WOMEN AT WORK:

Ending Sexual Harassment on the Job

By Terry Bullen

If you are a woman who works, chances are, at one time or another in your working life, you will encounter some form of sexual harassment on the job. Statistics compiled by researchers with United Working Women, the U.S. Navy, and other sources revealthat from 58 percent to 88 percent of women interviewed have experienced sexual harassment at work. Sexual harassment has no boundaries. It is common to all women, regardless of age, race, marital status, job category or economic background. It is a pervasive condition in today's workplace that can affect a woman psychologically, physically and economically.

It is argued that as long as men and women continue to work together, sexual interplay between the sexes is inevitable. But sexual exchanges between consenting adults, freely reciprocated, is not the issue here-sex is one thing, the misuse of sex quite another. Sexual harassment encompasses those verbal and physical assaults on our psyches and our bodies which we neither encourage nor enjoy. It is the sexual advance, unwanted and unsolicited, which almost always comes with an economic string attached which we must recognize and prohibit. Sexual harassment denies women their basic right to decide if, when, where, and with whom to have sexual relationships. It backs a woman into a corner and takes away her right to say no.

Sexual harassment can be an isolated incident, a repeated occurrence, or a subtle, daily, prevailing condition of the work atmosphere. It is anything from a look to rape-an innuendo, a “dirty” joke, an "accidental" brushing against the body, a pat or pinch or squeeze, a blatant proposition and/or forced sexual relations. Any type of harassment is detrimental to women of and by itself, but it is all the more so when linked to economic survival and power. Unquestionably, sexual harassment is an issue of power.

The fact still remains that women tend to hold jobs subordinate to men and, consequently, are dependent upon men's approval. Only 4.5 percent of women who work hold managerial positions. Women are still typically employed in sex-typed jobs: clerks, typists, receptionists, secretaries, waitresses, nurses, teachers, etc. Women are paid less than men, even for comparable work, receive less professional recognition, get fewer promotions and raises and, in almost all cases, are harassed consistently by men. Men have the power to hire, to fire, and to promote. They do not hesitate to use this power to their advantage. Those men who have trouble dealing with women on an equal level socially, have trouble dealing with them at work. Sex becomes a weapon off and on the job. Women who are most vulnerable, who have fewer job options, who are heads of households or self-supporting seem to be the prime targets of sexual harassment. Sexual coercion becomes inevitably linked to economic coercion, economic coercion breeds sexual coercion, ad infinitum. The vicious cycle goes on and on until the day comes when the woman says no and acts on that

no.

Why do women hesitate to speak out against sexual harassment? Like so many other feminist issues-rape, abortion, battering-many women believe they are at fault. A woman may feel that somehow she invited the action, perhaps by her manner of dress or speech. She may feel that this is happening only to her, that it is a “personality conflict,” or that it is too trivial or embarrassing to mention. Most women fear being labeled a "troublemaker"

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and thus suffering repercussions such as a heavier workload, denial of promotion or, ultimately, loss of their job altogether. And, as with so many other issues, many women feel their complaints will fall on deaf ears.

When women have elected to ignore sexual harassment in hopes that it would disappear, it did not. In over one quarter of the cases in which this is done, the behavior only gets worse. Evidence also indicates that many women develop such physical ailments as constant headaches, nervousness, fatigue, and stomach-aches when they choose to suffer in silence. If ignoring the problem will not work, what will? We talked with Ms. Mary Jung of Cleveland Women Working who counsels sexually harassed women. One of the first things Ms. Jung suggests to a woman is to check her emotional state. Do you feel guilt, embarrassment, grief, sorrow, fear, anger? "Anger is a healthier, more productive emotion because it tends to lead to action. Give yourself permission to get angry," says Ms. Jung. "While you are not responsible for unwanted sexual advances, you are responsible for charting a course of action: stronger communication, documentation of the incidents, building a support group and bringing legal, corporate, or other outside pressure to bear on the individual.”

Usually, if one woman is being harassed, others are too. Talk with your co-workers, discuss how to handle the harasser. Develop the "buddy system". It is advantageous when talking with supervisors and it may prove indispensable in court. Go to the person directly involved and deliver an ultimatum. “Make it abundantly clear," says Ms. Jung, "that you object to his behavior." Men have a propensity to believe that women say no and mean yes. Your silence may be interpreted as approval. Keep a written record of

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all incidents, note time, dates, places, witnesses and details of what transpired. This evidence may be crucial if you decide to bring legal action. You may also try writing a few "incidents" in the form of a memo and giving it to the man. Tell him you wish to discuss the memo (the incidents) and how to stop them. Sometimes it is enough for him to see a detailed account of his behavior in writing, while he wonders what you might do with it, to get him to

cease.

If dealing with the person directly does not work, you must go to your supervisor or his and make it quite clear that you will not tolerate this type of behavior and that you expect the company to put a stop to it. The more women willing to speak out, the better your chances are for success. If you do decide to bring suit, be prepared with witnesses and

documentation. In most sexual harassment cases, it comes down to your word against his. Lastly, be realistic. If you come down to the wire and consider legal action, be prepared-find a new job. Hopefully, it will be better than the one you are leaving.

If you feel you are being sexually harassed at work, speak up. Call for help. Cleveland Women Working is one organization that can help. Women can no longer afford to remain silent. Sexual harassment is only one symptom of a much greater disease. Women's roles are changing and society will learn to accept the change only if we make it happen.

Toronto Woman Wins 1st Case in Canada

(Upstream) In a landmark decision, an Ontario Human Rights Commission board of inquiry has awarded a Toronto woman $3,000 in damages and $500 in lost wages after she filed a complaint of sexual harassment on the job.

Nineteen-year-old Maria Ballesta, an immigrant from Uruguay, filed the complaint against Toronto meat-packing firm Maclver and Lines Ltd. and a male employee. Hired in August, 1976, she said she was dismissed and discriminated against because of her sex.

Ballesta said a male co-worker made sexual advances and physically assaulted her in front of a company supervisor who failed to take any action. When she complained, she was accused of lying and told to gct out.

The case was the first of its kind to reach the tribunal stage. However, no evidence was presented because the hearing was adjourned ten minutes after it started while lawyers negotiated a settlement. According to Jim Stratton, director of conciliation and compliance for the human rights commission, the case "will bring to public attention that sexual harassment of employees is a serious human rights problem in our province."

Maclver and Lines will apologize to Ballesta. The co-worker named in the complaint also agreed to send a letter of apology to her.

The company also said it will hold a seminar with the human rights commission on company premises to explain the human rights code.

Meanwhile, in the US

(Hanna Lessinger, Guardian) In July a federal district court judge turned down Pamela Price's sex discrimination suit against Yale University on the grounds that the sexual harassment Price charged had never really taken place.

Price's suit said that while she was an undergraduate at Yale, political science professor Raymond Duvall had made a pass at her. When Price turned him down, she says he gave her a C in the course. Price's suit-one of the first of its kind-charges the university with failing to protect its female students from such harassment and with failure to deal with their complaints after the incidents. Several other female students and a male professor lodged similar suits, but only Price's came to trial.

Judge Ellen Burns sidestepped the complicated legal issue of whether colleges are obliged to offer

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