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