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