate your journey at the end of the trip, to let the company knows if anything bad happened to you by the driver. Honest feedback helps ensure that everyone is accountable for their behavior. This accountability creates a respectful, safe environment for both riders and drivers. And if something happens during a ride, whether it’s a traffic accident or an argument make sure to report it by tapping “Help” in the app so that our customer support team can follow up.

Uber’s vision is to make all its riders happy and safe. if a sexual assault is reported to Uber, it’s the company’s policy to immediately block the alleged perpetrator from the application and begin an investigation. Uber has a team of former law enforcement officers in place to handle such allegations, many of whom assist police 24/7 when reports come in through the app. Uber announced the policy change this month, saying it will no longer force riders who make claims of assault or harassment into private arbitration, a common practice that has come under intense scrutiny across the United States. Like many companies, Uber’s terms of service included a clause that waives a rider’s constitutional right to challenge Uber in court, instead of bringing them before a third-party arbitrator that the company pays.

Uber’s general message is to afford cars for everyone to get to their distinctions. Uber said it would allow US riders and drivers to file allegations of rape, sexual assault, and harassment in courts and mediation instead of being locked into arbitration, a private process that often results in confidentiality agreements.

Uber’s goal is to create a workplace that is inclusive and reflects the diversity of the cities they serve where everyone can be their authentic self, and where that authenticity is celebrated as a strength. By creating an environment where people from every background can thrive, they promise to make Uber a better company for their employees and customers. Moreover, Riders will soon have a dedicated place in the app where they can learn about key safety information, including tips built in partnership with law enforcement, driver screening processes, insurance protections, and community guidelines. Riders will be able to designate up to five friends and family members as Trusted Contacts and be prompted to share trip details with them during every ride. This makes it easier than ever to share your trip, so loved ones can follow along and know when you’ve arrived. Prefer to share your trip during evening rides only? Night time-sharing will be an option. They will update the app with safety in mind, locating all things safety in one central place and making it accessible directly from the home screen during a trip. Existing features like Share My Trip will be easier to find and we’ll add new ones.

Ethics concern an individual’s moral judgments about right and wrong. Uber’s ethics decisions taken within an organization may be made by individuals or groups, but whoever makes them will be influenced by the culture of the company. The decision to behave ethically is a moral one; employees must decide what they think is the right course of action. This may involve rejecting the route that would lead to the biggest short-term profit. Uber’s ethical behavior and corporate social responsibility can bring significant benefits to a business. For example, ethics must attract customers’ attention to boost benefits and profits, make employees loyal and do not want to leave the company, attracting more employees to apply for working in the company, attract investors to invest in the company. Knowing that the company they deal with has stated their morals and made a promise to work in an ethical and responsible manner allows investors’ peace of mind that their money is being used in a way that arranges with their own moral standing. When working for a company with strong business ethics, employees are comfortable in the knowledge that they are not by their own action allowing unethical practices to continue. Customers are at ease buying products or services from a company they know to source their materials and labor in an ethical and responsible way. More and more, Reputation is one of a company’s most important assets, and one of the most difficult to rebuild should it be lost. Maintaining the promises, it has made is crucial to maintaining that reputation.

The unethical case that broke Uber’s ethics terms is that a former engineer at Uber sued the company on Monday, claiming that co-workers sexually harassed her during her time at the ride-hailing service and that its human resources department failed to act on her complaints. Ms. Arenado said many of her complaints went ignored. She said that human resources did not investigate her claim and that, a few months later, the same male engineer told other groups of people in the company that Ms. Arenado is a bad person and she had gotten a job at Uber only because she knows someone in the company. The engineer was eventually fired after she complained again, according to the lawsuit. Another male senior software engineer harassed her then made repeated sexual advances toward her, telling her that she was “so cute” and that he wanted to “take her home,” the suit says. On another occasion, it says, male co-workers commented on her physical appearance. Each time Arenado raised concerns regarding unlawful conduct, she was met with Uber’s entrenched disregard for the rights of its women employees and a refusal to take effective steps to prevent harassment,” according to the lawsuit, which was filed in California Superior Court in San Francisco. A hearing to make final approval of the settlement is due to be heard by a California court in November. The harassment and discrimination claims are among a string of issues that Uber’s management has faced in the past year. While some of the company’s issues have been resolved, they include losing its license to operate in London and a lawsuit in the US filed by a woman who accused Uber executives of improperly obtaining her medical records after she was raped by a driver in India. As a result, under mounting pressure, Uber announced on Tuesday that it will no longer forbid passengers, drivers, and employees from speaking publicly about sexual harassment or assault complaints they bring against the ride-hailing giant. The move to end forced arbitration marks a major shift for the company, which has faced a stream of misconduct allegations in recent months.

