Sexual Harassment and Discrimination
Job discrimination occurs when:
1) An employment decision in some
way harms or disadvantages an
employee or a job applicant;
2) The decision is based on the
person’s membership in a certain
group rather than on individual merit;
and
3) The decision rests on prejudice,
false stereotypes, or the assumption
that the group in question is in some
way inferior and thus does not
deserve equal treatment.
Discrimination may be done on an
individual basis (a particular manager) or
it may be institutionalized (by the
organization). Both of these are clearly
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problematic, and there is a great deal of
evidence that discrimination based on
race and sex occurs in both forms. You
can see the evidence enumerated in our
text (393-395).
What may be more insidious are the
ways we discriminate unconsciously or
out of unexamined and unrealized
prejudice. Let’s consider the cases on
396- 397.
Imagine going into a work environment
consisting solely of people different from
you. Look at the comment by Florence
Blair, 398.
Unconscious assumptions about women:
1) women place family demands
above work considerations
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2) they lack the necessary drive to
succeed in business
3) they take negative feedback
personally rather than professionally
4) they are too emotional to be good
managers.
And if they don’t act this way, they are
being aggressive, macho.
Unconscious assumptions based on race:
1) three out of four whites believe
that African Americans and
Hispanics are more likely than whites
to prefer living on welfare
2) a majority of whites believe that
African Americans and Hispanics are
more likely to be lazy, unpatriotic,
and prone to violence
3) Many whites still believe that
blacks are less intelligent.
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Consider Edward Jones, page 399.
We must be aware and self-critical!
Sexual Harassment:
The Supreme Court Case, Meritor
Savings Bank v. Vinson (1986) is the
landmark case that noted that sexual
harassment need not be limited to
irresistible threats or other coercion (quid
pro quo). Derogatory gestures, offensive
touching, and leering can result in a
workplace that is inhospitable, regardless
of one’s ability to resist. This is called
Hostile Environment Harassment (HEH).
Is sexual harassment a problem?
According to a study done in Virginia by
the VA Med Center in Hampton:
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 54% of the responding dental
hygienists experienced sexual
harassment
 Of these, 50% experienced sexual
harassment four or more years ago,
23% one to three years ago and 28%
within the last year; these categories
were mutually exclusive.
 The perpetrators of the harassment
were reported to be either male
dentists (73%) or male clients (45%).
 Less than 10% reported being
harassed by women
 While 70% of the sexually harassed
respondents indicated that filing
formal complaints was an effective
strategy for managing sexual
harassment, less than 1% actually did
so
 Of all dental hygienists (harassed or
not), 90% did not receive training in
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their dental education to manage
sexual harassment, and 85% would
like the American Dental Hygienists'
Association to develop model
guidelines and policies.
 Demographic characteristics were
typical of practicing dental hygienists
in Virginia; 99% female, 96%
Caucasian, and 86% married with a
mean age of 40 years.
Yes, it is a problem, and a big one.
What should a woman do if she
encounters sexual harassment? Our
author suggests four practical steps:
 Make it clear that the behavior is
unwanted. This isn’t always easy.
 If the behavior persists, document it,
with witnesses if possible.
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 Carry it to the appropriate supervisor.
In the case of sexual threats, do it
immediately.
 If it isn’t resolved internally, consult
an attorney to discuss legal options.
We all have a moral and a legal right to
work in an environment that is free from
sexual (or racial) harassment.
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