Introduction
In life, everyone, at some point, will experience a challenging situation in both personal and work life. It is not possible to find a workplace where everyone’s personalities and expectations correctly work together with no conflict. Workplace contains people from different backgrounds with different characters, which cause workplace issues. Some workplace issues include interpersonal conflict, sexual harassment, and discrimination, among others (McCarthy, 2018). Challenging situations should be solved right away because the longer they wait, the worse things will get.
Workplace issues have a negative psychological impact on employees, which can lead to anxiety and depression. They should be handled professionally and with openness so that one can learn from them (McCarthy, 2018). The paper analyzes the significance of a case scenario involving an attending physician at an academic medical center named Dr. Larry Boxer, who is sexually harassing Linda Dole, an adult nurse practitioner. Dr. Larry Boxer has been making sexual remarks and requesting sexual favors making Ms. Dole uncomfortable in the workplace. The paper also gives appropriate responsive actions and strategies used to resolve the issue related to the scenario.
The scenario brings out clearly how sexual harassment occurs in a workplace and how it creates a hostile working environment. Sexual harassment is against the law, and it is not a consensual flirtation, friendship or interaction, and a single incident constitutes sexual harassment. The scenario also helps in identifying the forms of sexual harassment such as unwanted touching, inappropriate comments, and request for sexual favors and appropriate actions to take in resolving the issue.
Appropriate responsive actions and strategies used to resolve the issue related to the scenario
An organization has an ethical, legal, and employee relation obligation to investigate any complaint of sexual harassment (McCarthy, 2018). Also, the complainant has a responsibility to ensure that sexual harassment stops. A complainant can do the following in addressing the issue. The first is to talk to the person directly if it is the first incident. Let the person know that the behavior is unwelcoming, and they need to stop and if it continues to report to the human resources. If human resources do not take action, one can file a lawsuit (McCarthy, 2018).
The prevent sexual harassment in workplaces; an organization should ensure that everyone in the organization has a clear sexual harassment policy. The policy should explain sexual harassment, a clear procedure of filling complaints, how an investigation is done, and that under no circumstances, sexual harassment will not be tolerated (Fogel, 2013). They should also provide regular training to the staff members on sexual harassment. It will increase understanding of specific behaviors that are considered sexual harassment under the Sex Discrimination Act. The organization should also remove materials that portray discrimination to develop a positive working environment (McCarthy, 2018).
After a complaint has been filed, employers should follow the following steps in addressing the issue. First is treating the complaining party with respect. Most employees find it difficult to report sexual harassment because they worry about the consequences the complaint might bring, for example, the loss of a job, especially when the perpetrator is your boss. Employees who feel that the organization takes their concerns are taken seriously will seek internal resolution. (Fogel, 2013).
The second step is that the organization should investigate the complaint. People who can be impartial and neutral should do the investigation to ensure fairness (Fogel, 2013). Investigators should conduct interviews on the complaining party, the accused and potential witnesses, review relevant communication, memos, emails, and organization policies dealing with harassment and discrimination should. The accused should not contact the complainant to avoid retaliation. The investigation should be documented (McCarthy, 2018).
The third step is that the organization should conclude the findings of the investigation. An employer should consult other human resource colleagues to come up with the right decision and an attorney to ensure that one is looking at the situation fairly based on the evidence found. Based on the evidence, the organization should be able to identify whether sexual harassment occurred or not (McCarthy, 2018).
The last step would be discipline for the accused if the harassment occurred based on the facts of the case. If the accused is found guilty employer can give verbal or written warning, suspend the harasser without pay (Fogel, 2013). If it was not the first time for the accused, more severe discipline should be provided, like job termination or informing the relevant authorities. Disciplining will prevent sexual harassment from happening in the future (McCarthy, 2018).
Conclusion
In conclusion, the scenario explains how sexual harassment occurs in the workplace, the forms it takes, and how it creates a hostile working environment. Dr. Larry Boxer made sexual remarks and requested sexual favors from Ms. Dole, which made her feel uncomfortable in the workplace. Victims of sexual harassment should report the complaint immediately as it happens, and to encourage this employer should handle it with professionalism. Solving the issue of sexual harassment takes the following steps fair treatment of the complainant party, investigation, and finally, discipline. Training programs for all employees on sexual harassment and clear sexual harassment policy also helps in preventing workplace harassment. Sexual harassment is a serious problem in workplaces which affects employees well being and productivity.
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References
Fogel, S. J. (2013). Sexual Harassment. Encyclopedia of Social Work. https://doi.org/10.1093/acrefore/9780199975839.013.358
McCarthy, C. (2018). Take steps to prevent, address sexual harassment in the workplace. Campus Legal Advisor, 18(8), 1-5. https://doi.org/10.1002/cala.30758