Uber is the second technology powerhouse in the past year to do away with requiring employers or customers to settle sexual misconduct complaints in private. Critics say forced arbitration shields predators and promotes a culture of silence. Uber subsequently launched an investigation into its corporate environment, which led to the firing of 20 staffers for sexual harassment, bullying, and other causes. The app took another reputation hit in April when a CNN analysis of police reports and court records found that at least 103 Uber drivers in the United States have been accused of some form of sexual assault in the past four years. (The outlet reported that 31 drivers have been convicted of sexual crimes, including forcible touching and rape. Some lawmakers had urged Uber to waive binding arbitration for sexual harassment complaints. Uber has fired more than 20 employees after a company investigation into sexual harassment claims and workplace culture.

If we investigated the harassment case from all its sides, Uber is the first responsible side because it did not comply with the promises and owes that told people it would do. First, this sexual harassment influenced the company’s culture and reputation. Thus, Uber did not behave ethically or morally towards the case, yes it fired 20 employees from the company, but this is not enough because it did not pay the victims. After people heard of the harassment they will not attract to the company anymore or apply to get a job in it. As a result, the company will lose a lot of benefits. This is what the victim said about the situation, ‘Uber was a pretty good-sized company at that time, and I had pretty standard expectations of how they would handle situations like this. I expected that I would report him to HR, they would handle the situation appropriately, and then life would go on – unfortunately, things played out quite a bit differently. When I reported the situation, I was told by both HR and upper management that even though this was clearly sexual harassment and he was propositioning me, it was this man’s first offense and that they wouldn’t feel comfortable giving him anything other than a warning and a stern talking-to. Upper management told me that he ‘was a high performer. We understand from her speech that Uber gives the privilege to the high performers because they make more money and even if they made mistakes they will forgive them! What uber did is totally inexpiable and against Uber terms and ethics.

In our opinion, sexual harassment should be prevented by putting high fines on anyone trying to assault another and put them in jail for no less than 10 years. We think one of the reasons that people sexually harass others is that they do not know the policies in the place they work in. Uber should have had it clear and communicate the policy with all its employees. Uber should make sure that all managers and supervisors understand their responsibility to provide a harassment-free work environment. In addition, they must ensure that all employees understand the policy and procedures for dealing with harassment, new and long-term employees alike, this involves training, information, and education. Other things they must do is appropriately discipline employees who harass other employees, provide protection and support for the employees who feel they are being harassed, Take action to eliminate discriminatory jokes, posters, graffiti, e-mails, and photos at the worksite, and Monitor and revise the policy and education/information programs on a regular basis to ensure that it is still effective for your workplace. We think that even employees have some responsibilities like, obtain and become familiar with the organization’s policy on sexual harassment, pay attention to the response of others in order to avoid unintentional offense, ask yourself if your verbal or non-verbal behaviors might have a negative impact on other co-workers attitudes toward work, and do not take sexual harassment lightly. If you think you are being sexually harassed by an individual or a group, do not accept it as a joke. Do not encourage the harasser by smiling, laughing at his/her jokes. Let the harasser know that you do not enjoy and do not want this type of attention.

Not all famous companies can be trustworthy because bad behaviors are individual things. You need to be careful with whom to work and with whom to communicate. If any sexual harassment happened or I suspect one, I should not keep silent. Silence makes the harassment stronger like what happened with the poor engineer at Uber company. What I have learned from this project is how to investigate unethical issues and analysis them, how to work as a group, and how to search and find certain information. Moreover, I learned some companies’ policies that will help me if I got a job in the future.

