X. B. ZHANG, Z. W. ZHANG
Table 2.
Encountered which form of sexual harassment.
Option No. of person percentage
Verbal or attitu d e 54 54%
Physical behavior 20 20%
Exchange condition 8 8%
None 18 18%
Table 3.
How to deal with sexual harassment.
Countermeasures No. of person Percentage
Hit back harasser on the spot 4 4%
Curse harasse r on the spot 2 2%
Complain to family membe rs or friends18 18%
Require the competent unit process 27 27%
Report to the police 25 25%
Turn to private organization for h elp 13 13%
Tolerance 1 1%
Regard as noting 2 2%
Other 8 8%
the workers, followed is to achieve the specific labor rights of
workers. So companies in labor relations, bear an important
responsibility to protect basic human rights of workers. Sexual
harassment in enterprise workplace is against the sex right of
the workers, will cause the victims’ inner resentment and fear,
resulting in the exclusion of sexual object, the rights of victims
have been infringed seriously. Therefore, enterprises should
establish appropriate rules and regulations to protect workers’
basic rights, and create a harmonious, good working environ-
ment.
First, establish the related content of prevention sexual har-
assment in labor contracts. Employers are obligated to provide
a fair, safe, no harm good working environment and working
condition for workers. Second, establish disciplinary rules pro-
hibiting sexual harassment, make clear the appropriate penalties
of sexual harassment, and increase the punishment for sexual
harassment. Third, determine there are employees to investigate
and solve sexual harassment complaints in the specialized
agencies. Workers suffering sexual harassment, can complain
to the special department, and can require the perpetrator to
apologize, in serious cases may require compensation. Disci-
plined services departments should identify the truth of the
matter, and properly solve disputes between employees. On
sexual harassment disputes between employees can not be
solved on internal, victims should be informed to apply to de-
partments concerned, and should support the victims to protect
their legitimate rights and interests.
Enterprises Should Strengthen the Transparency of the
Workplace
Whether sexual harassment in the workplace, or sexual har-
assment in public places, the perpetrator generally does not
want people to know, such behavior has a certain degree of
secrecy. Therefore, to reduce sexual harassment in the work-
place, the transparency of the work environment should be
strengthened. Business do not set too privacy space in the office
environment, try to take collective office or cubicle-like office
design, if they really need a separate office environment, can
take a transparent glass design, not to create the objective con-
ditions for sexual harassment. Try to avoid scheduling a man
and a woman in a separate office. When employees who have
been harassed required to exchange office or required addi-
tional staff in a separate place, the enterprise should give con-
siderable attention, do not say “no evidence” or “later” to dodge.
Qualified enterprises, under the premise of non-infringement
the privacy of workers, can also install monitoring equipment in
the workplace, which will play a role to avoid sexual harass-
ment.
Sexual harassment prevention education should be carried
out to staff. Companies should regularly or irregularly educate
and train staff by a variety of ways to prevent sexual harass-
ment, such as issuing manuals or posters, holding seminars, and
incorporating film, video and other information.
Establish the sexual harassment prevention agencies. The
agency’s duties include deal with staff grievances responsibility
and fairly; assess the effectiveness of sexual harassment policy
and implementation process; supervise employees behavior in
the workplace; pay close attention to the country legislation on
sexual harassment, adore new measures or recommendations
other organizations used in the prevention and treatment of
sexual harassment and collect sexual harassment cases within
and outside of organizations; improve continuously the preven-
tion mechanism of sexual harassment within the organization.
The Enterprise Should Establish the Equal Organizational
Culture
As long as there is inequality in society, anyone can become
the object of sexual harassment from the subject of sexual har-
assment, or vice versa. Therefore, to eradicate sexual harass-
ment, the key lies in creating an organizational culture with
peace and equality, to promote respect and the values of equal-
ity in the organization, in order to create a gender equality and
mutual respect working environment.
Countermeasures and Management Suggestions on
Employees Preventing and Solving Sexual
Harassment in the Workplace
For the workplace sexual harassment frequently occurs, en-
terprise employees should enhance self-protection, avoid be-
coming victims of sexual harassment. Firstly, we should pay
attention to our dress and behavior in the workplace. Dress in
the workplace should meet the needs of work and avoid wear-
ing too revealing clothes. Behavior in the workplace should be
generous, gestures should be consistent with our status, do not
play some excessive jokes with others, to avoid too frivolous
and impulsive behavior. Secondly, avoid to work overtime
alone with the opposite sex boss or people with sexual harass-
ment tendencies. Thirdly, sexual harassment occurring in his
body should be severely prevented. The harassment of people is
generally tentative for the first time, if the victims fear or com-
promise sexual harassment based on come consideration, it
would encourage the arrogance of the perpetrators of sexual
harassment, make themselves more and more disadvantageous
position, the result will be gradually increased harassment, is
Copyright © 2012 SciRes. 291