Sexual Harassment In The Workplace
We
are accustomed to the fact that men and women work together in many professional
places. In most developed and developing countries, women enjoy equal rights to
work in organizations as do their male counterparts. We find highly successful
women in politics, sports, defense, entertainment, software, and many other
challenging offices.
Yet, we are plagued with gender problems everywhere. The reported number of
cases on sexual harassment in the workplace is steadily increasing. Employers
are increasingly opting for men over women for a variety of reasons. Men find
fewer corporate obstacles, while women have to deal with gender based
challenges. Often in a power conflict between a male and a female employee, the
woman gets the underhand treatment. What are the inherent causes of gender bias
within organizations?
To understand this, we must first analyze the contribution of each of the sexes
in the workplace. In many companies, men and women enjoy similar entry level
opportunities, pay packages and benefits. However, some progressive
organizations offer differential employee benefits to men and women. That's not
all. Companies even stipulate different career options for their male and female
employees. Needless to say, the career path chalked out for women does not reach
to the top.
It is often argued that organizations have some valid concerns when they hire
women employees. Let us analyze each of the points from the organization's
perspective.
The first stated argument is about women placing their personal lives over their
professional ones. Women employees who decide to get married, move in with their
partner or choose to look into their household matters, very often put their
careers on a hold. Some also end up relocating to new places in order to adjust
with their families. An organization goes through immense financial loss and
disruption of work schedules can happen when a women employee chooses to quit
for domestic reasons. Now multiply this situation for several women employees
and you have a catastrophic problem at hand. In such situations, companies find
it easier to depend on male employees, especially for critical functions. It is
a well known fact that the attrition level of women employees is usually higher
than that of the male employees. This clearly states that more women choose to
quit their hi-flying careers midway and opt for domestic life.
The second reason about gender bias is related to sexual harassment at the
workplace. Sexual abuse and harassment of women employees is far more than the
reported numbers. As more and more cases of sexual harassment at the workplace
come to light, managers are getting increasingly wary about hiring women
employees. No company wants to be embroiled in sexual litigations.
The third reason cited is the case of women employees with children who require
child care assistance in the form of day care or crèches for dependable
services. True, there are several organizations that provide day care facilities
to accommodate working mothers. These facilities are often added as a part of
the employment package. But, with spiraling costs of production and low profit
margins, often companies find it difficult to give in to this added cost of
employment. In most cases, child care is usually considered the responsibility
of women and hence she should provide for them.
Despite the odds, we have many success stories about women who made it to the
top. Organizations that chalk out fair policies and create a healthy work
environment for male and female employees can harness talent of every employee
regardless of gender. Women employees can be encouraged to enhance productivity
by giving them a secure work environment, flexible work schedules and adequate
facilities to manage work as well as home. A sensitive approach is required from
the management to deal with sensitive issues such as sexual harassment, working
mothers and other gender related issues. There should be open communication
channels for every employee to voice their concerns and grievances. A
participative management can ensure that employees are treated more humanely and
thereby create a stronger work ethos.
