Rayna Beltran
PR 192
5/3/2012
A Close Encounter of an Unwanted Kind
Introduction
Sexual harassment is an issue that has plagued organizations and
employees again and again. According to the United States Equal
Opportunity Employment Commission (EEOC), sexual harassment is defined
as unwelcomed sexual advances. Sexual harassment can also be defined as
a request for sexual favors or any other verbal or physical advances of a
sexual nature.
In this case, the intern Samantha Bradshaw is involved in an
uncomfortable situation. A fellow coworker makes unfavorable comments to
Bradshaw and it soon develops into verbal sexual advances. It is not always
clear whether ones communication or action is sexual but there are ways in
which those actions can be judged. The EEOC provides the necessary
guidelines for any such situation.
Case Background
A student by the name of Samantha Bradshaw receives a public
relations internship at a local non-profit organization. Her internship advisor,
Mary Doolittle, has helped her along the way and like her other students,
offers guidance if needed. After some time Bradshaw approaches Doolittle in
Rayna Beltran
PR 192
5/3/2012
hopes of getting some advice and reveals to her mentor that there is a
coworker that is making her uncomfortable and she is unsure of how to
handle it.
Handling a situation like Bradshaw’s can be very difficult. Often times,
it is a lot easier to ignore the situation than deal with it, especially for
women. Sexual harassment tends to start small and grow into a larger
problem. After divulging the complete truth to her mentor, Bradshaw admits
that her co-workers advances are making her uncomfortable. As stated
above, sexual harassment is defined as any verbal or physical advances of a
sexual nature. A statement such as, “I would love to see you in a swimming
suit,” is completely sexual in nature and the uncomfortable feeling caused by
the comment demonstrates that it is in fact harassment.
Company Reputation
The EEOC did not put such definitions into place as general guidelines
but as guidelines for laws that are to be followed by all employers. Legal
ramifications are imminent if the aggressor takes it too far. Consequences of
such actions can result in losing one’s job or can even lead to a law suit.
Generally if a law suit does take place it involves the organization that
employed both parties.
Rayna Beltran
PR 192
5/3/2012
Company reputation is at risk if action isn’t taken after a sexual
harassment claim is made. Human resources is there for people that want to
come forward about any ill action taken against them. In this particular case
Bradshaw should make one last attempt to speak honestly with the coworker
that is making her uncomfortable and if it continues to escalate, it should be
reported to human resources.
The laws of EEOC are there to protect employees and in some cases
employers do not handle cases of sexual harassment properly. Improperly
handling a case of sexual harassment within an organization will lead to a
law suit for the organization itself even though it was one individual
committing the act. Public relations practitioners also need to be aware of
the legal and image damaging consequences of a sexual harassment fiasco.
Public Relations and Sexual Harassment
In a case like this, public relations tactics are very important. Human
resources and public relations professionals need to work hand in hand to
prevent any occurrence of image damaging events. If handled correctly, the
issue would be resolved quickly but if the issue of sexual harassment isn’t
addressed in a professional manner the consequences can be great.
Like stated above, there are legal consequences when protocol is not
followed but it goes beyond that. Public relations professionals know better
Rayna Beltran
PR 192
5/3/2012
than anyone that even the smallest mistake made public can damage a
corporate reputation. The information can and will leak to the media, making
it impossible to cover up and can be very costly in the long run. It would be
far cheaper to deal with a sexual harassment case head on and eliminate the
problem, than dumping tons of company money into restoring the
company’s image.
With this particular case in the book, Bradshaw has an internship at a
local nonprofit organization that helps to fight poverty. Non-profit
organizations thrive on the donations received by people that believe in their
cause. If the trust were to be broken between the public and the non-profit
organization, it could ruin their reputation and cause them to lose out on
funding. No one wants to contribute to an organization not knowing if the
money they are so generously giving is being utilized properly.
Conclusion
There are a few aspects of this case that need to be carefully
reviewed. First is the story Bradshaw shared with her mentor at school. It is
clear that the situation cannot be ignored by the internship advisor. It is her
responsibility to ensure her students safety, especially if she is aware of the
situation. If ignored the school, the teacher and the organization can get in
trouble. To prevent the situation from escalating, a meeting should be set up
Rayna Beltran
PR 192
5/3/2012
between the intern, the teacher, the coworker and the organization.
Resolving the situation would prevent anyone’s reputation from being
damaged.
Women and men have the right to go to work without feeling
uncomfortable. Bradshaw’s situation is exactly that, uncomfortable. Although
the harassment hasn’t escalated past verbal sexual advances, it could easily
do so. Awkward as it may be, Bradshaw should express how uncomfortable
she is one last time to her coworker, making it clear if he doesn’t stop that
she will report him. If he refuses to comply then direct action needs to be
taken by all parties involved.
Rayna Beltran
PR 192
5/3/2012
Resources
(3 May 2012). The U.S. Equal Opportunity Employment Commission. Retrieved
from: http://www.eeoc.gov/laws/types/sexual_harassment.cfm
Swan, Patricia. Cases in Public Relations Management. (2010) NY, New York:
Routledge.
(15 July 2009). Young and Employed. Retrieved from:
http://youngandemployed.com/2009/07/15/is-this-sexual-harassment/
(3 May 2012) California Sexual Harassment Laws. Retrieved from:
http://www.sexualharassment.com/laws.html