I am an open minded person who has no particular view on the existing women’s rights and sexual harassment issues in the workplace. Sexual harassment at work examples includes leering, sexual gestures, physical or verbal harassment in sexual nature request for sexual favors, or unwelcome advances. However, these are some perspectives to consider :

A lot of countries adopt laws that ban sexual harassment and they have legislations that protect women’s rights in the work environment. Making it inevitable to these laws be implemented in a proper as well as manner is required. Education and training can fix the issue and will help build more courteous working environments.

It is necessary that there are well-defined complaint procedures and that no discrimination or punishment on the basis of reporting sexual harassment to women is allowed. Transparency of investigation processes should be borrowed and the two parties should be treated equally.

Along with salary tow, organizations can create a more expansive and equitable work environments where employees support one another through behaviors and policies, trainings, mentorship program, and employee resource groups and to name a few of the places where people can address issues of sexual harassment and gender discrimination.

Women-led solutions and initiatives are the ones that should be promoted to address the problems they directly experiencing, as they are the ones who are directly bearing the burden. Not only the training but the giving women with leadership and voice power can help to get right workplace dynamics too.

One of the balancing acts to be performed is the proper level of confidentiality and transparency of sexual harassment issues to create an accountable environment. While information regarding the precise complaint may not be disclosed, general data on complaints and resolutions could be beneficial in gaining more insight into the issue and enabling further improvement.

There is no one magic formula or decision that will ensure zero occurrences of sexual harassment. Continued focus on the role of education, enforcement and constant evaluation of designing effective policies and culture change is thus imperative.

It is a complicated matter to put forth what the rights, laws and organizational policies should consist of, thus the need of favorable input and debate from all stakeholders is vital. It is my task to detect the possible pros and cons instead of judging aspects on my own. My role is to go through the lists of advantages and disadvantages for the sake of equal chances and overall respect of all human beings. It is important to aim at the work environment where women worry about their security and possession to express talents like men in workplaces.

What Are The Two Main Types Of Harassment Violations?

The two main types of harassment violations are:

Sexual harassment

Uninvited sexual proposal is one of them which is followed by sexual requests, and other verbal or physical conduct of sexual nature that cultivate a hostile work atmosphere. For instance, inappropriate comments about or jokes about sex, touching that is against proper rules, and display of sexually graphic things are some of the behaviors that can be identified as sexual harassment.

Discriminatory harassment

This harassment is the one that is used to target particular individuals based on the fact that they belong to a group protected under racial, gender, religious, nationality, age or disability regulations. These range from rude, insulting or joke-making about Characteristics Protected, intimidation, and threats directed towards the protected classes. Racial or ethnic harassment lowers the level of comfort during work, leads to embarrassment or humiliation, and thus degrades one’s professional performance.


Whether through quid-pro-quo harassment, which happens when an employee is coerced into sexual acts in exchange for job promotions or other benefits at work, or through the creation of a hostile work environment where sexual propositions or innuendos repeated over time can turn into harassment, the severity and pervasiveness of such conduct can constitute the violation of state and federal workplace harassment laws and regulations that prohibit Organizations usually implement harassment prevention policy which specifies, what acts are not allowed and outlines procedures of how to file a complaint. Underlying an employer’s liability is the fact that failure to deal with complaints or stop ongoing harassment violations can lead to legal liability of the employer.