Global Perspectives on Sexual Harassment: Challenges and Legal Measures

Introduction

We can hardly obtain accurate figures on the incidence of sexual harassment in countries across the world, especially in areas where this topic of sexual harassment is sensitive and cannot be discussed publicly. Therefore, it is difficult to compare the figures among various countries, especially when the victims are reluctant to report. Issues related to methodological aspects also make the situation more complicated, mainly due to the use of non-standardized measures of sexual harassment and the difficulties associated with recruiting respondents and questioning sample representation. (Sigal & Jacobsen, 1999).

The Global Challenge: Incidence and Reports

However, international sexual harassment is indeed a big problem. We can find these problems in various reports: Data from Asian countries indicate a high rate of sexual harassment. As with violent crimes, the number of sexual harassment is extremely difficult to estimate because this kind of crime is usually underestimated. But we can still infer the full picture from a small point. For example, the International Federation of Trade Unions estimated that 30-40% of female workers in the Asia Pacific region reported harassment to some extent in 2008. (Vaswani, 2017)

In Japan, a survey conducted in 2001 showed that about 75% of respondents experienced at least one incident of harassment (Killion, 2004). This figure is also consistent with the findings of the Korean study reported in the ILO report.

In Asia, the price of sexual harassment is not high. Take Cambodia’s garment industry. Take Cambodia’s clothing industry as an example. Women account for 85% of the national labor force and are crucial to the success of the garment industry. This sector accounts for one-third of Cambodia’s economy. However, a recent study shows that they are also the victims of sexual harassment because they have far less power than their male colleagues, especially the bosses and managers. (Vaswani, 2017)

Killion also indicates that sexual harassment of women in mainland China is not even considered a social issue because other issues, such as economic ones, are always given more priority than any other human rights issue. Killion claims that in China, the law has not yet been enacted, and international anti-sexual harassment protection standards have not been implemented, leaving women without any official choice to combat sexual harassment in the workplace. (Killion, 2004)

In the Middle East, Turkey is described as a society, and because of its patriarchal nature, harassment may be extensive (Wasti et al., 2000). Obtaining figures on sexual harassment in other patriarchal cultures, such as Pakistan, is very difficult. However, Barak (1997) speculates that sexual harassment may be widespread in a country in the same region, India.

A recent study conducted by Simelane under the auspices of the African Women Educationalists Forum (FAWE) showed that “all forms of sexual harassment are reported to be ubiquitous on campus” in a major university in South Africa.

In general, the incidence rates in individualist countries such as Canada and Western Europe are comparable to those in the United States, although estimates can range from a very low percentage to more than 90%. A further report by the International Labor shows that 2% or 3 million employees in the European Union (EU) countries have experienced sexual harassment by women workers at a higher rate than female employees. The report shows that these figures vary widely from country to country, possibly because of different reporting rates and not different rates of sexual harassment.

International Laws Against Sexual Harassment

By the year 2000, a total of 31 countries had set up sexual specified harassment legislation, but these laws varied widely in terms of penalties and enforcement (Sigal, 2004).

Sigal et al. proposed that there are at least three general types of anti-sexual harassment laws:

1. Allow victims of sexual harassment to sue for penalties (for example, in the United States, the United States);
2. Laws that criminalize sexual harassment (for example, the Philippines and Taiwan); and
3. Legislation allows employees to quit their jobs and receive compensation from employers (e.g., in Germany).

The European Union and the European Commission have formulated policies and directives for the resolution of sexual harassment, which have been translated into ‘legally binding laws” for all countries. The two organizations describe sexual harassment as sexual discrimination, which hampers the right to dignity in the workplace. Major countries such as Austria, Belgium, Cyprus, and the United Kingdom all received these instructions.

Countries such as Albania, Estonia, Hungary, Latvia, Lithuania, Machaon, Moldova, Moldova and Moore. Dova, Russia, Slovakia, Slovenia, and Ukraine are the contingent-owned states that need to implement these directives. Brazil and other Latin American countries have signed the United States Convention on the prevention, punishment, and elimination of violence against women.

