Sexual Harassment Worksheet Ethics

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Apr 3, 2024

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Sexual Harassment Worksheet Instructions: Answer each question. Each answer should be 3-4 sentences, at minimum. 1. What is the legal definition of sexual harassment? The legal definition of sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace or learning environment. 2. What is a hostile work environment? A hostile work environment is any environment when an employee is subjected to discrimination, harassment, or retaliation based on their membership or perceived membership in a protected group such as race, religion, gender, national origin, disability, age, or genetics. There are so many things that can be consider a hostile work environment. As long as you treat people with respect many of it can be avoided. 3. What can organizational leadership do to prevent, discourage, or dismantle a hostile work environment? There are many things that an organization can do to prevent and discourage a hostile work environment. When hiring a new employee, the company must clearly define what is a hostile work environment. Encouraging the employee to speak up is seen or experienced. Have some type of formal reporting process that the employee can feel safe using. Train all people in leadership positions on how to report and what to do in the situation arises. The company must investigate all claims no matter how small and times they may arise. The last thing they can do is lead the way. Make sure the rules apply to everyone top to bottom. 4.What does Schultz mean by “The problem isn't sex but sexism”? I believe she means that the problem is coming from a sexual nature but from the idea that women and men are not equal. The belief that men are superior to women has nothing to do with sex but rather mans up bringing. If a man is raised the believe that women are beneath them, and they will continue to believe that later on in life. The problem starts with how one is raised. 5. Remedies for sexual harassment sometimes focus on firing harassers, including formerly untouchable “star” performers. What, according to Schultz, are the limits of these remedies?

Schultz believes these remedies are limited because they are used so frequently and are a common way of dealing with the employees committing these acts. She believes that this may deal with the root cause of the sexual harassment within the company. What are the companies doing other than termination to deal with the true problem of sexual harassment within the work force. 6. Provide at least 3 examples of nonsexual forms of sex- or gender-based harassment and hostility. Nonsexual forms of harassment can come in multiple different forms. The three that stick out to me are words, gestures, and actions. Words can be anything that makes people feel uncomfortable. One example of them can be pet names like doll or honey. An example of gestures could be the middle finger or humping the air towards someone. Some actions would include social insolation or repeated staring. 7. What structural features of workplaces does Schultz identify as contributing to harassment? Schults identifies several different contributing factors to harassment in the workplace. Some of the biggest ones that stuck out to me were gender stereotypes, the lack of diversity in leadership, and unequal power dynamics. Gender stereotypes are huge because people still believe that certain jobs are woman’s work or men’s work. For example, only men can be mechanics or women only can be nurses. The lack of diversity in leadership can lead to a one- minded view and can make it harder for certain people to move up within a company. Having a group of leaders formed of our different genders and diverse backgrounds can lead to a very progressive company. Unequal power dynamics is when you might have the same title as someone but don’t get the same respect solely based on gender. 8. Suppose there is a workplace in which women are systematically excluded from events that present business opportunities, such male-only ski trips and dinners with clients and others in the industry. Suppose, further, that in this workplace women are frequently ignored or interrupted, and women’s ideas are dismissed when voiced yet later claimed by men as their own, often to great applause. Suppose that everyone in the workplace knows that pregnancy leave, while legal, is “frowned upon.” Suppose that women are expected to suffer through angry tirades and verbal abuse by superiors, to serve food at company functions, to clean up at work, and to attend to the personal needs of superiors, for instance by taking lunch orders and running miscellaneous personal errands. Suppose that women are expected to avoid center stage and are asked to “tone it down” if they assume leadership or act in ways that reflect their self-confidence. What should the leadership of such a workplace do?

