| "WOW DENISE, THOSE TIGHT JEANS SURE LOOK | | | | today in the 21st century is that it is now |
| GOOD. DO YOU WANT TO SELL THEM?" | | | | recognized. It is now enforced and business |
| | | | managers are forced to deal with it. Title |
| "NO, SWEETIE, BUT YOU CAN RENT THEM FOR A | | | | VII of the Civil Rights Act of 1964 mandated |
| LITTLE WHILE."Starting this article with that | | | | that every working person has the right to |
| actual quote and giving other real life | | | | work in an environment free from harassment |
| examples of the type of interaction that goes | | | | on the basis of sex.Wow! What a profound |
| on in many offices creates a self imposed | | | | statement. How does one determine the |
| need in my mind to assure you, the reader, | | | | difference between unwanted sexual advances |
| that we will be discussing Sexual Harassment | | | | and welcomed sexual advances that later |
| in the work place later in this | | | | become unwanted. The answer is, it really |
| article.Recreational mating in the work place | | | | doesn't matter. The Equal Employment |
| has been going on since organized business | | | | Opportunities Commission (EEOC) defines |
| began. This term, Corporate Recreational | | | | sexual harassment as: |
| Mating as used in this article does not | | | | |
| pertain to simple "office dating" that goes | | | | Unwanted sexual advances, requests for |
| on between two single adults that happen to | | | | sexual favors and other verbal or physical |
| work at the same place of business.What we | | | | conduct of a sexual nature when:- A term or |
| are going to discuss in this article is the | | | | condition of employment is explicitly or |
| type of recreational mating that has an | | | | implicitly made regarding submission to a |
| impact on the performance of the business | | | | request for sexual favor.- Rejection or |
| itself. Most of this type of recreation | | | | refusal to submit sexual favor is used as a |
| takes place among members of upper management | | | | basis for an employment decision.- Such |
| and a high percentage of it is illicit. In | | | | conduct has the purpose or effect to |
| other words, one or both of the participants | | | | interfere with an individuals work |
| are married and not to each other. | | | | performance or creates a hostile, |
| | | | intimidating environment.There are actually |
| This is a situation that exists in many | | | | two kinds of sexual harassment:1. Quid Pro |
| corporations, it's rarely reported, often | | | | Quo:Where employment decisions or |
| ignored and in spite of the participants | | | | expectations are based on an employees |
| attempts at secrecy, it is often a well | | | | willingness to grant or deny sexual favors. |
| traveled rumor, if not a fact.In their | | | | (hiring decisions, shift schedules, salary |
| January 2003 issue, Stuff Magazine reported | | | | increases etc.) |
| on a survey done with 3000 participants | | | | |
| revealing what goes on within the office | | | | Example:- Sexual favors demanded in exchange |
| walls."THEY'VE TURNED BOARDROOMS INTO | | | | for promotion- Terminating a subordinate |
| BEDROOMS, GIVING A WHOLE NEW SPIN ON | | | | because they ended a relationship- Changing |
| SPREADSHEETS."Before going on I should | | | | job performance expectations after |
| preface my remarks by admitting that I am | | | | subordinate refuses sexual |
| definitely a card carrying member of the | | | | advances.2. Hostile Environment:Where verbal |
| "Baby Boomers". Being more honest I have to | | | | or nonverbal behavior in the workplace |
| admit that during the early years of my | | | | Focuses on sexuality of a person, Is |
| career, the 70's, I undoubtedly could have | | | | unwanted, Is severe or pervasive enough to |
| been classified as a male chauvinistic pig. I | | | | affect the persons work |
| could have qualified as poster child for the | | | | environment.Example:- Off color jokes or |
| official "Male Chauvinistic Pig" movement. | | | | teasing- Comments about body parts or sex |
| However, experience has taught me a very | | | | life- Suggestive pictures or calendars or |
| important lesson regarding leadership and | | | | cartoons- Suggestive e-mails or forwarded |
| it's personal relationship with employeesI | | | | jokes and pictures.- Leering or |
| now have a much greater appreciation for the | | | | staring- Repeated requests for dates after |
| abilities, the intelligence, and the value of | | | | being told no- Excessive attention in the |
| female employees. Today, I firmly believe | | | | form of love letters, telephone calls or |
| women in the workplace are the most under | | | | gifts- Touching-brushing against, pats, hugs, |
| utilized asset this country has. We have | | | | shoulder rubs or pinches- Assault or rapeThe |