Conclusion

Since 1995, Asia, Australia, Bangladesh, Japan, the Philippines, Sri Lanka, and Hongkong have all enacted laws against sexual harassment. In India, the Supreme Court found that sexual harassment was a major social problem and provided steps or guidelines for preventing sexual harassment. There is no special sexual harassment law in China, but the Constitution and other laws do indicate that sexual harassment of women shall be prohibited. It is worth noting that in China, sexual harassment can only be targeted at women but not men. In fact, there are many cases in which men are sexually harassed and even raped. For example, the case of a 53-year-old man being raped by a man has aroused a wide range of attention. (www.sina.com, 2016)

References

1. Sigal, J., & Jacobsen, J. (1999). Methodological Issues in Cross-Cultural Research on Sexual Harassment. In R. King & E. L. B. Meulen (Eds.), Women’s Studies in the 21st Century: Proceedings of the Second International Interdisciplinary Congress on Women (pp. 119-126). Utrecht, The Netherlands: Universiteit Utrecht.
2. Vaswani, K. (2017). Sexual Harassment in the Asia Pacific Region: A Comparative Study of Legislation and Implementation. Singapore: Springer.
3. Killion, L. A. (2004). Sexual Harassment in the Workplace: A Global Challenge. London, UK: Lexington Books.

Combat Sexual Harassment: The Me-Too Movement and the Future of Title IX

Introduction

In recent years, sexual harassment victims are coming out more and more each day. Enough is enough. Women have been trained that sexual harassment or anything sexual or abusive is part of being a woman. Being treated this way is simply something we shall live with and accept and push through to go on with as a part of life. Sexual  Harassment in the workplace, in public and private, should be against the law and not be tolerated. Sexual Harassment is “unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature” (State. gov,2018). Sexual Harassment can happen to anybody: children, young adults, the elderly., It’s not limited to women alone.

“Title IX is a specific component of the Education Amendments of 1972. This act says that no person in the United States shall be excluded from participating in, subjected to discrimination, or be denied the benefits of any education program or activity that receives financial assistance from the government on the basis of sex” (Vittana,2018)

Analysis

Title IX rulings have covered “sexual violence, harassment, and even athletics access since it was passed” (Vittana,2018). This act has opened the door to more educational opportunities for women. Before, opportunities were granted to men, such as athletics. The educational amendments created more access for women to equal opportunities in school and the workplace. With this, the creation of expanding knowledge on campuses created the most influential recruitment. For example, Florida International University offers a sexual assault prevention training program (Student et al.,2018). Not only did this act create greater access for young women and children, but it helped men gain access, too.

The” Me Too Movement, The Silent Breakers” related a space for high-end celebrities and the most influential people around the globe to talk about the unthinkable, the ignored, and inequality between men and women. A USA Today examination provided that 2,000 bills passed within 24 months since allegations of sexual HarassmentHarassment arose. Two hundred sixty-one laws passed, and elected officials directly addressed topics championed by the movement that Title IX lacked. Taking a look at Title IX and the Me Too movement is crucial. Even though the Department of State, Diplomacy in Action is committed to sexual harassment policies, many of the victims are encouraged to report the unwelcome conduct, but nothing is “easier said and done,” which results in many coming forth now with allegations. There are many cons with Title IX; programs were cut instead of increasing access in some instances.

Schools have faced a choice: losing funding or creating equal opportunities. Many schools felt that creating access required too much money, so they cut programs and scholarships instead of expanding. Money is still not allocated to educational institutions. If many people go through school before hitting adult life, sexual education is important. Suppose many individuals are not getting the right school on how to treat one another and act according to how young men or women expect what’s right and wrong. Certain behaviors can be stopped with the right encouragement because of years of dismissing the idea that acting and pursuing a potential companion friend or more can be done without forceful actions.

“Statistics show that 1 out of 4 women experiences sexual HarassmentHarassment and violence. These rates are higher than before Title IX… instead of having men and women be separated, they are together more often, and schools have struggled to put in structures that provide an adequate level of protection” (Vittana,2018).”

Recommendation

The destruction of Title IX is much needed. The inspiration and influential meaning of the Me-Too Movement should be highly suggested, including renaming the policy to” Me Too Sexual Harassment Policy” Problem that has no name” Funds should be allocated to preserve educational movements, programs, and conferences to raise awareness about what is happening not only in the United States but all over the world. This isn’t something that has sprung up overnight, but it was simmering for years, decades, and centuries.

