...Sexual assault is a huge problem that affects both men and women. Some may believe that part of this problem is the unawareness and ignorance that people seem to have about this topic. To keep this issue from getting worse young adults should be informed of the staggering statistics and the information presented about sexual assault by having high schools across the country have Sex Education as a major part of an existing course, having schools bring in empowering speakers that have gone through similar experiences, and having students be aware of ways to get help or report an incident. Decreasing sexual violence means investing in prevention programs that address the causes of sexually abusive behavior. The majority of prevention programs aimed at...
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...to a growing number of military sexual trauma cases. Sexual trauma occurs in the male military population in fewer reported cases. Military sexual trauma contributes to a rise of mental health issues among our service members. Sexual trauma in the military creates unique challenges for service members because victims often work alongside their aggressors. This paper will examine what military sexual trauma is, how it affects our service members, prevention strategies, and treatment options for victims. Military Sexual Trauma...
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...Chapter 7 Prevention of Sexual Harassment 7–1. Overview The prevention of sexual harassment is a commander’s responsibility. The EOA plays a pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing and overall advisory assistance concerning the prevention of sexual harassment. 7–2. Chain of command responsibilities Commanders and supervisors will— a. Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment. b. Publish and post written command policy statements for the prevention of sexual harassment. All statements will be consistent with Army policy. They will include the local command’s commitment to the Army’s policy against sexual harassment and will reaffirm that sexual harassment will not be tolerated. The statement will explain how and where to file complaints and will state that all complainants will be protected from acts or threats of reprisal. Each ACOM/ASCC/DRU, installation, separate unit, agency, and activity down to company, troop or battery level will publish a sexual harassment command policy statement. Units should coordinate these policy statements with the servicing staff judge advocate or legal advisor before publishing them. c. Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to investigate...
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...Sexual Harassment and Assault Prevention Shanna M. Rodriguez ALC 167-16 Sexual Harassment and Assault Prevention In the scenario, SPC Andrews did not appear to be an offender in the sense that he was preying on PFC Nolan. They are talking all night and gradually move into physical affection. As they are walking, SPC Andrews offers an arm when noticing PFC Nolan’s instability. Our image of an offender can sometimes be that of a person who is seeking to take something from someone regardless of opposition. However, it is not our responsibility as a leader to evaluate the evidence and form a conclusion. As leaders we are to support the system of justice and protect our Soldiers. We are to ensure that guidelines and regulations are enforced and adhered to. This rational is what I had in mind when I wrote this paper. I did not go into the specificity of the case or the right or wrong of each Soldier. I used critical thinking to see all the possible avenues of approach. The final outcome is to place my Soldier’s needs before my own. As a leader in today’s Army it is vital to have a clear understanding of the Sexual Harassment and Response Program (SHARP). This will empower us to be an effective Army leader by properly training our superiors and subordinates. Situations like the scenario given have to be handled with extreme tact and understanding. The ideal mindset is that we have effectively trained our Soldiers for these types of scenarios. The best case...
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...Sexual Harassment at workplaces Introduction Cases of sexual harassment at the places of work have been on the rise especially over the recent past. Sexual harassment is one of the most exploitive behaviors where power has been misused to victimize others at the places of work by those who hold superior positions in organizations (Shrier, 1996). Sexual harassment can occur to both men and women but more often than not, women are the victims. According to Boland (2002), a research conducted in the 1970s revealed that approximately one out of every two women would become a victim of sexual harassment at her place of work. The vice makes one feel disrespected, humiliated, or offended. Forms of sexual Harassment Such conduct is either expressed implicitly or explicitly, a term or condition to one’s employment. Rejection of such conditions by the victim may be used as the basis for employment decision affecting him or her. The purpose of such behavior could also be aimed at creating a hostile and intimidating work environment for the victim (Achampong, 1999). Sexual harassment can be of quid pro quo i.e. something for something or ‘a hostile environment’ in nature. In both cases, the conduct is unwelcome. In most cases the quid pro quo involves a senior person who has power to make decisions on an employee, depending on whether he or she submits to their sexual demands. On the other hand, a hostile environment is established when the working environment is offensive and intimidating...
