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This dynamic perpetuates a perverse imbalance of power. Remember, we must get to the root issues and realize that the world around us cannot define who we are because we as its caretakers shape our world in the first place. You should look beyond Title VII to establish a safe, fair, and respectful workplace culture that sets the bar high for all employees. The brave women speaking out about their victimization at the hands of sexual harassers are turning this antiquated cost-benefit analysis on its head. Despite the fact that sexual harassment constitutes unlawful sex discrimination under Title VII of the Civil Rights Act of , many women continue to suffer either in silence or in protracted litigation, which often fails to yield just results.
Behind most of these high-profile abusers are the companies or entities that employ them. Adopt an in-house sexual harassment policy with teeth and then stop ignoring it. Conduct annual trainings of employees, supervisors, and managers with a view towards preventing or eliminating hostile workplace culture. And while sexual harassment isolates women, their high-powered abusers benefit from a far-reaching network of equally influential cohorts willing to turn a blind eye to the abuse. The brave women speaking out about their victimization at the hands of sexual harassers are turning this antiquated cost-benefit analysis on its head. The message from women is clear: If you belong to a union, contact your union representative for guidance. Likewise, victims of sexual harassment must be emboldened to report without risk of retaliation. Leadership should conduct periodic reviews to ensure that the policy is being enforced, claims are legitimately investigated in an independent and timely manner, and reporting is not being discouraged. Be sure to provide guidance on how employees at all levels can intervene, and train leadership to be vocal and lead by example. Our obsessively overly-sexed society has forgotten that the buying and selling of female bodies has nothing to do with sex in the first place. Review your policy to make sure it is clear, comprehensive, strong, and establishes a chain of responsibility so that all actors in the process can be held accountable. If you need to flag this entry as abusive, send us an email. It is also a strange America and a profoundly distorted world when a pedophile, a porn addicted buyer of prostituted children and women, may desire to get help, but is too ashamed, cowardly and ill to take the first step to achieving their freedom and his own. We only have to open our eyes to the destruction being wreaked on both the victim of trafficking, and—we must remember—upon the perpetrator as well. All too often, employers, once they are made aware of sexual harassment, determine that the financial benefits of shielding high-powered harassers outweigh the cost of silencing their less powerful victims. This is a huge mistake in the current climate. The sooner you compile your documentation and file your complaint, the better—even if harassment is still ongoing you can always supplement a complaint with additional instances if necessary. When enforcing your workplace policy, do not afford immunity or special treatment to valuable employees or leadership. Encouraging a culture that disapproves of predatory conduct at the outset can help stop it before it becomes a larger problem. There is no intimacy in the purchase of the this so-called sex act, only degradation for both parties. That snatched my truth from me. On the contrary, the word sex comes from a root word that means intimacy. Your policy should define and prohibit sexual harassment, establish reporting and investigatory procedures, and put in place mechanisms for enforcement and self-evaluation. You should look beyond Title VII to establish a safe, fair, and respectful workplace culture that sets the bar high for all employees.
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