Work and Law

5. Conclusion……………………………………………………………......5
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Sexual harassment today is appreciable one of susceptible harassment of all discrimination and it is very rough breach of human rights. Referencing The Equality Authority, press publications and law cases we can see that in most occasions victims of sexual harassment is females. Males is still abusive regarding their social status in organizational charts, financial conditions etc. However this is constantly changing and can be vice versa.
Sexual harassment has influence and damaging impact on victim’s health, mental condition, life quality and social life.
The definition of the phrase “sexual harassment” can be broad and controversial, depending on each individual’s opinion of what sexual harassment is. The Employment Equality Act 1998 defines sexual harassment as any act of physical intimacy, request for sexual favors and any other act or conduct including spoken words, gestures or the production, display or circulation of written words, pictures or other material that is unwelcome and could reasonably be regarded as sexual offensive, humiliating or intimidating.
While typical sexual harassment behavior usually includes unwanted touching of a co-workers private parts, lewd comments, sexual jokes, etc. Although not always meant to, such comments may sound rude or amount to sexual harassment, depending on context.
Probably the best definition of sexual harassment, in author’s opinion, is sexual behavior which the person doing it reasonably should have known was unwanted or likely to be unwanted and distressing. Also sexual harassment is behavior which the person doing it failed to stop after it become clear that the person on the receiving end did not like it.
Most likely sexual abusive person is male working in environment where he has responsibilities to give orders to others employees (management staff) or fellow workers abusing their female colleges. This is not always the case and sexual harassment can be received from clients, customers, suppliers....

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