Sexual Harassment Awareness and Prevention

IN-0021
Sexual Harassment Awareness and
Prevention

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© 2013 Inmar, Inc. All Rights Reserved.
Inmar does not tolerate discrimination or harassment of any kind
by anyone, including any manager, coworker, client, vendor or
visitor.
Harassment
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Sexual Harassment
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Sexual Harassment is unwanted sexual
attention that harms the victim and often
the general morale of the victim’s
workplace.
Any comment or action that makes a
person feel uncomfortable and
threatened could be harassment.

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Sexual Harassment
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Sexual harassment may involve the
following circumstances:
You feel your job depends on going along with
the unwelcome behavior
You feel your employment benefits (pay,
vacation, promotion) depend on you going along
with the unwelcome behavior
The harassment creates an environment in
which you cannot do your job effectively

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A Few Things to Keep in Mind…
• A consensual relationship can develop into a claim of sexual
harassment if one of the parties or any associate becomes
angry, jealous, or hostile.
• The victim does not have to be of the opposite gender.
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Types of Sexual Harassment
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There are two types of
sexual harassment
Quid pro quo
Hostile
work environment

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Can be perpetrated by anyone in the work environment including a
peer, supervisor, subordinate, vendor, customer or contractor.
Hostile Work Environment
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Occurs where harassment creates an offensive and unpleasant
work environment
.
Can be perpetrated by anyone in the work
environment including a peer, supervisor,
subordinate, vendor, customer or contractor.

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Hostile Work Environment
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May consist of verbiage of a sexual nature, unwelcome sexual
materials or even unwelcome physical contact as a regular part of
the work environment. Other examples might include
texts, emails, cartoons or posters of a sexual nature, lewd
comments or jokes, or unwanted touching or fondling.

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Quid Pro Quo
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Expressed or implied demands
for sexual favors in exchange for
a benefit or favorable treatment
(a promotion, pay increase,
additional or reduced job
responsibilities, etc.) or to avoid
unfavorable treatment
(termination, demotion, etc.) in
the workplace.
Can be perpetrated only by someone in a position of
power or authority over another (e.g., manager or
supervisor over a subordinate).

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You Decide – Could This Be Harassment
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Mark asked a coworker,
Melissa, out on a date. Could
this be harassment?
Dating is not harassment.
Harassment occurs when the
behavior is not welcome. As long as
the behavior is welcomed by Melissa
and Mark and they are behaving
professionally at work, there is no
problem.
Melissa says no but Mark asks her out again.
Could this be harassment? Mark is beginning to tread on thin ice but
probably not a problem YET.

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Because Mark is Melissa’s supervisor,
this is the perfect set-up for quid pro
quo harassment.
What if Mark is Melissa’s supervisor? She keeps
saying no but he is persistent and asks her out
again. Could be this harassment?

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It sounds like Tom is a nice guy and
doesn’t mean any harm. Just because
everyone smiles and no one complains
does not mean it’s okay. It is possible
that someone may be offended and see
this behavior as harassment.
Tom has been working in your department
for a long time. He affectionately calls the
women in the department his “girls” and will
occasionally give one of them a hug.
Everyone seems okay with this and smiles
while Tom is around. Could this be
harassment?

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Ed is a client who is very friendly with some of the
women in the department. Sometimes he goes a
little far with his comments. Melissa gets upset
and a little agitated after an encounter with him.
Ed is a client. This couldn’t be harassment, could
it?
Just because Ed is a client does not mean
that he can get away with harassing
behavior. Inmar’s policy protects against
harassment by anyone, including clients.

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Susie has a great sense of humor and sometimes tells
off color jokes in the department. Everyone laughs and
seems to enjoy her humor.
This could result in hostile work environment sexual harassment.
If there is a possibility that someone may be offended, it is best
to refrain from telling off color jokes or engaging in other
behaviors that could be considered offensive.

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Associate Responsibilities for Harassment Prevention
• Think before you speak
• Avoid physical contact at work
• Speak up
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Associate Responsibilities for Harassment Prevention
• Think before you speak
– You may mean no harm, but may say something that offends another
person. It’s all about perception!
– If you have any doubt about the appropriateness of what you want to
say, don’t say it.
• Avoid physical contact at work.
– Avoid touching, grabbing, hugging, holding or other physical contact.
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Speak Up
• If you are confronted with unwanted or
offensive sexual attention, you have two
obligations:
– Voice objections
– If the behavior continues, make a formal
complaint
• Before you file a formal complaint, it’s
always best to address the situation with
the harasser if you are comfortable doing
so.
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Voice an Objection
In bringing the behavior to the attention of the other person,
the message should have three parts:
1. Identify the behavior
2. Tell the person how that behavior makes you feel and why
3. Ask for the behavior to stop
Example:
I find the things you send me via e-mail offensive. I know
you’re not trying to offend me, but it does. From now on, it
would be much appreciated if you would leave me off your
forwarding list for that stuff. Thanks for your help with this.
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Making a Formal Complaint
• If you don’t feel comfortable going to the other person and/or
want to make a formal complaint, you can:
– Discuss your concerns with your immediate supervisor or any member
of management
– Discuss your concerns with the Great Teams! Department
– Contact the Associate Hotline at 1-866-489-3019 or
www.inmar.ethicspoint.com
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Conducting an Investigation
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Any reported allegations will be investigated thoroughly, discretely and promptly.
Inmar will not tolerate any retaliation or reprisal against anyone who
has complained about discrimination or harassment or cooperated in
an investigation or complaint.

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Anti-Discrimination and Harassment Policy
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Available in our Associate Handbook

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For Questions or Additional Information
• Contact Great Teams!
– Cindy Keating – extension 2929
– Leslie Speas – extension 2818
Thanks for your participation!
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Sexual Harassment Awareness and Prevention

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