Sexual harassment can be legally defined as "verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes" ("sexual harassment," 2012). If a person in authority such as a boss, mentor, or official is found pressurizing a person holding an inferior position with the intention of obtaining sexual favors, it is typified as sexual harassment. In most cases, sexually unambiguous or evocative behavior by male colleagues may be intended to make a work situation difficult for a recently appointed female. The main motive of the harassers may be sheer resentment to female admission into a male preserve ("sexual harassment," 2012).
Difference between Sexual Harassment and Gender Discrimination
Harassment is behavior that is unessential for the performance of an administrative or managerial job, but in its place outside the extent of obligatory work responsibilities. Harassment is, thus, the conduct apparently slotted in for personal satisfaction, fulfillment and indulgence because of malice or intolerance, or for other private reasons (Broderick, 2011). As far as sexual harassment is concerned, it is the behavior that demonstrates unnecessary sexual comments or exploitation, unwanted sexual proposals, unpleasant and disgusting signals and unwanted sexual contact ("Sex Discrimination and," 2005).
On the other hand, discrimination crop ups out of the performance of essential staff supervision duties, such as appointing, dismissing, and awarding promotion. Gender discrimination refers to unfairness and bigotry by administration in personnel verdicts based on a worker's sex (Broderick, 2011).
"Quid Pro Quo" Sexual Harassment
Quid Pro Quo occurs when an employee is asked, either in a roundabout way or straightforwardly, to surrender to a sexual advance in exchange for some advantage at work for instance a promotion or salary advance (Hartmus & Niblock, 2000).
Hostile Environment Sexual Harassment
The fundamental nature of hostile environment harassment is that the member of staff is "subjected to unwelcome, offensive, sexually-related conduct at work that is continuous and pervasive, and that interferes with the individual's job performance, or that creates an intimidating, hostile, or offensive working environment" (Hartmus & Niblock, 2000). Anyone can be claimed to be the sole reason behind hostile environment harassment such as a colleague, a manager related to another area, a representative of the company, or even an individual outside the working staff. Hostile environment harassment not only involves sexual advances, but also sexual behavior that is not inevitably besieged at the complaining employee, but has an effect on the working conditions of the accuser (Hartmus & Niblock, 2000). In simple words, such kind of harassment intimidates the working environment as a result of sexual stares and gazes, behaviors, snaps, comments, jokes, terrorization and/or bullying (Gross, 2008).
Factors that Determine Sexual Harassment Behavior
There are a number of behaviors that help in the determination of sexual harassment. An evocative and indicative behavior suggests that the individual is involved in sexual harassment. Similarly, gazing, intent looks, grinning or signaling in a sexual way indicates the sexual harassment. Sexual, indecent and filthy jokes or intimations also make it easy to determine whether a person is involved in harassing the others sexually. In some cases, sexual harassment behavior is verified when a person continues with behaviors even after the clearance from the victim that he/she is not interested. The person committing sexual harassment continues to propose sexually, send invitations, make contact via phone or ask for sexual support. In addition to this, sexual or physical contact that includes touching, brushing, stroking, spanking, kissing or squeezing also determines sexual harassment behavior. A person harassing the other person sexually also passes sexual or gendered comments. he/she bullies and teases the affected party. If a person asks disturbing questions about an individual's private life including marital status, sexual turn-ons and orientation, probity or physical appearance, it is also a major feature of the sexual harassment behavior....
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