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Male Victims Of Sexual Harassment
Women Aren’t the Only Victims. Up to 20% of all sexual harassment charges are stared by males.
It used to be that sexual harassment was considered a male infringement upon a woman. Not any more. Male sexual harassment is a valid infraction that is drawing more attention. While the perpetrator of the harassment is still typically a man, women are no longer the only victims.
The U.S. Equal Employment Opportunity Commission (EEOC) provides a list of facts on sexual harassment. If you are uncertain about whether or not you are a victim of sexual harassment, consider the following:
- Harassment includes being offended by harassing remarks even if you are not the subject of the harassment.
- A victim of sexual harassment can be a man or woman.
- Harassment includes threats to job security.
- The harasser does not necessarily have to be a person’s employer. It can be another employee, non-employee or supervisor of another department.
While cases of sexual harassment of men are on the rise, the majority of incidents still involve women as the victims. It is likely that the number of male sexual harassment cases hasn’t increased, but the number of men who feel safe to come forward has, leading to more awareness.
In 2008, the EEOC reports 15.9% of the 13,867 sexual harassment claims were made by men.
If you are on the receiving end of sexual harassment it’s crucial to recognize what constitutes harassment.
What is sexual harassment?
The main factor in sexual harassment is the advance or proposition that is unwelcome. The key word involved is “unwelcome”.
Sexual harassment is:
- Unwelcome sexual advances
- Requests for sexual favors
- Any harassment that affects your ability to perform your job
Anti-discrimination laws apply to the federal government, any company with 15 or more employees, employment agencies as well as labor organizations.
Steps to take
Communicate that you have been sexually harassed. It is important to immediately let the perpetrator know that you consider his actions harassment. Do not, however, take matters into your own hands or plan revenge--notify your human resources department and find out what policies are in place and the action needed.
If you are not satisfied with your company’s resolution, your next step should be to take legal action to ensure the issue is handled correctly. File a complaint with the Equal Employment Opportunity Commission or talk to an employment attorney.
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