Sexual Harassment In The Workplace
2.0 INTRODUCTION
This chapter reviews literature on research findings related to the sexual harassment. It explores the different demographic factors that can affect perception of sexual harassment including race, gender, age and marital status. This chapter also investigates the attempts that have been done to prevent the incidents of sexual harassment in the workplaces. In additionally, the definition of sexual harassment varies from country to country and from individual to individual. So far, there is no commonly accepted definition for the term. Furthermore, people will be surprised to find out that there are currently no widely accepted international tools that can deal with the more serious types of sexual harassment such as rape, sexual assault, violence against women in the workplace.
2.1 DEFINITION OF IV
According to Equal Employment Opportunity Commission (EEOC), sexual harassment is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. In the same way, both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
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