A NEW ERA IN SEXUAL HARASSMENT by Fears of not having sexual harassment complaints taken seriously subside when employees see an executive take appropriate action. Upper management must investigate and respond quickly to complaints--every complaint. They must take measures to protect the victim. To do this, the victim must be consulted as to what action they wish to take. If the victim cannot depend on their company to help defend them, they will be inclined to file a lawsuit under anti-discrimination laws that, in the end, may result in financial loss, lowered productivity and loyalties, and an earned reputation as a company that doesn't care about its people. The most prominent of the new age complaints are those cases involving men harassed by female supervisors. According to the EPOCH, men represent 10% of all sexual harassment cases and the numbers are steadily rising. In most harassment cases, whether the assailant is male or female, the main motive is not romance but power. Today, women hold 15% of all managerial and supervisory positions and are now more then ever inclined to play the power game. However, females tend to differ from males in their demands. When a male falls victim to harassment by a female, more than 50% of the cases allege a demand for sex-Quid Pro Quo- in order to retain a job or receive a promotion. By contrast, quid pro quo is only evident in 15% of female victims cases. The main dilemma a man faces when he is harassed by a woman is that he is more inclined to be embarrassed and is reluctant to speak out for fear that he will be humiliated and ostracized by his coworkers. Male victim cases can sometimes present problems due to society's stereotypes of women and men. Our mental models maintain the assumption that males find sexual advances from women non-threatening and even enjoyable. We must take all complaints seriously or we will lose creditability. Procedures for dealing with harassment cases should be consistent, regardless of gender or status. However, companies should still take into account the victim's personality and the circumstances. They should treat every complaint confidentially, investigate each thoroughly and take appropriate and immediate disciplinary action. SIGNS OF SEXUAL HARASSMENT: Companies should not tolerate such behavior from their staff or management at any time and will suffer grave consequences if they choose to ignore complaints and take no action to stop the behaviors.
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