Sexual Harassment in Pro Sports Essay

Sexual Harassment in Pro Sports Essay.

Situation Analysis:

• New York Knicks basketball team executive awarded over $11 million in punitive damages for sexual harassment suit

• Four – week trial

• The case exposed the organization and its managers unfavorable publicity

• Anucha Browne Sanders, the Knicks’ senior vice president of marketing and business operations accused the teams owner, the Garden, and its president, Isiah Thomas with sex discrimination and retaliation.

• Ms. Browne Sanders accused Mr. Thomas of verbally abusing and sexually harassing her over a 2-year period.

• The Garden fired her about a month after she complained to top management about the harassment.

• The Garden cited numerous explanations for the dismissal, saying she had failed to fulfill professional responsibilities.

• Mr. Thomas vigorously insisted he was innocent and thought the suit was for financial gain.

• Little corroboration from witnesses

• Little witnesses from the Garden regarding her performance not up to par

• Jury decided in favor of the plaintiff – Browne

• The Gardens said they look forward to appeals court

Case Questions:

1. Do you think Ms.

Browne Sanders had the basis for a sexual harassment suit? Why or why not?

No because there was limited facts presented. First, she stated that the sexual harassment went on for over two years. She should have documented the harassment and not wait so long to report it. I believe she was mad that the Garden failed to fulfill professional responsibilities to investigate. Based on her testimony and lack of witnesses, it seems that this was a retaliation of her getting fired.

2. From what you know of this case, do you think the jury arrived at the correct decision? If not, why not? If so why?

I don’t think the jury made the right decision. There was not any proof of sexual harassment. It was her word against his. If I was awarding 11 million dollars I would need proof that this happened, either by voice recording, more than a couple witnesses. This is a large organization and over the two years there should have been more co-worker witnesses.

3. Based on the few facts that you have, what steps if any could Garden management have taken to protect themselves from liability in this matter?

The Garden should have proper documentation regarding her job performance. Documentation could consist of written warnings, job evaluations, or simple documented discussions. Have a witness in the room to help documentation. If they really had a case, I believe that they could have had more reliable witnesses. I’m sure Ms. Browne worked with many people and vendors.

4. Aside from the appeal, what would you do now iI you were the Garden’s top management? Maybe put a positive press release about employees that are treated fairly at the organization. I would try and boost employee morale by providing them with a motivational speaker and knowledge in Equal Employment. I would review the human resource policy manual for up to date policies and procedures. Make sure there are proper employee complaint forms in place and steps to take on how to react and respond. Train the managers on Sexual Harassment and Ethics.

5. The allegations against the Madison Square Garden in this case raise ethical questions with regard to the employer’s actions. Explain whether you agree or disagree with this statement, and why.

I agree with this statement. How you fire an employee sends a powerful message to the rest of your staff. Did the employer try to improve the employee’s performance? Where is the documentation of her lacking performance? Did her supervisor set goals, establish measures, conduct review sessions and chart any progress? Clearly there was a lack of communication or it was retaliation.

Additional Comments

• If you have taken all the possible steps to help an employee improve their work performance, it may be time to fire them.

• Firing an employee could send a positive or negative message to the rest of your staff.

• Firing an employee is not illegal, but after they file a harassment complaint it looks fishy.

• Why didn’t the court look into her personnel file where there should be information on attendance records, performance evaluations, write ups if any, etc.

• There was no documentation why they fired her.

• Harassment charges should be filed as soon as possible after the incident

• There was no specific examples of harassment

Sexual Harassment in Pro Sports Essay

Sexual Harassment Essay

Sexual Harassment Essay.

Sexual harassment has been linked to decreased job satisfaction, and can lead to a loss of staff and expertise because of resignations to avoid harassment, or because of resignations or firings of alleged harassers. Every year, hundreds of millions of dollars are lost in productivity because of effects such as employee absenteeism to avoid harassment, and increased team conflict in environments where harassment is occurring. The increased team conflict also leads to problems with team cohesion and less success in meeting financial goals.

The knowledge that harassment is permitted can undermine ethical standards, and discipline in the organization. Prekel writes, “…staff lose respect for, and trust in, their seniors who indulge in, or turn a blind eye to, sexual harassment. ” If the problem is ignored, a company’s image can suffer amongst clients, employees, potential customers, and the general public. Health care costs can increase because of the health consequences of harassment, not to mention the legal costs if a victim files a lawsuit after complaints are ignored or mishandled.

