CHAPTER 15 – Sexual Harassment in the Workplace
CHAPTER 15
SEXUAL HARASSMENT IN THE WORKPLACE
I. Choose the response that best completes each statement. Circle your response.
1. Sexual harassment may be divided into two categories, that is:
a. sexual coercion and sexual annoyance
b. sexual nature and sexual contact
c. sexual condition and sexual attention
d. sexual coercion and sexual contact
e. sexual annoyance and sexual condition
2. Sexual harassment that can have direct results to the victim’s employment is referred to as:
a. sexual annoyance
b. sexual coercion
c. sexual nature
d. sexual attention
e. sexual condition
3. Sexually-related conduct that is distasteful, aggressive or threatening to the recipient, but
has no direct link to any job benefit is referred to as:
a. sexual annoyance
b. sexual coercion
c. sexual nature
d. sexual attention
e. sexual condition
4. A colleague persistently telling dirty jokes or making sex-linked comments even though
the employee has asked for those actions to stop is an example of:
a. sexual annoyance
b. sexual coercion
c. sexual nature
d. sexual attention
e. sexual condition
5. Sexual harassment can result in:
a. emotional and physical stress
b. severe emotional trauma
c. anxiety and nervousness
d. depression
e. all of the above
6. The best approach to combat sexual harassment in the workplace is through:
a. the explanation the of concept of sexual harassment through training programmes
b. the shaming of offenders through notice boards
c. the separation of the sexes at the workplace
d. the establishment of preventive and redress mechanisms
e. the issue of warning letters to all employees
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CHAPTER 15 – Sexual Harassment in the Workplace
7. Repeated unwanted social invitations, relentless proposals for dates or physical intimacy
are examples of:
a. verbal harassment
b. gestural harassment
c. visual harassment
d. psychological harassment
e. physical harassment
8. Inappropriate touching, patting, pinching, strolling, and brushing up against the body, are
examples of:
a. verbal harassment
b. gestural harassment
c. visual harassment
d. psychological harassment
e. physical harassment
9. A comprehensive in-house mechanism to combat sexual harassment should include:
a. a policy statement
b. a clear definition
c. a grievance procedure
d. disciplinary rules and penalties
e. all of the above
10. Due to the sensitive and personal nature of sexual harassment complaints, employers
should:
a. discourage employees from lodging complaints on sexual harassment
b. develop a separate complaint procedure for sexual harassment
c. define sexual harassment clearly
d. punish employees accused of sexual harassment without a domestic inquiry
e. avoid conducting investigations on sexual harassment
II. Answer T for true and F for false
11. Sexual harassment may be divided into two categories, that is, sexual coercion and sexual
contact.
12. Sexual coercion is sexual harassment that can have direct results to the victim’s
employment.
13. Victims of sexual harassment usually do not report such offences because of
embarrassment.
14. Sexual harassment can result in emotional and physical stress for the victims.
15. Sexual harassment can adversely affect employee morale and job performance.
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CHAPTER 15 – Sexual Harassment in the Workplace
16. The most effective way of dealing with the problem of sexual harassment is to tackle it at
the workplace itself.
17. The best approach to combat sexual harassment in the workplace is through the
establishment of preventive and redress mechanisms at the national level.
18. Sexual coercion is sexually-related conduct that is offensive, hostile or intimidating to the
recipient, but nonetheless has no direct link to any job benefit.
19. Sexual harassment by a company’s client against an employee is not an offence as the
client is not an employee of the company.
20. Sexual harassment in the workplace also includes any employment-related sexual
harassment occurring outside the workplace.
21. A policy statement on sexual harassment should come from the human resource manager.
22. Supervisors and managers have a positive duty to implement the policy on sexual
harassment and to demonstrate leadership by example.
23. A complaint procedure on sexual harassment should contain an appeal procedure to
enable a dissatisfied party to appeal against the outcome of an investigation to a higher
authority.
24. Disciplinary rules on sexual harassment should also set out disciplinary penalties against
those who make false accusations.
25. If an organisation has already an established grievance procedure, victims of sexual
harassment may complain using this procedure.
26. In a case where the victim of sexual harassment has suffered a demotion, the employer
should restore such person to her proper position on the job.
27. Only female employees can be victims of sexual harassment.
28. Prevention is the most effective tool any employer can use to eradicate sexual harassment
in the workplace.
29. The development of a corporate policy and preventive mechanism on sexual harassment
is sufficient to prevent sexual harassment.
30. Trade unions have a clear role to play in helping to create a climate at work which is free
from sexual harassment.
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