SEXUAL harassment is among the “hush-hush” topics at the workplace, despite its potential for harm – both to the individual and to the organisation.

The Bureau of Women’s Affairs has taken the lead in sensitising employees in general and women in particularly on this rather “touchy” subject.

Let us look at some scenario. Raise your hand if you have bee so affected.

Scenario 1

You are a female with two children and the sole breadwinner in your household. You have been working at a pastry shop for two years. Mr boss man, owner of the business, has indicated that he will be downsizing and has to release one of the three staff members. He privately tells you that he would want to keep you on staff but that it has to be on a quid pro quo basis. He has gone even further to offer you promotion to supervisor and to sweeten the deal, he said he would double your pay. This money would greatly assist with your financial obligations. Would you consider the offer or walk away from the job?

Scenario 2

You are the secretary in a male-dominated workplace for six months. “Jack Touches” is a co-worker who is always brushing against you whenever he comes by your desk. You inform him that you are not comfortable with his behaviour towards you and that you would appreciate it if he would desist. But he continues and you report him to the manager who advises you to play along with him or leave. You have not worked for two years prior to the present job and you really can’t afford to walk away from this decent-paying job. Do you grin and bear it or do you leave the job?

Scenario 3

You are a 22-year-old male employee whose boss is twice your age. “Mrs Temptation” has indicated to you that she wants a sexual relationship with you. You refuse her advances. She fabricates a story and recommends your dismissal.

Do you tell the HR manager that this senior manager was in fact making advances to you and that the stories were contrived because you refused to bow to her request. Would the HR manager believe your story? Would you fight for your right or would the fear of embarrassment drive you away from the job?

I can see those hands; you make take them down. The truth is that there are many employees who can identify with the above scenarios. Some reluctantly stay in the situation and suffer in silence while others take the bold step and walk away.

Sexual harassment is defined as the unwelcome sexual advances which the harassed individual finds offensive. The advances can either be overt, such as touching, pinching, rubbing against the person or covert, including sexually suggestive actions/behaviours such as winking and sticking out the tongue. With the advancement in communication, sending pornographic images via e-mails and text messaging can also be considered sexual harassment.

When we face conflicts we can either stay and fight or we can run. The option you choose is determined by your personal disposition and what you have to lose or gain by the decision you make.

Some options for the victim of sexual harassment

. State your objections clearly to the perpetrator of the harassment. Let him/her know you disapprove of his/her advances.

. Compile a record of offensive behaviours displayed. Save the distasteful e-mail/voicemail/text message for future reference.

. Do not send mixed signals. Ensure that your verbal communication with the person perpetrating the harassment is consistent with your non-verbal communication with him/her.

. Talk with other victims and together take a stand against this type of behaviour. There is strength in numbers.

. Talk to your human resources professional and be prepared to fight the case. Do not be intimidated or humiliated. Speak up! Speak out!

. If necessary, get legal advice and take legal action – especially if there is a case of wrongful dismissal.

Victims of sexual harassment can become traumatised by the experience so much so that they become physically ill, resulting in increased sick leave and reduced productivity. In some instances, the individual’s self-esteem is so affected that he/she either becomes withdrawn or promiscuous.

Human resources professionals are urged to establish a sexual harassment policy at the workplace and ensure that it is communicated to every member of staff. He/she should ensure that there is a grievance procedure in place and that the aggrieved person can register his/her complaints in a non-threatening environment.