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...Sexual Harassment In The Military Specialist Edward J. Nofe Headquarters and Headquarters Company, 18th Military Police Brigade Grafenwoehr, Germany January 5, 2015 Joni Ernst is a well-respected United State Senator from Iowa. She has served more than 20 years in uniform. She is the first female combat veteran to serve in the Senate. She along with countless men and women in the military has been a victim of sexual harassment. The truth is nobody is immune from this problem certainly not when you still have reports ranging from inappropriate advances to sexual bribery. Sexual harassment is a form of gender discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature between the same or opposite genders. Harassment differentiates from assault in the sense that harassment can be directly associated with your work setting. Sexual harassment is a form of discrimination that erodes morale and negatively impacts unit cohesion. All individuals in the unit must be treated fairly and with mutual respect .The consequences of sexual harassment affects the individual in the workplace through stress, physical fitness, and reenlistment intentions. Sexual harassment affects the unit’s effectiveness, cohesion and goal realization. Sexual harassment is not limited to the workplace, but can also occur in the work related environment. That’s why the importance of maintaining a secure and sound command climate...
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...policy on sexual harassment in the US military. In other words unprofessional, distasteful conduct, (especially sexual nature) toward another individual is seen as disrespectful and not tolerated at any level. Sexual harassment is considered as a type of sexual discrimination, of which is identified by three specific criteria—such behavior must: unwelcomed, sexual in nature and must occur or influence/impact the work environment. Sexual harassment can happen to anyone. It can be between members of the opposite sex or members of the same sex. Sexual harassment can derive from a large range of unwanted wrongful behaviors. As for military service members, this includes any conduct during a 24-hour duty period. Such as but not limited to,sexual jokes,negative or derogatory comments, sexual innuendos in part, or completely. Also requesting sexual favors or repeatedly, aggressively asking a person out on a date as well as,telling rumors about a person’s personal or sexual life. These particular things are very inappropriate, in all work environments. Therefore complete respect for fellow soldier/sailor is vital. It is up to the military member to ensure that he or she establishes a professional and respectful relationship with their fellow counterparts. Beginning in the 1990's, Sexual Harassment began to be addressed as a serious factor and the beginning stages of controlling the issue had begun. It was in the 1990's that polls were taken by civilians of military sexual assault...
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...civilians workers on sexual assault. Response to sexual allegation, it has been a slow process that needs to address accordingly. Constant delaying of responses to victim complaints, will leaves a since of distrust within the chain of command and the opportunity to bring the accused to justice. The U.S. military, for years, set policies in place to govern sexual assault, “zero – tolerance”, yet the abuse still goes undetected or unreported. There are helpful aids and support to reduce or elevate the rate of sexual assault victims to...
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...and protection for women who speak out against it and should adoptingflaws less and feasible sexual harassment policy. Difficultiesarise due to the traditions...
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...Assignment 3 Essay Prevention of sexual harassment in the workplace is a concern in Ontario. It is agreed that sexual harassment is a form of gender discrimination and is recognized as a violation of human rights, however it still exists today. Sexual harassment violates women, lowers their self esteem, and leaves them feeling helpless, and in some cases trapped in a job that they cannot afford to quit, so they endure the harassment. Employers suffer because it creates a hostile work environment, productivity may decline, absenteeism increases and there is a high turnover of staff which can lead to the loss of valuable employees. Although there are laws and Acts that prohibit sexual harassment, it is not easy to stop. Most women attempt to deal with their situations informally instead of taking formal action because they fear reprisals, such as losing their job or being treated unfairly (Hughes & Anderson, 2010). In addition, the inherent inequalities and social conditioning that occurs between men and women plays a major role in the struggle women face within the workplace. Although the government of Ontario have put several initiatives in place to counter-act sexual harassment, it is not certain that any of these initiatives are making a positive impact on the situation. This paper will examine the different initiatives taken to negate sexual harassment against women in the workplace. According to "Women and Work in Canada: Sexual Harassment" the last extensive survey...
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...Sexual violence is a major social and public health problem on many college campuses across the United States and many other countries. Sexual violence encompasses many different aspects of sexual deviancy but sexual violence is typically considered to be sexual assault or rape. Sexual assault and rape have affected men and women alike. However, the vast majority of sexual violence victims are women with men being the perpetrators. Women on college campuses have a higher chance of becoming a victim of sexual assault then other women. Rape is defined as penetration or attempted penetration of sexual organs, but sexual assault is a much broader term. Sexual assault includes; completed or attempted penetration, abusive sexual contact without...
