Ramifications of Sexual Harassment

Ramifications of not having adequate sexual harassment/equality policies, procedures,

and training in place.

An organization is only as strong as the foundation that it is built on. Part of that foundation is its employees. Organizations screen, interview and carefully select what they deem are good employees. They often recruit and seek out employees with specific talents and strong backgrounds. The reason they do this, is because the employees who want to work for them, have talent, keen skills, and a strong work ethic will help to make their business a success. Top-performing companies are those that provide their employees with respect, dignity, something to believe in, a feeling of control, job challenges, to opportunity to engage in learning, and recognition for achievements (Dreher & Dougherty, 2001). There are entire human resource systems dedicated to assure the satisfaction, and retention of great employees. These systems would be useless if the organization disregards sexual harassment. An employee will not want to work for an employer who tolerates sexual harassment in the workplace. Recruitment would be difficult and retaining these employees would be almost impossible. It is costly to recruit and train employees. It is more costly to deal with employee turnover. This however, may be peanuts when compared to what a sexual harassment lawsuit may cost an organization.

The Equal Employment and Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of 1964. Sexual harassment is forbidden under Title VII as a type of sex discrimination. The EEOC has the authority to bring enforcement actions against employers whenever the EEOC believes illegal discrimination has occurred. They can pursue court-ordered victim-specific relief, such as back pay, reinstatement, and damages for violations (Reed, Sheed, Morehead, & Corley, 2005). Employers are held responsible for harassment by a supervisor that results in employment...