The actions in this workplace should be immediately addressed and these offenders should be delt with accordingly. I think the people committing these actions should be fired as long as their immediate supervisor if they had any prior knowledge of incidents. Once all the people are fired and take the remainder of the employees and give them the proper training and reporting procedures. Clearly there was a lack of that within the workplace. I would then carefully hand pick the new leadership and new employees to replace the ones lost. 9. What should negatively affected employees do when they experience harassment, whether in the form of an individual incident or a broader pattern? An affected employee should follow the company’s reporting process. The first step should be bringing it up to whoever is directly in charge of them. If none of this works, then they should go to whomever is needed to solve the issue. This could be the CEO or an outside entity. Another solution could be leaving the company. Realistically who would want to work for a company who condones these types of actions. The employee can move to a company that has a better moral understanding and won’t allow these actions to take place. 10. What should positively affected employees do when they realize they are harassing others or benefitting from patterns of workplace harassment. A positively affected employee should stop whatever actions once they realize they might have been a harassment issue. Depending on the circumstance they can discuss it with the individual and they should bring it up to the appropriate people if necessary. They should also seek outside help like therapy. 11. If an employee notices that only certain coworkers, and women in particular, are commonly assigned “domestic” tasks such as notetaking at meetings, ordering food, etc., what should they do? If an employee notices that only certain coworkers are commonly assigned certain domestic tasks should bring it up immediately to their supervisor or human resources department. They should also suggest sending others to do those tasks when assigned to do so. They should voice their concerns to the person assigning the work out as well. 12. If an employee notices that certain coworkers, and women in particular, are routinely subject to being talked over and interrupted, and having their ideas stolen, what should they do?

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This employee should notice HR immediately as well has the police due to having items stolen. When it comes to employees being spoken over, they should let the person committing that action that it is not acceptable, and it should stop immediately. 13. If an employee notices that questions are addressed to men that should be addressed to women, what should they do? If an employee notices that questions are only directed towards a certain gender, he should say something to the person asking the questions. He can also direct the question towards them by asking them their opinion. If it continues, he can notify the HR department. 14. If an employee notices that women colleagues are excluded from networking opportunities, what should they do? If an employee notices that certain employees are being excluded from opportunities, then they should notify their HR department. They can also offer up their spot to a female employee or include them by telling them to come along anyway. 15. What is meant by sex segregation in the workplace? Sex segregation in the workplace is when certain roles or tasks are allow assigned to a certain gender. One example of that is throughout his especially in the US women were only used as Nurses or medical stuff during times of war. Segregating them from any other roles within the military. 16. What is the relationship between sex segregation and stereotyping? The relationship between segregation and stereotyping is thinking a certain gender can only do a certain job based off a pre-perceived idea that they may not be able to complete the job due to them being a certain gender. 17. What is meant by “unconstrained, subjective authority?” Unconstrained, subjective authority is defined as the subjective hiring and evaluation, but also to the unfettered authority to direct and control the day to day work and activities of subordinates.

18. Given their potential for abuse, are subjective hiring and promotion criteria such as “leadership potential” or “cultural fit” morally acceptable? I personally believe leadership potential is an acceptable turn. To be a good leader you need to have certain skills. Good leaders make good employees. Some people are not meant to be leaders and when you put people in positions of leadership when they aren’t good leader’s companies will fail. I don’t believe cultural fit is a good term to use. Just because a person doesn’t meet the cultural norm for a company doesn’t mean they are a bad fit for the roll. 19. Do you believe that candidates for hiring and/or promotion are generally entitled to reasonably transparent selection criteria? Why/why not? I do believe that candidates for hiring, or promotion are entitled to transparent selection. I think everyone has the right to know the selection process and criteria to be selected. It can give them a good scope on how the position of company will be. 20. What is Schultz’s argument for why education and sensitization training coupled with reporting mechanisms and punitive measures (broadly, retraining and restraining) are insufficient to stop or substantially mitigate harassment? Schults argues that education and sensitization training coupled with reporting mechanisms and punitive measures are insufficient to stop or substantially mitigate harassment because they don’t deal with the underlying conditions of why the harassment occurred. They would rather focus on this individual event rather than the root cause of the issue. Without finding the causes of the issues then it allows the issue to continue in some way shape or form. 21. Given that retribution for pursuing sexual harassment lawsuits may undermine plaintiff’s occupationally essential social networks and reputational capital, and that awareness of the risk of retribution, coupled with the other known burdens of pursuing sexual harassment lawsuits, may disincentivize legitimate legal claims, relying on individual litigation to eliminate workplace harassment and discrimination seems implausible. Therefore, the United States Federal Government (USFG) should __________ [develop your own proposal]. Make standardized rules and regulations towards sexual harassment lawsuits. 22. Given the frequency of harassment and misconduct under conditions of intoxication, should alcohol provision and consumption be limited or prohibited at work-related functions?

