Sexual Harassment Prevention

Individuals at risk of becoming harassment victims

Temporary Workers

People who are brought into the organization as "temps" often prove to be tempting targets for harassers who know that the temps will soon be gone. Harassers may decide to "test the waters," to find out how far they can go, but any sign of this behavior should sound a clarion call to Human Resources. In situations like this, not only the temporary agency, but the organization that hired the temporary workers may be held liable (or share liability with the temporary agency) if a complaint is filed and the plaintiff wins the lawsuit.

Off-Site Employees

As discussed above, off-site employees such as sales people or field engineers have several "at-risk" challenges, not the least of which is a lack of awareness of themselves as being at-risk. In addition to their risk at customer sites, some salespeople say they have more problems with their fellow salespeople than with customers, especially. when they are brought together for an annual (or other regular) sales meeting. Typically gregarious, salespeople who haven't seen each other in a while there are eager to share experiences, to "rag" on each other, with the ragging going on in particularly earnest fashion after the meeting when they've had a couple of drinks.

Vulnerable Employees

Some harassers enjoy targeting victims who appear to be very vulnerable. New employees are often targeted—but so are longer-term employees, particularly those who are quiet, shy, attend to business, and appear meek. Grown-up bullies like to bully vulnerable people. Sometimes, of course, good-looking people, those who are very young, and those who clearly dress to attract attention are also great targets for harassers. But one need not be any of these; most harassers are equal opportunity bullies.

"Flirtatious" Employees

Employees who never seem to "cross the line" can still be problematic for organizations. Some think they're just fun people; others, however, may not. This holds true for "under-dressed employees" who invite as much attention as they can get. Sometimes they seem to like the attention; at other times they seem offended by it. No manager of the opposite sex should ever be alone with an "under-dressed" employee when they tell that person to go home and change clothes. In fact, managers should be coached about how to address that individual appropriately lest they find themselves accused of badgering . . . or worse.

"Users"

Some employees think the way to get ahead in their company is to latch onto an executive and attempt to make themselves indispensable to that person. And, in fact, some users actually do succeed, especially if they are willing do whatever it takes to get what they want. This kind of individual might be thought of as ambitious at first; the executive doesn't always "get it" until too late. They may be flattered or view themselves as a mentor, but the situation can spiral out of control if the executive finds himself/herself in a really difficult situation.

Office Romance

Managers, supervisors, or team leaders—by whatever name—are those who have decision-making power over others; therefore, they must exercise considerable caution if they contemplate becoming romantically involved with a subordinate. Welcomeness is one measure of whether a victim can claim to have been sexually harassed. When a complainant is a subordinate of the accused, it will be very difficult for the latter to prove that s/he did not harass the complainant if things between them do not work out well. It can be hard to prove that a behavior is either welcome or not welcome when there is a power differential between one person and another.

That's why, if a person in power wants to have a relationship with a subordinate, one or the other must move—voluntarily or otherwise—to another position in or out of the organization While it is true that some workplace relationships end in marriage, others do not—and if the subordinate claims they were coerced into having the relationship, both the organization and the higher level person may be held liable. There certainly is precedent for this outcome.