| made a lot of progress in the last two | | | | basis or foundation to sexual harassment is |
| decades but we have a long way to go."STUFF" | | | | defined as being unwelcome, unwanted or |
| magazine survey of 3000 participants revealed | | | | unsolicited conduct that is imposed on a |
| that 51% confessed to office affairs. Out of | | | | person who regards such conduct as offensive. |
| them, 71% slept with one to three partners | | | | That is sexual harassment. When a person |
| other than their spouse or significant other. | | | | communicates that the conduct is unwelcome |
| Sixty percent admitted to actually having | | | | then it becomes illegal to repeat it. This is |
| sex in the office with the following | | | | true even if the conduct is disguised as |
| locations noted.- Bathroom | | | | innuendos or subtle inferences, it is |
| ..................... 24%- Reception Area | | | | unlawful.Sexual harassment is not an |
| ............... 6%- Conference Table | | | | expression of sexual desire. It is plainly an |
| ............22%- Boss's Desk | | | | inappropriate use of power. Subtle |
| ..................20%- Photo Copier | | | | infringements are the most common and the |
| .................. 6%- Parking | | | | most difficult to detect and prove. Yet, they |
| Lot.....................15%Other magazines | | | | are equally damaging and just as illegal as |
| have reported varying degrees of the same | | | | an open forward sexual advance.Sexual |
| survey. One well read woman's magazine | | | | harassment that occurs during the corporate |
| reported 53% of the males surveyed admitted | | | | mating process is a form of indirect |
| to extra marital affairs while 23% of the | | | | harassment. If an equally qualified person is |
| women surveyed admitted the same. The office | | | | passed over for promotion because the boss is |
| is the most likely place to meet someone | | | | sleeping with the person he promotes then |
| since you spend more than 50% of your waking | | | | that person has been illegally discriminated |
| hours there. That statistic is mind | | | | against due to indirect sexual harassment. |
| boggling. It would suggest that the next | | | | This situation occurs quite frequently but is |
| time you attend a business meeting and look | | | | rarely reported. Unchecked sexual harassment |
| around the room, chances are that more than | | | | can also have other subtle consequences. |
| half but less than 75% of the mixed crowd is | | | | People witnessing the harassment may feel the |
| having or has had an extra marital | | | | same loss or damage. Harassment that is |
| affair...This sounds like a chauvinistic | | | | ignored or denied can cause overall morale to |
| sexist commentary. It probably is although | | | | deteriorate. Productivity will suffer and |
| it's not meant to be. The comments and | | | | expose the organization to potential |
| actual quotes are not meant to give the | | | | litigation.EEOC GuidelinesThe Federal Equal |
| impression that all women in the work force | | | | Employment Opportunities Commission has |
| are having sex with their co-workers or | | | | issued guidelines on sexual harassment under |
| bosses. It is not meant to imply that most | | | | Title VII of the 1964 Civil Rights Act. The |
| women are under the influence of the | | | | guidelines, Section 1604.11 (29 cfr Article |
| "Cleopatra Inheritance" and use their | | | | XIV, part 1604) are listed below. |
| Feminine Qualities like the individual in the | | | | |
| following quote."I KNOW HOW TO USE ALL MY | | | | Section A:Harassment on the basis of sex is |
| ASSETS," SHE REPLIED AS SHE PLACED HER HANDS | | | | a violation of sc. 703 of Title VII. |
| STRATEGICALLY ON HER CHEST.Let me state that | | | | Unwelcome sexual advances, requests for |
| it is an uncontested fact that the majority | | | | sexual favors, and other verbal or physical |
| of females work very hard in the office and | | | | conduct of a sexual nature constitutes sexual |
| are dedicated wives. They keep their nose to | | | | harassment(1) submission to such conduct is |
| the grind stone and they too are also | | | | made either explicitly or implicitly a term |
| disgusted by the minority of women that use | | | | or condition of an individuals employment, |
| their sexual prowess to advance their | | | | (2) submission too or rejection of such |
| careers."Cleopatra Inheritance"The "Cleopatra | | | | conduct by an individual is used as the basis |
| Inheritance" is a force so powerful that it | | | | for employment decisions affecting such |
| can topple nations. Look at the publicity our | | | | individual, or (3) such conduct has the |
| former president Bill Clinton received | | | | purpose or effect of unreasonably interfering |