Some of the effects a sexual harassment victim can experience: Decreased work performance as the victim must focus on dealing with the harassment and the surrounding dynamics and/or effects; psychological effects of harassment can also decrease work performance • Increased absenteeism to avoid harassment, or because of illness from the stress • Having to drop courses, or change academic plans; academic transcripts may be weakened because of decreased school performance • Retaliation from the harasser, or friends of the harasser, should the victim complain or file a grievance (retaliation can involve revenge along with more sexual harassment, and often involves stalking the complainant)

• Having one’s personal life offered up for public scrutiny –the victim becomes the “accused,” and their dress, lifestyle, and private life will often come under attack. (Note: this rarely occurs for the perpetrator. ) • Being objectified and humiliated by scrutiny and gossip • Becoming publicly sexualized Defamation of character and reputation • Loss of trust in environments similar to where the harassment occurred

• Loss of trust in the types of people that occupy similar positions as the harasser • upon relationships with significant others, sometimes resulting in divorce; extreme stress on peer relationships, or relationships with colleagues • Being ostracized from professional or academic circles • Having to relocate to another city, another job, • Loss of job and income • Loss of career • Weakening of support network: friends, and even family may distance themselves from the victim or abandon them altogether. Prevent sexual harassment by organization Company Policy

Companies that want to manage their risk prudently must act before a problem occurs. The EEOC encourages employers to “take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise, and how to raise, the issue of harassment under Title VII, and developing methods to sensitize all concerned. First, companies need a comprehensive, detailed written policy on sexual harassment. The CEO should issue the policy and make it a high priority of the company. Second, they need to distribute this policy to all workers, supervisors, and even some non-employees.

A basic policy should set forth the following: · an express commitment to eradicate and prevent sexual harassment; · a definition of sexual harassment including both quid pro quo and hostile work environment; · an explanation of penalties (including termination) the employer will impose for substantiated sexual harassment conduct; · a detailed outline of the grievance procedure employees should use; · additional resource or contact persons available for consultation; · an express commitment to keep all sexual harassment complaints and personnel actions confidential. To help employees grasp the nature of sexual harassment, companies may want to provide their workers with examples of behavior that they consider inappropriate. Professor Catherine MacKinnon advises companies to warn employees against posting suggestive photographs, telling sexual jokes or making innuendoes, or romancing subordinates.

She also suggests that workers be advised against referring to female employees as “girls,” assigning work according to an individual’s gender, or promoting employees based on gender. In addition, Professor MacKinnon says workers should be told to refrain from requesting sexual favors, from touching or flirting with unwilling or even willing subordinates, and from making similar unwelcome sexual advances to co-workers. Finally, she says that the company should prohibit everyone in the company from retaliating against a worker who files a sexual harassment complaint. Once a company develops a sexual harassment policy, it should circulate it widely. Companies should provide copies not only to newly hired employees, but also to current ones.

In addition, companies should post copies throughout office and break areas, issue periodic memos about the policy, and hold informal and formal departmental meetings to discuss the topic. In particular, companies need to train their supervisors to deal with sexual harassment. Even small businesses will find it useful to educate their workers through videos and seminars. Companies may also wish to seek help from an outside consultant. Procedure Despite prudent measures, companies will always face the possibility, if not the probability, that sexual harassment will occur. However, as the Supreme Court indicated in Meritor, an employer greatly improves its position by having grievance procedures that encourage employees to come forward with sexual harassment complaints. Lower courts have supported this view even more strongly.

With any grievance procedure, one element is paramount: A sexual harassment victim must not be required to address complaints to a supervisor who is involved in, condones, or ignores the harassment. Consequently, an effective grievance procedure should provide the complainant with alternative routes for reporting harassment. In setting up grievance procedures, a company may want to consider that women lodge the vast majority of sexual harassment complaints, and that the courts have found differences of perception to exist between men and women. As a result, an employer is better protected if a female employee is involved in assessing sexual harassment complaints.

That way, female victims may be more willing to come forward, thus enhancing an employer’s ability to take prompt and effective remedial action. As with any grievance procedure, of course, a company must maintain confidentiality, both for the sake of the victim and the accused. Enforcement Even the most comprehensive sexual harassment policies and procedures are bound to fail if a company does not enforce them quickly, consistently, and aggressively. To be effective, companies must take sexual harassment seriously. They need to make certain that personnel responsible for enforcement conduct prompt, thorough, and documented investigations of all complaints, even those that appear trivial. Employers should also keep tabs on their supervisors.

This can be accomplished by means of monthly meetings with higher management, unscheduled spot checks, or periodic sexual harassment training sessions. Depending on management style, some businesses may find it useful to survey subordinates about sexual harassment issues, as a way to gauge supervisors attitudes about the problem. Finally, companies may want to screen annual data on hiring, firing, promotions, and compensation packages for any pattern of overt gender discrimination that may also be occurring. Once a company has received notice of sexual harassment, its liability may be reduced or eliminated depending on how promptly and effectively it responds.