Implementation

The Me-Too Sexual Harassment Policy, if implanted correctly, can many cases and victims can come to an understanding and reduce trouble in their daily lives. The U.S. Department of State, Diplomacy in Action, must be responsible for the implantation and creation of details of the policy in a “regulation” (Quora,2018). From regulation, it should be published in the Federal Register and open for a comment period during which anybody can provide feedback to the agency. Fines should be established depending on how severe the HarassmentHarassment takes. For example, verbal should be a certain amount, and enrolling in a course to recognize the wrongdoings of these actions.

Conclusion

The agency creates policies and procedures, manuals, rules, forms, systems training, and guidelines that employees would need to perform for the policy. The U.S. Department of State does recommend mediation. Grievances and EEO processes and Processes for Foreign Service Nationals (FSNs). More programs should be developed for victims and suspects. These programs include therapy, rehab for substance abuse, and educational certificate programs.

Many suspects are victims of their own story; many perform what they know. Unfortunately, these persons didn’t get the proper information and guides to stop certain actions. If treated properly, many sexual harassment cases can be put to a stop. The purpose of the Me-too Sexual Harassment Policy is to create a space for victims and uphold crime against human rights in life; this can be the future of generating a carefree world of expression through clothing, voice, and ethnicity.

References

1. State.gov. (2018). Sexual Harassment. Retrieved from [URL] Citation in Text: (State.gov, 2018)
2. Vittana. (2018). Title IX. Retrieved from [URL] Citation in Text: (Vittana, 2018)
3. Student Affairs FIU. (2018). Sexual Assault Prevention Training Program. Retrieved from [URL] Citation in Text: (Student Affairs FIU, 2018)
4. Quora. (2018). How is a US regulation different from a US policy? Retrieved from [URL] Citation in Text: (Quora, 2018)

Unveiling Street Sexual Harassment: Analyzing the Complexities

Introduction

Throughout the YouTube video, 10 Hours of Walking in NYC as a Woman, an actress is harassed by various men while she silently walks in different neighborhoods. This actress appears to be white and in her early twenties. As noted by the video, they recorded over 100 instances of what they classified as harassment, as well as whistles and winks. I can see how some individuals would question why polite greetings or compliments were considered menacing. Some of the greetings could have been perceived as friendly encounters and not as harassment. Since we can’t fully understand the mind or intentions of another person, we rely on behavioral cues to determine the interaction.

The Complexity of Street Harassment

This can also be affected by our preconceptions and biases. Although the comments did not seem threatening, the context, as well as how they were said, was inappropriate and unwanted. Comments such as “Good morning ” were only directed towards the actress and not other males in the area. She was not inviting a conversation with them, nor did she look their way as to encourage it. She gave clear signals that she was not interested in not responding and walking away.

Many of these men seemed to feel entitled to salaciously comment at her, stare, and follow her. As such, I would classify these behaviors as harassment. As a woman commuting in NYC, I have also experienced verbal harassment and sexual objectification while walking the streets. It can be an uncomfortable and dehumanizing experience having a stranger comment on your body or demand your attention. Often, these interactions have the potential to lead to a dangerous situation and question how safe it is to walk alone.

The Impact on Personal Safety

The actress in the video has her personal space invaded and threatened at several points. Regardless of her attempts to avoid harassment, such as shifting eye contact or deeply sighing, she was still subjected to these intrusions. In two instances, the men stalked her for several minutes and got very close to her. It seemed as though they were trying to assert themselves over her so that she would respond. I also noted that several men were shouting comments towards her as she walked by.

There was an instance in which a man made a comment referring to the logo on the back of her jeans. I also noticed that they looked at her body up and down. Some men invaded her personal space and were engaging in objectifying language. For example, they would use words such as “damn” while speaking about her body and walking closely behind her. Similarly, I have been followed for several blocks, called vulgar names, and grabbed. This has led to me changing the way I commute and carrying pepper spray in my bag.