No, I don’t think alcohol should be prohibited at work-related functions. Yes, it may cause some incidents, but it doesn’t cause all of them. I do believe people have these intentions either way. I think if an incident happens at a work event, then the appropriate steps should be followed. 23. Many employees are required to sign binding arbitration clauses in their employment contracts that force employment disputes, such as harassment complaints, into a private arbitration system. When harassment cases are settled, survivors are frequently required to sign NDAs. Are these practices morally permissible? I don’t think NDAs are morally permissible because if you must have someone sign one of these you have something to hide. You don’t want something to get out that can potentially damage your public image. 24. Agree or disagree with the following: If a journalist can discover multiple allegations of abusive, hostile, or indecent behavior in an organization but the organization’s internal processes have not discovered or recorded these allegations of misconduct, the organization’s work environment and internal processes require immediate reform. I somewhat agree with the immediate reform because if nothing was ever reported how can a company take any type of action. I do think they would need to question why no one came forward to report the allegations. 25. Agree or disagree with the following: Any comments on a coworker’s appearance are inappropriate. No, I don’t agree with any comments towards your coworkers are inappropriate. Some comments can be good. It also depends on many factors but one of the biggest is the relationship between you and your coworkers. Some people have a deeper relationship with certain coworkers then others. 26. What sort of interpersonal conduct should be reported? What sort of interpersonal conduct need not be reported? Is there a triggering threshold? I think the sort of interpersonal conduct should be reported if it violates the companies’ guidelines or can be considered any harassment in any way. The triggering threshold is anything that meets the company’s guidelines of sexual misconduct or makes someone feel uncomfortable. 27. Does sexual harassment, a hostile work environment, and/or inadequate provisions against them violate equality of opportunity?

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Yes, I think sexual harassment, a hostile work environment, and/or inadequate provisions against them violate because it doesn’t give the same opportunities based off their gender or sexual identity. 29. Disciplinary actions for workplace harassment may vary. For each of the below, develop a scenario for which the disciplinary action would be appropriate.  Mandatory Training or Coaching on Proper Workplace Behavior An employee who makes unwanted passes towards another coworker should be required to complete some form of training or face bigger consequences.  Transfer If two employees cannot get along in a peaceful manner. I think a transfer to another department might be acceptable.  Removal from Leadership If they violate guidelines or don’t report incidents when they occur.  Reduction in Compensation and/or Bonuses I don’t think a reduction in pay is an appropriate consequence.  Counseling An angry employee who lashes out in a fit of rage should be required to go to anger management.  Termination If an employee repeating violates guidelines and policies after the initial counseling. 30. Should a workplace “fraternity culture,” including male employer and/or employee initiated happy hours and pub outing where conversations center around sports, tales of “bad-boy” behavior, and sexual conquests, be considered evidence of a hostile work environment? Would such a workplace culture be discriminatory? Yes, a fraternity culture can be considered evidence of a hostile work environment because it creates a very unwelcoming environment. It can also lead to workplace gossip and harassment of other employees. I can also lead to unwanted passes at coworkers due to stories of sexual conquests.

Sexual Harassment Worksheet Ethics

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