Prompt means precisely that: under no circumstance should a company delay an investigation of sexual harassment more than a few days. Notably egregious sexual misconduct should be handled immediately. Whatever the situation, a company should take action that is reasonably calculated to end the harassment. Such action must be directed toward the harasser, and may include verbal warnings, written warnings, job transfers, suspension of employment, and, if necessary, termination. In dealing with problems, companies must avoid any measures that penalize the individual who has lodged a sexual harassment complaint. This can occur, for example, when a company transfers the complainant to a less desirable position as a way to avoid interaction between the victim and the accused.

As the Seventh Circuit Court of Appeals has warned, A remedial measure that makes the victim of sexual harassment worse off is ineffective per se. A company should also be careful not to allow too much time to elapse before achieving a satisfactory resolution of the harassment. Once matters have been brought under control, a company should continue to monitor the situation to ensure compliance. Toward this end, follow-up interviews with all parties and witnesses are highly recommended. When claims of sexual harassment cannot be substantiated, an employer should still take the opportunity to reemphasize to employees that sexual harassment will not be tolerated.

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Sexual Harassment Essay

Sexual Harassment of Women in Belize Essay

Sexual Harassment of Women in Belize Essay.

“O land of the free…” are the first few words of our national anthem. Our national anthem proclaims us as being a country of freedom. This freedom however is sometimes taken too literal that citizens have chosen to express their freedom in a harmful manner. As a result of free will, sexual harassment has evolved from being a minor issue to epidemic. This increase is shown in figure 5, with the rate of six to eight being chosen by 9 participants. To get a better understanding if the participants knew what sexual harassment was or had a meaning that was different from that I had in mind they were asked what they considered sexual harassment.

From the twenty surveyed, eleven believed that sexual harassment was the unwanted touching of a person by another person. Six persons thought it was the unwanted touching, unwanted sexual contact and the passing of remarks by admirers. Remarks ranging from “psssst” to “sexy gyal” are thrown at women like a dart being thrown at a target.

Whether wanted or not that’s the price females must pay. Sexual harassment of women is not something you hear often. It is like filth that is despised and swept away without even a hesitation.

This silence that is accepted as the norm is a cycle that must be broken. Offenders should be severely punished and not considered as humane for depriving women of their self-worth. This proposal was not intended to negate or cast prejudice against men. Therefore to ensure that their voices were heard males were also partakers of the survey. With an 85% agreement that females were more vulnerable to sexual harassment, it justified that my thoughts were similar to that of those surveyed. The data collected was placed in figure 6 as a means of evidentiary support.

With the majority of participants approving my unbiased proposal it was only then right that light should be shun unto the matter. The only way for the filth to be seen as what it really was, was for me to know the answers to questions that would give me a head start on the matter. It was quite clear that the two main forms of sexual harassment of women were verbal and physical. Walking the streets of Belize I thought that there was a pest infestation for so many to be spraying their Shelltox. Surprisingly on further notice I realized it was the spraying of admiration and spit to supposedly free their thoughts.

Sexual harassment of women is not limited to the streets, but to the workplace, school and at times more than just one place, as seen in figure 3. Figure 3 shows us how the streets, where everyone is welcomed is the main place for sexual harassment. As stated by Kelly in the Amandala newspaper, “A 29-year-old vendor of Belize City has made various types of comments to women whom he admires, which range from the polite good morning, to the offensive “eh friend I wah get enna da pants. ” This just goes to show that courtesy and the ways of a gentleman are no longer of value on the streets.

Verbal harassment is not only limited to those who are uneducated but to any one even the educated. Employers who admirer employees have found a way to get what they want. Instances arise when the employers bribe with a bonus or a raise in position at workplace or even fire the employee for not adhering to the sexual desires. The thought that is the basis of this issue is that if you want to get somewhere you must give up something and some times that something means a form of sexual act. They say actions speak louder than words. When it comes to sexual harassment actions causes more damage than words.

Street harassment is a lower level of sexual harassment when compare to that of physical sexual harassment. Several harassments suites have been filed against the employers and supervisors of Ready Call Center as stated by Mrs. Morgan in an interview concerning the violation of laws by this company. Being a part time past employee of this company, the experience of being offered a higher post if a one night stand is given is something that is real. The way it is most times is that if you are pretty and refuse to give it up, then you are signing a paper to lose your job eventually.

If you chose to accept these terms then the sexual contact begins. There are instances as well when people on the street try to touch you. I had an experience when crossing the Bel China Bridge with this young man trying to lick me. Of course I was thankful that his efforts were in vain and that it had not been a worse situation. For the most women are the ones to be victimized and from the data collected from the questionnaires, it seems that they are the primary targets based on their physique, behavior, attire and the places they are.

Sexual Harassment of Women in Belize Essay