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