Slide 1“Sexuality in the Workplace: Organizational Control, Sexual Harassment, & the Pursuit of Pleasure,” by Williams, Giuffre, & DellingerStudies of Office RomanceOffice Romance Advantages DisadvantagesOrganizational Policies on FraternizationAnti-Fraternization PoliciesSexual Interaction as “Part of the Job”Slide 8Sexual HarassmentSlide 10Slide 11Slide 12Slide 13Slide 14Slide 15Sexual Harassment TrainingGoals of Sexual Harassment TrainingSexual Harassment in Cross-cultural Business RelationshipsSlide 19Sexual Harassment when U.S. Companies do business abroadSexual Harassment when Foreign Companies do Business in the U.S.Sexual OrientationThe workplace is a social environment.Sexual Orientation HarassmentSlide 25How, if at all, do claims of sexual harassment involving same-sex sexual advances differ from traditional claims of opposite-sex sexual harassment?Slide 27How are cases involving harassment or discrimination based on sexual preference treated differently from cases involving same-sex advances?Discrimination based on Gender Stereotyping & NonconformityHowever, court decisions have not been consistent regarding gender nonconformity cases.Slide 31Slide 32In states that prohibit discrimination on the basis of sexual orientation, what do the laws cover?Slide 34Slide 35Sexuality in the Workplace:Consensual Sexuality versus Sexual Harassment“Sexuality in the Workplace: Organizational Control, Sexual Harassment, & the Pursuit of Pleasure,” by Williams, Giuffre, & DellingerThis article focuses mostly on consensual sexuality. After examining this article, we will examine the issue of sexual harassment.Studies of Office Romance Some studies find that office romances increase job productivity & worker morale; others find the opposite.These studies tend to focus on relationships between heterosexual white-collar employees, ignoring relationships among gays, lesbians, & blue-collar & service workers.Office Romance Advantages Disadvantages•Take time & energy away from work (late arrivals, early departures, long lunches);•Increase gossip;•Arouse jealousy & suspicion due to favoritism; and•Increase vulnerability to charges of sexual harassment.•Add excitement to the work group;•Enhance communication & cooperation;•Increase creativity; and•Create a happier work environment.Organizational Policies on FraternizationSome organizations prohibit & monitor intimate involvements among employees (ex: religious organizations & the military).Other organizations encourage the formation of intimate relationships.Most work organizations fall somewhere in the middle, promoting some types of sexual relationships & prohibiting others.Anti-Fraternization PoliciesThere are few legal protections for employees who lose their jobs because they date, cohabitate with, or marry a coworker.The management policy & law literature recommend instituting a clear, written policy prohibiting fraternization – especially between supervisors & subordinates – & uniformly enforcing it.Sexual Interaction as “Part of the Job”In some restaurants, young women workers are hired to wait on mostly male customers. They are required to wear skimpy uniforms, & their figures, make-up, & hair are strictly monitored.The culture of these workplaces is highly sexual.While getting these jobs can be a big self-esteem boost, the boost is short-lived & tenuous. There are frequent struggles with the usually all-male managers and with the customers. A high turnover among waitresses results.There is a wide range of organizational responses to sexuality.While many service workers are paid to be sexy & to engage in sexual innuendo with customers, in other jobs, mere rumors of sexual behavior can destroy a career.Sexual HarassmentNO!Sexual harassment includes a broad range of objectionable behaviors, ranging from making sexual demands where refusal results in adverse consequences (such as dismissal, loss of promotion, reduced benefits, etc.), generally called quid pro quo harassment, to actions that are sufficiently offensive to result in a hostile or abusive work environment.A hostile or abusive environment is one that a reasonable person would perceive to be such.Evidence of severe psychological injury or diminished job performance is not necessary.Sexual harassment by a member of the same sex is also prohibited and judged under the same legal standards as those used to evaluate claims of sexual harassment by a member of the opposite sex.Employers bear responsibility for preventing and eliminating sexual harassment from the workplace.An employer is liable when sexual harassment results in “a tangible employment action such as discharge, demotion or undesirable assignment.” When there is no tangible action (as in hostile environment cases), an employer could still be liable, but could defend itself by establishing that 1. “reasonable care to prevent and correct promptly any sexually harassing behavior” has been taken, and 2. the employee “unreasonably failed to take advantage of any preventive or corrective opportunities” provided.A strong, well-publicized employer policy against harassment combined with an effective grievance procedure are the best tools for employers to combat sexual harassment and to protect themselves from liability.In particular, 1. the policy must be effectively communicated to employees,2. complaints must be promptly investigated, and3. appropriate corrective action must be promptly taken.Sexual Harassment TrainingPeople need regular, effective training. A 30-minute briefing is not sufficient. Even if employees have read the company’s policy on sexual harassment, they tend to forget key points and need refreshers.The training doesn’t stick unless it’s interesting (“edutainment”).Goals of Sexual Harassment TrainingRaise awareness and clarify misconceptions about what constitutes sexual harassment.Inform managers of their responsibilities to provide a harassment-free work environment for all employees.Sexual Harassment in Cross-cultural Business RelationshipsSexual harassment is a pervasive problem in many countries.When business personnel travel out of the U.S., they need to be trained regarding the potential for sexually harassing behavior.In some cases, once the employees are informed that the women in question are offended by the harassment, the behavior ceases.Sometimes, the employee must be