| regarding his relationships with a number of | | | | with an individuals work performance or |
| women. Not every woman is subject to be the | | | | creating an intimidating, hostile, or |
| recipient of this phenomenon. And not every | | | | offensive working environment.Section B:In |
| woman that does inherit this power recognize | | | | determining whether alleged conduct |
| it. Most of those that do recognize it don't | | | | constitutes sexual harassment, the Commission |
| abuse it. But there is a minority of women | | | | will look at the record as a whole and at the |
| that recognize this power they have over men | | | | totality of circumstances, such as the nature |
| at a very early age and begin using it. This | | | | of the sexual advances, and the context in |
| power can bring the strongest man to his | | | | which the alleged incidents occurred. The |
| knees, fill his eyes with tears and make him | | | | determination of the legality of a particular |
| do just about anything she wishes. There | | | | action will be made from the facts, on a case |
| are a few women who have perfected this | | | | by case basis.Section C:Applying general |
| power. They have it under control and use it | | | | Title VII principles, an employer, employment |
| to advance their careers.Women utilizing the | | | | agency joint apprenticeship committee or |
| "Cleopatra Inheritance" are very clever. | | | | labor organization (herein collectively |
| They are not the "Sexy Dumb Blondes" | | | | referred to as employer) is responsible for |
| characterized by the brunt of many of man's | | | | its acts and those of its agents and |
| chauvinistic jokes.Women who use their | | | | supervisory personnel with respect to sexual |
| inheritance to advance their careers focus | | | | harassment, regardless of whether the |
| clearly on their objectives. They are | | | | employer knew or should have known of their |
| blondes, brunettes, red heads and every other | | | | occurrence. The Commission will examine the |
| hair style imaginable. In other words, it has | | | | circumstance of the particular employment |
| nothing to do with their hair coloring. They | | | | relationship and the job functions performed |
| know what they want and they go after it. | | | | by the individual in determining whether an |
| Men are weak in their defense when faced with | | | | individual acts in either a supervisory or |
| this inheritance. Its power is overwhelming | | | | agency capacity.Section D:With respect to |
| and consuming. Fortunately, women who use | | | | conduct between fellow employees, an employer |
| this power are in the minority, a much | | | | is responsible for acts of sexual harassment |
| smaller number than their chauvinistic | | | | in the workplace where the employer, its |
| counterparts of the male population in the | | | | agents or supervisory personnel know or |
| work place."Two years prior to becoming CFO | | | | should have known of the conduct, unless it |
| she was a payroll clerk in the accounting | | | | can show that it took immediate and |
| department. She had no degree and a limited | | | | appropriate corrective action.Section E:An |
| knowledge of accounting. Today she is CFO of | | | | employer may also be responsible for the acts |
| a $500 million dollar company making a | | | | of non employees, with respect to sexual |
| six-figure income."The success of this | | | | harassment of employees in the workplace, if |
| individual can't be traced to her academic | | | | the employer knows or should have known of |
| credentials, she has none. It can't be | | | | the conduct and fails to take immediate and |
| traced to her experience, she was a payroll | | | | appropriate corrective action. In reviewing |
| clerk. But it can be traced to her personal | | | | these cases, the Commission will consider the |
| relationship with the president and her | | | | extent of the employers control and any other |
| knowledge, control and use of the "Cleopatra | | | | legal responsibility which the employer may |
| Inheritance" factor.Control is a very | | | | have with respect to the conduct of such non |
| critical factor. Love is generally not an | | | | employee.Section F:Prevention is the best |
| acceptable alternative. Love complicates | | | | tool for the elimination of sexual |
| things and is rarely involved in this career | | | | harassment. An employer should take all steps |
| enhancing experience. When the male does | | | | necessary to prevent sexual harassment from |
| fall victim to this process, falls in love | | | | occurring, such as affirmatively raising the |
| and may even want to leave his wife, the | | | | subject, expressing strong disapproval, |
| female panics. Love challenges her control of | | | | developing appropriate sanctions, informing |
| the situation. This is a typical response to | | | | employees of their right to raise and how to |