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...Sexual Harassment Deborah C Gilliam 06/22/2014 MGMT402 -1403A-02 Jonathan McGovern Sexual Harassment In the United States they have many laws that protect individuals from different types of harm, including regulations that protect individuals from sexual harassment. These regulations describe, sexual harassment, which consist of behaviors as sharing explicit jokes, and official papers, incongruously touching and individual and basing decisions on the serenity of sexual request. Sexual harassment regulation in the United States gives equal protection and remedy to males and females. These regulations also apply to events where sexually incongruous behavior occurs amongst the members of the same sex. The United States has a body of guidelines recognized as the Unlawful Workplace Harassment Policy. These guidelines proscribe state personnel from making sexual remarks that generate an intimidating work atmosphere, demanding sexual nepotisms as a work condition or making undesirable sexual advances. This strategy gives a worker 30 days succeeding an occurrence to file a grievance with her company. A company who accepts such a grievance must respond within sixty days. If a target of sexual harassment is not gratified with the deed taken by her company, he/she has thirty days to petition to the Office of Administrative Hearings and the State Personnel Commission (M, 2011). A member of staff who is sexually harassed may also file a grievance with the Equal Employment...
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...SEXUAL HARASSMENT Abstract Sexual harassment includes a range of actions from mild transgressions to sexual abuse or sexual assault. Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse (sexual and psychological) and bullying. For many businesses and other organizations, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making. Many men and women around the world believe that sexual harassment is a practice based on simple sexual attraction. It is often seen as an expression of male interest and a form of flattering sexual attention for women – a sometimes vulgar but essentially harmless romantic game, well within the range of normal, acceptable behavior between men and women. What is Sexual Harassment? Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace or learning environment, according to the Equal Employment Opportunity Commission (EEOC). Sexual harassment does not always have to be specifically about sexual behavior or directed at a specific person. For example, negative comments about women as a group may be a form of sexual harassment. Sexual harassment interferes with your performance by threatening your job security or becoming an obstacle to effective work. Although sexual harassment laws do not usually cover teasing or offhand...
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...Issues in Contemporary Ghana Topic: Sexual Harassment a Blessing or a Curse to society? Presented By: Amy Asiedu Lecturer: Dr Dan-Bright Dzorbo Introduction There have been many ambiguities surrounding what actually constitutes sexual harassment and how it differs from other sexual advances. If one simply looks at a dictionary’s definition of harassment it means “annoying or unpleasant behaviour towards someone that takes place regularly"(Macmillan English Dictinary, 2002), it is clear that such behaviour towards a colleague is undesirable and could undermine morale and productivity. If one adds the sexual dimension, with its personal, psychological, moral and marital implications, the problem becomes much more complex. Events currently identified as sexual harassment were considered personal and attracted individual solutions before the 1970’s. Since 1976, sexual harassment has been highlighted by feminist, trade unionist and later human right activists who have succeeded in making it a social problem (Britwum and Anokye, 2006). Thus, satisfying the condition that a social problem must be identified by a significant proportion of the population (Ritzer, 1975). The natural or biological origin of sexual harassment is based on the good old fashion idea of attraction between two people. Also, the issue about men possessing the bigger sex drives is another factor which causes them to aggressively approach women with sexual comments or intentions (www.arizona...
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...SUBJECT: Prevention of Sexual Harassment CONDITION: Classroom environment STANDARD: 1. Define Sexual Harassment. 2. Define the Army’s Policy on Sexual Harassment. 3. Explain the Categories of Sexual Harassment. 4. Explain the Elements of Sexual Harassment. 5. Define Sexual Harassment Behaviors. 6. Explain the Sexual Harassment Checklist. 7. Explain the Techniques to Deal with Sexual Harassment. 8. Explain the Administrative Actions. TYPE OF INSTRUCTION: Instruction and Small Group Discussion TIME OF INSTRUCTION: 4 Hours NOTE: You must ensure you have a video player and monitor to show the video on the prevention of sexual harassment (Pin Number 170876, ICN: TVT-20-1996) produced by the Department of the Army in 1996. This tape is available from your EOA or TASC. It is recommended this video be shown at the beginning of the block of instruction, but stop it before showing the vignettes. By showing the first portion of the video at the beginning, the students will already be familiar with many of the concepts and terms you are going to be instructing. This should make the learning process easier for them during your instruction. After the block of instruction, and the practice exercise is completed, then show the vignettes. The responses from the group while stopping after each vignette for discussion will ensure learning occurred, and serve to clarify what constitutes sexual harassment in the student’s minds. The...
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