Sexual Harassment in the Workplace

Sexual Harassment: Definitions

Despite the active promotion of the principles of equality, enhancement of diversity, and reinforcement of crucial ethical standards, sexual harassment persists in the realm of the contemporary workplace environment (Awasthi, 2017). The subject matter has several definitions, the most basic one implying sexual misconduct (Berring & Chan, 2014). However, according to the existing legal definition of the phenomenon, sexual harassment (SA) can be interpreted as “or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature” (U.S. Equal Employment Opportunity Commission, n.d., par. 1). Addressing and preventing the instances of SH in the workplace is a crucial step toward promoting equality among staff members and providing each employee with equal opportunities.

Complaint Overview and Analysis

The scenario of the case study can be deemed as a graphic example of SH in the workplace. Seeing that the nurse is being attacked personally by the doctor both on the phone and in the presence of coworkers, the situation is rather serious. Despite the fact that the concept of obscenity may vary based on the culture in the context of which it is placed, the fact that the doctor is overstepping the existing standards of public decency is obvious. While a scrutiny of the images that the doctor sends to the nurse, as well as a detailed analysis of their public communication, will have to be carried out, the available information allows assuming that disciplinary measures will need to be taken to provide the nurse with personal safety and prevent the doctor from attacking her.

Implications of the Complaint

The information provided by the nurse is likely to affect all parties involved, including the organization, on a number of levels. Particularly, the complaint will lead to a rearrangement of the firm’s priorities and the further change toward a more ethical environment. To be more specific, the values of the organization will become more employee- and diversity-driven, as well as focused on equality of the staff members and the active promotion of the relevant ideas. Thus, the instances of SH are likely to be avoided successfully in the future. In addition, the foundation for enhancing sensitivity toward the representatives of other genders, ethnicities, and cultures will be cultivated in the organization.

From a legal standpoint, the problem will have to be viewed as the case of infringing on an individual’s rights. Therefore, a lawsuit ageist both the offender and the company is the most likely implication of the identified scenario. It could be argued that mediation could be used to resolve the issue since the specified approach toward managing the conflicts associated with SH is also mentioned as a possibility in the U.S. Sexual Harassment Policy (U.S. Department of State, n.d.).Nevertheless, the employee is eligible for a lawsuit against the organization and the doctor. Therefore, a legal action is to be expected as the most likely outcome.

Steps to Be Taken: Outlining Crucial Stages

In order to handle the conflict successfully, the leader of the organization will have to consider not only the specified confrontation, in particular, but also the corporate environment in the target facility, on the whole. Thus, the inconsistencies in the current ethical standards and the system of corporate values will be identified. Consequently, the foundation for the further improvement of the corporate environment and successful management of similar conflicts will be built.

References

Awasthi, B. (2017). From attire to assault: Clothing, objectification, and de-humanization – A possible prelude to sexual violence? Frontiers in Psychology, 8, 338-346. Web.

Berring, R. C., & Chan, A. A. (2014). Women and sexual harassment: A practical guide to the legal protections of Title VII and the hostile environment claim. New York, NY: Routledge.

U.S. Department of State. (n.d.). Sexual harassment policy. Web.

U.S. Equal Employment Opportunity Commission. (n.d.). Sexual harassment. Web.