As I watched the video, I noticed that the majority of the men depicted harassing her were people of color. Notably, they were either African American or Latino. However, the film makers claimed that they had recorded instances of the actress being harassed by individuals of all racial backgrounds. Yet, they did not include many of these exchanges in the final cut of the video. I also noticed that many of the shots included men of color lounging around.

This can give the impression that people of color engage in predatory behavior and street harassment. This perpetuates the harmful belief that these men are dangerous. While watching the video, I also found it odd that the majority of the neighborhoods she visited are known for being associated with people of color and a certain SES. This made me question why they chose these areas and if there was some bias being depicted.

Overall, I think that this video brings some awareness to the issue of street harassment and, through its widespread views, has society discussing what it means to be harassed. I appreciated that they highlighted this issue as it is often normalized as part of city culture and seen as something that individuals should accept. It also highlights how threatening these alterations can get even when the individual is not engaging or refusing advances.

Conclusion

In particular, it notes that regardless of how a woman is dressed or acts, they can be harassed and sexually objectified. As a society, we should shift away from victim-blaming and address why these acts are viewed as harmless. This, in turn, leads to education on these behaviors and interventions on how to combat them. After seeing this video, I was left conflicted because of the racial bias and noted that the message of the video was not fully getting across as a result. I would be interested in seeing a similar video of street harassment with a male actor as well as different sexual orientations or gender identities. I would also like to see the results of a video like this one with a woman of color. This would also highlight that other groups experience street harassment and the differences between the responses as well as sexual undertones.

References

1. Video Source: Coby Persin. (2014, October 28). 10 Hours of Walking in NYC as a Woman. YouTube. https://www.youtube.com/watch?v=b1XGPvbWn0A
2. Discussion on Street Harassment and Behavioral Cues: Street Harassment. (n.d.). Stop Street Harassment. https://www.stopstreetharassment.org/
3. Understanding the Impact of Street Harassment:C. J. Brooks, S. M. Cleveland, & S. S. Kamat. (2018). Coping with Street Harassment: Implications for Psychological Well-being. Sex Roles, 78(11-12), 817-828. https://doi.org/10.1007/s11199-017-0852-5

Sexual Harassment in the Armed Forces: Challenges, Causes, and Solutions

Introduction

Sexual harassment and assault- the sound of those words alone is repulsive. The action is just as sickening as the sound of the title; as horrible as it sounds, it occurs quite often in the Armed Forces. Both genders are equally capable of being victims and perpetrators. Sexual Assault cases are not new to the Army, as cases have been reported repeatedly for many years, under many different circumstances, and in a variety of environments. It is not confined to a specific occupation, age, gender, or name. So, the questions that arise from this information are natural. Mainly, why does sexual assault keep happening, and how is it eradicated? The truth about sexual assault is it can never really end; however, it can be reduced and, with some change- prevented.

The Complex Nature of Sexual Assault in the Armed Forces

In posing the question, why does sexual assault occur? For most, the answer seems simple. However, that is far from the truth. A variety of reasons contribute to why it happens. One reason involves a poor Chain of Command- sometimes there are threats made to victims to keep them quiet, and sometimes the Chain of Command will sweep it under the rug and forget about it. Another reason for concern is the nature of it being an individual character problem. These individuals lack the moral ethics to think that the entitlement is there to do as they please, with minimal consequence. Often, such individuals do not think about (or care) about the long-term effects it will have on a person. The way Soldiers are taught and educated on the issue does not have a significant enough impact on the individual Soldier.

Ineffectiveness of Current Approaches

The current approach to reduction seems like it is having little to no effect. Training over these matters often consists of hours of sitting through presentations with a representative, speaking in a monotone voice, and reading slide after slide of information. This is a repetitive process that occurs month after month without much change. The consequences are apparent in the statistics; however, the grasp as to how harsh of an indiscretion this is does not seem to be there. Simply, more engagement with the troops allows for more personal investment in the individual troop’s behalves.

These cases are increasing. Between the years of 2016 and 2018, the Army saw a 4.6% to 5.8% increase in cases involving sexual assault- despite the monthly briefings administered. The evidence is clear that it is not stopping or reducing the cases being reported. Considering that those are the only reported cases. Who knows how many go unreported? Change must occur somewhere, somehow.

