The clearest form of harassment at work is when someone is threatened with loss of wages: kept from a promotion; subjected to discipline; or told that work will be made difficult if sexual favors or related conduct are not given.

The second kind of sexual harassment exists when a sexually hostile environment is fostered or allowed. This environment can be created when a supervisor, co-worker, or someone else, through comments, words or actions, creates an abusive work setting or acts in a certain manner because of the victim's gender.

This is true even if the acts or words are not sexual in nature. For example, a man is sexually harassing a woman when he sabotages her work because he believes women should not be performing certain kinds of jobs or because he does not want to work for a woman.

A hostile environment is created when any of the following are routine.

- crude jokes and language of an offensive nature;

- comments about physiognomy;

- physical conduct such as pinching, patting and touching;

- displaying sexually suggestive pictures;

- using demeaning or inappropriate terms;

- indecent gestures;

- sabotaging the work of another;

- granting job favors to those who participate in sexual activity;

Isolated or trivial comments do not create a hostile work environment. The fact that a man asks a woman for a date on two or three occasions is not sexual harassment. If he clearly shows favoritism to those who have dated him in the past and, the woman who rejects him gets the rotten assignments in the office, then he has created a sexually abusive work environment. He is also sexually harassing a woman if he continues to pursue her after she has made it clear she is not interested in him.

Because offensive conduct is determined by the victim and an offensive environment is sometimes difficult to recognize, it is best to make sure that supervisors understand the nature of sexual harassment and to encourage employees to report offensive behavior so that the organization can take appropriate action to eliminate such behavior.

Supervisors and administrators should be trained to prevent harassment and create a fair work environment. The following are questions that can help determine whether or not behavior is potentially sexual harassment:

- Does the conduct lead to a situation where employees of one gender perform their job differently from those of another gender?

- Is the behavior or comment sexual in nature?

- Does the conduct make the environment unpleasant?

- Was the act carried out by a person with power over the possible victim?

- Does an employee have to tolerate certain conduct to keep his or her job?

- Does the conduct make good work performance by one gender more difficult?

If supervisors and others in positions of authority use these questions as tools and take action to eliminate potential problems, the organization will be reasonably protected from the creation of a sexually abusive environment.

The organization should set up a complaint procedure and make sure that employees know how to use it. Employers should make sure employees gain a basic understanding of what sexual harassment is, so that they can take steps to eliminate it. Employees should be encouraged to take action by any of the following methods:

- explain to the offending party that such behavior is not appreciated by stating specifically what is unacceptable and what is preferred;

- in the case of unwanted physical attention, immediately seek the assistance of a supervisor;

- seek out a supervisor and ask for assistance if behavior persists after the employee has explained which conduct is offensive;

Employees should also be encouraged not to do the following:

- handle a severe harassment problem alone;

- ignore offensive behavior until it becomes oppressive;

- participate with others in offensive conduct, such as vulgar language and sexual horseplay;

- flirt with persons who have acted in a sexually abusive manner

- wear sexually provocative clothing and use sexual mannerisms

Fair treatment of employees leads to an effective and productive work environment. With the above in place, the employer will be better able to manage diversity, of which gender is a part.