Workplace Sexual Harassment of Women in Canada
Workplace Sexual Harassment of Women in Canada

Workplace Sexual Harassment of Women in Canada

Available Only on StudyHippo
  • Pages: 6 (2953 words)
  • Published: November 21, 2021
Text preview

I made some comments again and added websites for you to look at (PROMISE if you make the additions I have requested I will be very happy and will not send it back to you) If you can please track your changes and additions that be great!) Also if you are willing to work with me again I have 2 essays not as much work as this one to give you I Can send you the drafts over this work order before creating a Order to work out a price. Again the prices are Important but I don’t want to disrespect you. When the price says Example $56 (like this essay) I actually pay $120 due to my conversion rate with the American dollar (this is why I try to get a lower rate if that makes sense?) I really respect your time and efforts.

The International and state laws generally recognize sexual harassment as the unwanted sexual advances, request for sexual favors and other physical or verbal behavior that is sexual in nature. Throughout the world, not every one second passes without a woman becoming a victim of sexual harassment. Canada alone reports up to 1397 cases of female sexual assault every day, which translates to about 460,000 cases annually (Charles, 2016). Particular advances, moves, requests, and conduct of sexual nature amount to sexual harassment when they form part of employment conditions, consequences, and offensive job interferences. The O

...

ntario Human Rights Commission highlights that sexual harassers manifest their actions through coercive dates, hugs, inappropriate staring derogatory language, and unnecessary physical contact among others (Ontario Human Rights Commission,” n.d.). Accordingly, Williams, Giuffre, and Dellinger, (1999) submission or rejection of such requests, advances and conduct determine the outcome of a woman’s employment pursuit. Employers obsessed with the desire to fulfill their sexual exploitation of female employees therefore, will use the job applicant’s response to make decisions regarding the job offer. Consequently, they will reward them for their submission but punish them for their rejection. Comment by sayonev: In this paragraph either at the start or the end can you add how to Identify Sexual Harassments – it will flow better into the next section when you talk about Types of Sexual Harassment.
http://www.ohrc.on.ca/en/policy-preventing-sexual-and-gender-based-harassment/2-identifying-sexual-harassment

Here is website with details.
Comment by sayonev: You removed this statement I Did like it in there just need a proof for it and explain why this issue is important (sexual Harassment against women)

Types of Sexual Harassment

From the broadest perspective, sexual harassment takes various forms. It includes physical violence against the victims as well as the mild forms such as coercion. While the degree and circumstance under which the various sexual harassment occur differs, it is important to note the different types that prevail in given workplace. Nevertheless, sexual harassment against women in their places of work can take two primary forms: hostile environment and Quid pro quo.
Quid pro quo is the most recognizable and the top workplace sexual harassment that women battle

View entire sample
Join StudyHippo to see entire essay
View entire sample
Join StudyHippo to see entire essay

with every day. It involves a give and take strategy that ensures that employers or superiors get sexual favors for all the job assignments, promotion and offers they make to a female employee (Giuffre & Williams, 1994). According to Bergvall, Bing, and Freed (2014), a practical case would involve an individual of authority fulfilling a female employee’s pay rise, promotion or job security only after getting sexual favors from her. Analytically, perpetrators put such employee are in a confusing situation as to whether accept the offer and reciprocate or dismiss it all. Consequentially, rejecting the sexual advances from such people of authority would mean common frustrations such as unjustified pay cuts, demotion or even job termination.

Secondly, Giuffre and Williams (1994) posit that the hostile environment type of sexual harassment happens when employers and co-workers, particularly the ones in senior positions, make advances and behaviors that create an adverse working environment. Unlike the Quid Pro Quo harassment, the hostile environment is very broad that it can even take place away from the company premises (Lunenburg, 2010). It brings together both the fellow workers in the workplace and the company customers who accessible to the victim. For the hostile environment to prevail, it constitutes both verbal and nonverbal sexual advances against the victim. Accordingly, a sensitive comment that makes the female employee uncomfortable amounts to this form of sexual harassment.
Verbal sexual harassment brings together all kinds of comments regarding how a woman have dressed to work, their physical appearances, their personality traits, vulgar jokes, asking for sexual favors, begging for dates, spreading fallacies about an employee’s private life as well as scaring the female employees by making unwanted sexual advances (Williams, Giuffre, & Dellinger, 1999). On the second account, the verbal sexual harassment can also constitute physical, sexual harassment. In many occasions, this subcategory of verbal harassment has turned out more severe than the previous groups because the latter involves actual perpetration of the sexual motives towards the women employees. The motives include sexual assault, improper touching or hugging, patting, impeding movement, and stroking the female employees without their consent (Martin, 2002).

Nonverbally, a female employee can be harassed through sexual gestures, staring at their sensitive body parts, making sexual expressions, or stalking them. A person can also use their visual ability to making women feel sexually exploited. For instance, Lunenburg (2010) explains that a male worker or employer can present pictures, draw particular pieces, have posters as well as images that advocate for unwanted sexual fascination. Additionally, sexual abuse can also break down into email teasing, playing sexual pranks, offering unwanted gifts, rubbing against a female’s body or making unpleasant body contact, as well as playing seductive media such as music to the uninterested female employee (Martin, 2002). In the midst of all these forms of sexual harassment, age does not play many roles but normally, male employees or employers are always at an advanced age due to their total working experience in their respective fields. As aforementioned, male employer/employee, sexual harassers often use the virtue of their superior or senior officers to perpetrate sexual intimidation and harassment to their suspecting

View entire sample
Join StudyHippo to see entire essay