ng sexual harassment in the workplace. As stated in Ellen J. Wagner’s Sexual Harassment in the workplace, a well-drafted, carefully thought-out policy on sexual harassment can be valued to an organization in at least three major ways. First, it is very useful as an employee relations tool, meaning the policy statement clearly indicates the employer’s concern for the well-being of its employees at work, and its commitment to providing a work environment free of harassment or of inappropriate behavior and language that may make employees uncomfortable. Second, the statement could be used as basic education for both managers and employees on the subject of sexual harassment and can provide clear guidelines for workplace behavior by defining sexual harassment. This also could significantly reduce the chances of harassment occurring, especially inadvertently. Third, the policy could be used as a way of minimizing legal liability to the organization in hostile-environment sexual harassment cases. Not only is this kind of policy statement evidence of an organization’s good-faith effort to provide a work environment free of harassment but, it provides a major offensive weapon in employer efforts to demonstrate that all reasonable steps were taken and that they were effective(Wagner 109-110). Also, supervisor and employee training on the issue of sexual harassment is a step that is taken by many companies in attempt to prevent sexual harassment from happening in their company. These training workshops include the definition of sexual harassment from both legal and practical viewpoints, the types of sexual harassment, the implications for employer and personal liability, and what each person is expected to do in his or her own area to prevent sexual harassment from occurring, whether in terms of personal behavior, co-worker relationships, or visitor conduct(123). Also, some theories are in the making in attempt to prev...