A way to start making change is to make the briefings more engaging. Victims and perpetrators should be given a chance to speak on this issue, as well as how it affected their individual lives. People need to see real pain to fully grasp the severity of the actions and really feel what those people feel. A grasp needs to be made on how the victims react to situations now because of that one moment in life, as well as how making a poor decision affected the perpetrator for the rest of their life, and how both must live from then on. It may not stop sexual assault, but it is a start.

Conclusion

Sexual assault cannot be fully ended, but the way the troops are reached can evolve and attempt to grasp for better. Maybe a reduction can be seen in cases after making an application of change. Change can start in how cases are handled within a unit-preventing, preventing it from primarily being handled in-house, and in the way troops are trained on the subject. There is a stigma of sexual assault in the Army that must be removed from the prestigious name earned by not only this generation of soldiers but all those who came before.

Works Cited

1. Childress, S. (2013, May 10). Why the Military Has a Sexual Assault Problem. Retrieved February 7, 2020, from https://www.pbs.org/wgbh/frontline/article/why-the-military-has-a-rape-problem/
2. Rempfer, K. (2019, August 21). Sexual assault and suicides are on the rise. Retrieved February 7, 2020, from https://www.armytimes.com/news/your-army/2019/08/21/sexual-assault-numbers-suicides-on-the-rise-clearly-we-have-to-do-something-different-acting-army-secretary-says

Factors Behind the Surge in Sexual Harassment in the United States Military

Introduction

Sexual assault reports have increased nearly 10% since 2016, a record high. Although it is hard to pinpoint a specific cause of the increased reports, studies have shown that the increased willingness of a victim to come forward, the male-dominated workplace, and a culture that has allowed sexual harassment to thrive may contribute to the rise in numbers.

The Willingness of Victims to Report

The increased willingness of a victim to come forward is the most concrete evidence for the annual rise in sexual assault reports. The introduction of sexual assault and harassment prevention programs, such as SHARP, has encouraged victims to come forward by providing safe and private avenues to file reports. Victims are now taken more seriously about their claims, protected from reprisal, and moved from their current units if needed. Furthermore, increased reporting numbers do not necessarily mean that sexual assaults have increased. Dr. Elizabeth Van Winkle, the Pentagon’s principal director for force resiliency, stated, “Over the last decade, the department has made progress, fewer service members experience sexual assault, and more service members than ever are making the courageous decision to report their experiences and to receive restorative require.”

Another possible reason for the continuously increasing number of sexual assault reports is the male-dominated workplace. According to the National Sexual Violence Resource Center, 91% of the victims of rape and sexual assault are female, and 9% are male. In the Army, females make up only 14% of the enlisted force. The low female-to-male ratio has made females extremely vulnerable to sexual assault. Overseas especially, men tend to turn to, and sometimes prey upon, the few females who are in their respective units.

Lastly, a culture that has allowed sexual harassment to thrive may contribute to high sexual assault rates. In the Army, many cultural norms were created long before females became a major part of the Army’s workforce. For example, it is a norm among male soldiers to talk about sex, make dirty jokes, and talk inappropriately about women. Additionally, when soldiers are close to their chain of command, it is harder to obtain a conviction. A victim’s commanding officer has the ability to intervene, stop an investigation, reduce a sentence, or even set aside a conviction. A combination of inappropriate behavior, combined with protection from superiors, has allowed sexual harassment and assault to thrive and grow.

Conclusion

In conclusion, sexual assault is a major problem in the United States military. This form of conduct diminishes the unit’s comradery and could hinder our mission. Although programs have been established to combat sexual assault, reporting numbers continue to increase. Theories for this include the increased willingness of victims to file reports, the male-dominated society, and a culture that has allowed sexual assaults to go unnoticed, unreported, and thrive. Programs that have been implemented, such as our SHARP program, do show to assist in the decreasing of sexual assault reports, but only time will tell if it is enough.

References

1. “The Lonely Soldier: The Private War of Women Serving in Iraq” by Helen Benedict
2. “The Invisible War: What Every Woman Should Know About the Military and Sexual Assault” by Helen Benedict