| the early warning signs from the victim that | | | | raise the issue of harassment under Title VII |
| thoughts of love have entered his psychic. | | | | and developing methods to sensitize all |
| | | | concerned.Section G:Other related practices, |
| Please forgive me if it sounds like I am | | | | where employment opportunities or benefits |
| trying to make the man the victim here. There | | | | are granted because of an individuals |
| are many more incidents where the male | | | | submission to the employers sexual advances |
| utilizes the power of his position to | | | | or requests for sexual favors, the employer |
| influence and intimidate the female to get | | | | may be held liable for unlawful sex |
| what he wants as well. That's called sexual | | | | discrimination against other persons who were |
| harassment which we will discuss in detail in | | | | qualified for but denied that employment |
| this article.The Internet provides a lot of | | | | opportunity or benefit.Handling |
| statistics and information regarding | | | | ComplaintsHandling complaints is not easy. |
| corporate recreational mating. Much of this | | | | Knowing what to say and what to do isn't |
| insight is provided by the victims who are | | | | taught in Management 101. Sexual harassment |
| generally hurt in the process, the other | | | | isn't your ordinary everyday problem. The |
| spouse.********** | | | | first thing you must do is listen intently. |
| | | | Assure them that you are taking them |
| "Two months ago I found out that my husband | | | | seriously because it is a serious matter. |
| had an affair with a secretary in his office. | | | | Express no opinion, just listen and take |
| She got pregnant and had my husband's child | | | | notes. Do not be biased. Encourage them to |
| who is now two years old. I can't forgive or | | | | give specific details. It is very important |
| forget this horrible thing. We have been | | | | that you ask them specifically how they |
| married twenty years. He knew from the | | | | reacted, communicated the fact that this |
| beginning that the child was his and he never | | | | action was unacceptable.The next step is to |
| told me. His girlfriend called me and told me | | | | interview the alleged offender. He or she has |
| all about it. I can't go on in this marriage | | | | the right to hear and respond to the |
| because I don't trust him."********** | | | | accusations. Be sure to conduct the |
| | | | interview in the same, straightforward, |
| "I'm twenty eight years old. My wife and I | | | | unbiased manner you did when you talked to |
| have been married for almost six years. We | | | | the person who filed the complaint. If no |
| are both Christians. We don't have children. | | | | resolution or conclusion is made and the |
| I came home from work one day to find a | | | | offender denies the behavior or has a |
| message that said, "I have to go away and | | | | variation of the story, you will need to go |
| think." I knew what was going on. It was the | | | | to the next step.Inform your corporate |
| guy from her work. She was having an affair. | | | | attorney and seek his advice. With your |
| I caught them in the parking lot at work | | | | attorney's approval, initiate an |
| kissing. She claimed it was a thank you kiss | | | | investigation and be prepared to monitor the |
| for a favor he had done. I knew that was | | | | workplace to ensure that the harassment |
| crap. I actually tried to be friends with | | | | stops. It's your responsibility to protect |
| him. Just before she left to be with him, we | | | | the person who filed the complaint. You may |
| all spent the weekend together boating. What | | | | want to take steps to keep the two parties |
| a fool I was. She's with him now."Casual | | | | involved apart temporarily by reassigning one |
| encounters that sprout into full blown office | | | | or the other until the matter is resolved.As |
| romances are not uncommon given the amount of | | | | you conduct the investigation, be as discreet |
| time we spend at work. Offices provide a safe | | | | as possible; only interview individuals who |
| haven and many of the necessary components | | | | may have relevant information. Enlist any |
| for a connection, even an illicit one. Many | | | | organization resources that may help or |
| employers fear that workplace romances cut | | | | support your investigation; review the |
| productivity, result in office jealousies and | | | | appropriate records before you actually |
| unnecessary distractions. But, what do you do | | | | interview any employees about the incident. |
| if it's the boss or other executive | | | | You may find valuable information to direct |
| management personnel involved in this type of | | | | the investigation, or even bring the |
