Part One

            Actions that perpetrate sexual harassment are in contradiction with Article VII of the Civil Rights Act of 1964 and therefore should not be condoned in a working environment. Sexual harassment at a workplace involves an employee or employer making continuous, unwelcome sexual gestures and like asking for sexual favors. Furthermore, it also entails verbal conduct in a sexual manner against the wishes of another employee. In most cases, sexual harassment involves an employee of a higher position and another employee of lower stature. Consequently, a considerable number of cases of sexual harassment are not reported to the Human Resource Department. Moreover, some companies lack a firm policy that covers the issue of sexual harassment sufficiently.

For companies to successfully address sexual harassment, they need to adopt an approach of Kantianism. In this line of action, employees will be required to report acts of sexual misconduct as a duty and therefore allow for the smooth execution of policy. Moreover, the company’s policy on sexual harassment should indicate that immediate investigation on matters involving sexual misconduct is carried out. If the accused are found guilty, the system should detail severe punishment for the perpetrator involved. However, judgment should not be rushed since an accused person may be innocent. Additionally, the company’s non-fraternizing policy should be considerate to the fact that people can meet at work and have a relationship. Nevertheless, dating a superior colleague who an employee is reporting to should be discouraged. Finally, all the employers and employees should be trained sufficiently on the company’s sexual harassment policy.

Part Two

            After discussions with other group members, it has emerged that sexual harassment at work is something prevalent in the current society. Moreover, some companies continue to exist without a firm policy on sexual harassment. Therefore, victims have continued to suffer in silence without getting any justice. It was agreed by consensus that any form of sexual harassment should not be tolerated. Moreover, in the discussions, the role of management became more explicit in the implementation process of any policy against sexual misconduct. Therefore, before putting people in positions of authority, their character has to be adequately vetted to reduce chances of tolerance of sexual harassment.

In addition to the company’s policy, the discussions brought to attention the need for tougher laws to punish companies’ with ‘weak’ sexual harassment policies. The enforcement of such laws would put more pressure on the management of various companies to act against sexual misconduct. Moreover, in addition to the punishment of the companies, perpetrators of sexual harassment have to face harsher consequences for their actions in a court of law. Consequently, the government has to step in and join the fight against sexual harassment.

Finally, it was agreed that sexual misconduct could occur to both men and women. However, men have a significant history of sexually assaulting women at work. Nonetheless, this does not exempt them from being victims. Moreover, it was concluded that sexual harassment could involve individuals of the same gender. Therefore, it is vital that the authorities are investigating a sexual harassment complaint to be unbiased in their work. Regarding reducing the number of sexual harassment claims, it was agreed upon that the adequate education of employees on the sexual harassment policy and severe punishment to the perpetrators would aid significantly.

 
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