Workplace sexual harassment is a safety issue because it leads to lasting mental and physical health problems. For example, women who have been victims of sexual harassment at their place of work have a higher likelihood of developing high blood pressure, which exposes them to the risk of heart attack, kidney disease, and stroke (Beaulieu, 2020). Additionally, these victims develop feelings of anxiety and may end up in depression since this form of harassment has a significant toll on stress hormone levels. Some employees choose to keep it to themselves while others report to their supervisors and colleagues (Stanborough, 2019). In case the supervisor does not take the appropriate action or ignores it, the victim can file a lawsuit against the company. Nevertheless, sexual harassment at the workplace adversely affects a worker’s job satisfaction and performance.
For Joly and Agabus’s case, the way the latter commends and touches the former constitutes sexual harassment. Joly is uncomfortable about the constant compliments from Agabus, and it seems she is developing emotional problems to the extent that she has reported the matter to their supervisor. Her supervisor’s response was not appropriate since he took the case for granted when there is evidence of sexual harassment, including Agabus touching and smelling Joly’s hair, with which she is not comfortable. After speaking with her supervisor, Joly should go back to the supervisor and emphasize that she wants the organization to investigate the matter. If the issue is not solved promptly, Stanborough (2019) suggests that such an employee should consider filing a lawsuit. Therefore, sexual harassment at the workplace may have adverse effects on corporate performance and workers.
For Ada and Jack’s case, I think that the latter was not sexually harassed by the former and that it was a mutual feeling. Filing a lawsuit for sexual harassment after having been fired for underperformance is an impulsive, ill-informed decision in an attempt to put the company on defense. What qualifies sexual harassment is when one person is unwilling to engage in any sexual activity, but the harasser continues to press the victim against their wishes (Clarke et al., 2016). Therefore, Jack was not sexually harassed by Ada since he welcomed the hugs and always responded in an intimate manner. Moreover, Jack never reported the issue to the supervisor or his colleagues; thus, his case was not sexual harassment.
References
Beaulieu, S. (2020). Breaking the silence habit: A practical guide to uncomfortable conversations in the #MeToo workplace. Berrett-Koehler Publishers.
Clarke, H. M., Ford, D. P., & Sulsky, L. M. (2016). Moderating effects of harasser status and target gender on the relationship between unwanted sexual attention and overall job satisfaction. Journal of Applied Social Psychology, 46(12), 701-717. Web.
Stanborough, R. (2019). Sexual harassment in the age of #metoo: Crossing the line. Compass Point Books.