| office affairs?There's not much you can do if | | | | investigation to a conclusion. The final |
| you want to remain employed. Executives that | | | | step in the investigative process is to |
| have affairs with married colleagues display | | | | interview anyone who may have information or |
| moronic behavior. It does affect their work | | | | insights on what took place.If you conduct a |
| and no matter how secretive they think they | | | | thorough investigation and still don't have |
| are, they will eventually be exposed. These | | | | enough facts to draw a conclusion, you may |
| executives become known as players, bottom | | | | find it appropriate to try bringing the two |
| feeders with no morals. It's a combination of | | | | parties together to determine what really |
| the power of the Cleopatra Inheritance | | | | happened. This option should only be |
| Syndrome and their own self indulgent egos | | | | arranged if both parties agree to meet. This |
| that controls these individuals. It may also | | | | type of meeting can be very delicate and |
| be their power and initiative alone taking | | | | should be approached with a great deal of |
| advantage of younger female employees that | | | | thought and planning.Once you have gathered |
| need their job desperately.Things that often | | | | and analyzed all the information and |
| occur without the knowledge of the | | | | concluded that the incident did, in fact, |
| participants include them becoming the brunt | | | | occur, consult your organization's policy, |
| of many office jokes and rumors. They may | | | | review the case with your legal council and |
| become cartoon characters and laughed at in | | | | take disciplinary action. Be prepared to |
| the lunch room. Their e-mails, cell phones | | | | fully explain the results of your |
| and other means of communication may one day | | | | investigation and the action that will be |
| prove to be there down fall no matter how | | | | taken. Explain to the harasser that he or |
| careful they think they have been. Sometimes | | | | she has the right to appeal the decision to a |
| conflicts become public."Are those reports | | | | higher level. Lead Wolf leaders recognize the |
| ready Jennifer?" "No, James, I was with you | | | | devastating effect that corporate |
| all night trying out most of the Kama Sutra | | | | recreational mating can have on the |
| positions."Public displays of bickering and | | | | performance of the business. More |
| arguments between these individuals | | | | importantly, they recognize the devastating |
| regardless of their rank in the hierarchy is | | | | effect it can have.Dr. Rick Johnson () is the |
| common place. This type of public arguing | | | | founder of CEO Strategist LLC. an experienced |
| heightens the sensitivity of everyone in the | | | | based firm specializing in leadership for |
| office to what may or may not be going on. It | | | | wholesale distribution. CEO Strategist LLC. |
| brings to the forefront inequities in the | | | | works in an advisory capacity with company |
| power structure. People resent the attention, | | | | executives in board representation, executive |
| the special treatment and the fact that she | | | | coaching, team coaching and education and |
| or he can get away with murder while everyone | | | | training to make the changes necessary to |
| else tows the line. Agreement between the two | | | | create or maintain competitive advantage. You |
| on any topic carries no validity. The | | | | can contact them by calling 352-750-0868, or |
| conclusion is that they are a couple so they | | | | visit for more information.Rick received an |
| have no reason not to agree. Security leaks | | | | MBA from Keller Graduate School in Chicago, |
| are the most risk to the company in these | | | | Illinois and a Bachelor's degree in |
| situations. It's amazing what everyone | | | | Operations Management from Capital |
| reveals beneath the sheets. There is no | | | | University, Columbus Ohio. Rick recently |
| confidentiality confinement in an illicit | | | | completed his dissertation on Strategic |
| relationship between boss and employee. That | | | | Leadership and received his Ph.D. He's also |
| brings us to the concluding topic for this | | | | a published book author with four titles to |
| article.SEXUAL HARRASSMENTWith all this | | | | his credit: "The Toolkit for Improved |
| office romance , corporate mating and illicit | | | | Business Performance in Distribution," the |
| relationships occurring, what constitutes | | | | NWFA & NAFCD "Roadmap", Lone Wolf-Lead |
| sexual harassment? Sexual harassment has | | | | Wolf-The Evolution of Sales" and a fiction |
| existed since business began. The difference | | | | novel "Shattered Innocence. |