Harassment as Part of Business Ethics - Essay Sample

Introduction

The topic of business ethics has been given much attention over recent years, while there has been little emphasis on harassment in the workplace. Hejase (2015) defines sexual harassment as an unwelcome request for favors in exchange for sexual pleasure or any physical conduct that is sexual. Sexual harassment consists of two categories: quid pro quo harassment and hostile environment. The former is when a worker is coerced to choose either benefiting monetarily or consenting to a superior’s sexual need. On the other hand, a hostile environment is when sexual conduct interferes with a worker’s performance by creating hostility. Sexual harassment is considered illegal, sexual, and psychological abuse, according to the United States’ Title VII of the Civil Rights Act of 1964.

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Business ethics entails a situation when a decision has to be made by an individual on what is right in a business setting. Even though organizations include sexual harassment in their ethical codes, the act is held responsible by individuals because of its nature. Sexual harassment is a moral issue in business because it inflicts harm on others both psychologically and physically. Sexual harassment results in harmful consequences that require the attention of superiors in an organization. According to Arnold et al. (2019), morality is an attempt to recognize specific principles, which is not limited to the case of sexual harassment. Moreover, companies should consider and investigate sexual harassment cases individually since sexual harassment can be verbal and non-verbal. However, oral communications containing sexual conduct suggestions gain a higher degree in defining sexual harassment than a non-verbal speech from an ethical perspective. Organizations should pay more attention to such moral issues as sexual pestering in the workplace.

Understand Harassment

Education on sexual harassment is important for my peers and me because we should practice such norms earlier in life. According to Nye et al. (2014), harassment and sexual misconduct are promoted in todays’ culture in numerous forms, making sexual harassment an issue that has been normalized. This culture can only be stopped by education by training peers on ethical values based on sexual conduct in the workplace. For purposes of the future, understanding sexual harassment can help us feel safe in our workplaces. Proper education prevents lousy behavior in the workplace and gives sexual harassment victims the courage to report to the authority. Understanding sexual harassment enhances confidence in the workplace because of proper action if we fall a victim. Knowledge of sexual harassment is not only useful in the workplace but life in general. We can help stop sexual harassment by educating our peers on how to respond if one falls victim.

Sexual Harassment Cases

Over recent years, sexual harassment cases have been on the rise, some getting justice while some were going unnoticed. For example, in 2013, a female working in traffic control was sexually harassed by a male coworker (Keenan, 201). She filed a complaint against the company, the one that contracted the employer and the male coworker. The two companies were held responsible by the court of law, but the coworker went unpunished. For the next five months, the female worker received criticism on a sexual base because of a picture of her breasts that went viral in the workplace. When the male coworker saw the photo, he made negative comments in the workplace and kept on teasing the woman day by day. The woman could not continue with her regular duties comfortably because he was disturbed psychologically. Later, the psychological breakdown advanced into a Major Depressive Disorder. The court later found out that his condition was a result of sexual harassment. The court awarded her 102,217 compensation, which was paid by the two companies and the male coworker. The case scenario brought tremendous losses to both the companies, simply because of failing to enforce regulations that protect workers against sexual harassment of any nature.

In 2017, a school cleaner was harassed sexually with two coworkers by setting up a trap to appear as if the two workers had used a room for sex in the staffroom. They placed empty alcohol bottles, clothes, and condoms. The two coworkers called in the cleaner to sniff boxer shorts, which disturbed the cleaner psychologically. In distress, the cleaner reported the issue to another coworker, who informed her that it was all a prank. The cleaner filed a complaint against the two coworkers, which as later termed by the tribunal as sexual harassment. Later on, a worker found a video of the cleaner sniffing the boxer shorts, which was evidence of sexual harassment (O’Connell, 2019). She suffered anxiety because of the prank, making her unable to work effectively. Her fear later developed to post-traumatic stress disorder. She had difficulties sleeping, concentrating, and eating. For about four years, she could not work full-time because of repeated episodes of the incident in her mind.

Conclusion

From the cases above, it is evident that sexual harassment negatively impacts individuals, especially physically and mentally. It is important to enforce rules in workplaces that prevent sexual harassment and train employees from interacting positively and respectfully. Moreover, organizations should document clear policies against harassment that include the consequences of violating the policies (Hejase et al., 2015). Organizations should assist victims of sexual harassment in dealing with the trauma by receiving psychiatrist help and compensation for the incidence. Employees and employers should work together to get rid of sexual misconduct in the workplace.

References

Arnold, D. G., Beauchamp, T. L., & Bowie, N. E. (2019). Ethical theory and business. Cambridge University Press.

Hejase, H. J. (2015). Sexual harassment in the workplace: An exploratory study from Lebanon. Journal of Management Research, 7(1), 107-121.
http://dx.doi.org/10.5296/jmr.v7i1.6965

Keenan, D. (2014). Workplace law: Risque risks. Proctor, The, 34(10), 24-27. https://search.informit.com.au/documentSummary;dn=819599689903389;res=IELHSS

Nye, C. D., Brummel, B. J., & Drasgow, F. (2014). Understanding sexual harassment using aggregate construct models. Journal of Applied Psychology, 99(6), 1204.
https://psycnet.apa.org/doi/10.1037/a0037965

O’Connell, K. (2019). Can Law Address Intersectional Sexual Harassment? The Case of Claimants with Personality Disorders. Laws, 8(4), 34.
https://doi.org/10.3390/laws8040034.