Assessment 3: Individual Written Essay Sample

Subject Name : Arts & Humanities

Introduction

Sexual exploitation is regarded as the definite or tried abuse of somebody's position of susceptibility (like the individual depending on somebody else for food rations, books, survival, income or other amenities), differential trust or power, to acquire sensual favours, including but not just, by providing cash or other economic, social or political benefits. It comprises trafficking and prostitution (Franchino-Olsen, 2021). Sexual abuse denotes the threatened or concrete physical interruption of sensual nature, whether by force or under forcible conditions. It consists of sexual slavery, child abuse, pornography and sexual assault. Sexual harassment is bullying, bullying or coercion of erotic nature or the unsuitable promise of rewards in exchange for sexual benefits (Oberoi, 2019). It is illegal and includes a wide array of behaviours from apparently mild wrongdoings and irritations towards actual sensual assault. The main purpose of the essay is to analyze the strategies that the worker can use to raise the safety of the person who is at risk of sexual exploitation and abuse.

Sexual Exploitation and its Impacts

Everybody has the right to a workshop that is harmless and free from sexual harassment. Future workers, present workers and individuals performing a business or are self-employed are safeguarded from sexual harassment connected to work. It is considered an unwelcome sexual request or advance for sexual favours to the individual who is harassed (Gruber-Risak et al., 2022).

The instances of sexual exploitation may include –

Inadequate physical contact like unwelcome touching
Leering or staring
A suggestive joke or comment
An unwelcome invitation to go out on dates
a request for sex
unnecessary enquiring regarding the private life or body of the person
insult or insult of sexual nature
sexually unambiguous text message or email.

Behaviour that is not sexual assault may still be regarded as discrimination or bullying in the workplace. It could also breach anti-discrimination or work safety and health laws (Acquadro Moran et al., 2022). Bullying takes place at work when any individual or group of individuals recurrently behave irrationally towards another worker or group of employees. Also, when the behaviour produces a risk to safety and health.

Sexual harassment is distinct from discrimination. Both are restricted under the array of anti-discrimination laws. The Fair Work Act restricts an employer from undertaking adverse action like demoting or firing somebody against the employee for discriminatory reasons (Pittard, 2022). It may include because their –

intersex status
sex
gender identity
religion
race
need to breastfeed

Sexual exploitation is a form of discrimination that comprises 3 main forms of harassing behaviour –

Gender harassment – this includes verbal and non-verbal behaviour that conveys objectification, resentment, elimination or second-class status regarding memberships of one gender
Unwelcome sexual attention – It is concerned with unwelcome physical or verbal sexual advances that may include assault

sexual coercion – It is when favourable specialized treatment is habituated on sexual action.

Protection from Sexual Harassment in the Workplace

Under Fair Work Act, the company or the person might be liable for sexual exploitation committed by the agent or person in connection with work, including if they were engaged in the contravention of the employer (Andrias & Hertel-Fernandez, 2021). This applies until and unless the individual or the corporation can prove that they undertook all the probable steps to prevent sexual harassment. These are also protections from sexual harassment under other laws in Australia.

Protections under the Fair Work Act

These laws safeguard specific workers in Australia including future workers. They also safeguard people from carrying out business or undertaking –

The worker includes -

A contractor or subcontractor
An employee
A small business owner who works in business
An outworker
An intern
A work experience student
A volunteer
An apprentice or trainee

Managing Sexual Harassment

The worker can help in preventing sexual exploitation by –

making a safe physical and online working culture
offering instruction, information, support and training regarding the significance of stopping and addressing sexual exploitation in the workplace
Addressing offensive or unwanted behaviour early
Inspiring reporting of sensual exploitation and having a competent complaints process.

Sexual exploitation in workplace undermines the professional and educational attainment and physical and mental well-being. Negative outcomes are evident widely across lines of the sector, race, occupation, social class and ethnicity and even when a person does not label their experiences as sexual harassment (Allard et al., 2020). When any person experiences sexual assault at the workplace, the professional consequences include a decrease in job satisfaction, withdrawal from the company, reduction in corporate commitment, rise in job stress and reduction in performance and productivity. Moreover, this impact their life outside work like their family relationship and romantic relationships. Some of the mental and health impacts may occur in somebody who has been sexually exploited: anxiety, depression, panic attacks, sleeplessness, nightmares, guilt and shame, headaches, stomach issues, alcoholism, fatigue, feeling angry or violent towards the perpetrator, loss of self-esteem, increased blood pressure, traumatic stress, suicidal thoughts, etc.

In addition, individual victims of sexual exploitation might be pressurized to transfer, change their department and face psychological and physical discomfort. As a whole, sexual harassment creates an unproductive and hostile professional progressive atmosphere (Gilbert et al., 2023). Sexual exploitation not just harms one's well-being, but also one's funds. It may have a negative impact on work performance and the career path of a person. They may experience long-term employment impacts like loss of work recommendations or losing credibility in their industry. This ultimately impacts the livelihood of their families.

Strategies and Approaches That Can Be Used by a Worker to Save Someone from Sexual Exploitation and Abuse

Learn as Much Information as One Can About Sexual and Physical Abuse

Learn who is most probable to commit crimes of abuse why anybody abuses workers, etc. Look out for preventive information regarding individual sexual abuse.

Listen and Talk with the Person

Communication is a most significant principle in upholding a person's safe from sexual exploitation. Form a climate at the workplace where workers are not scared to share any information regarding things they might be embarrassed or afraid about (Guzik, 2020). Be ready to share what one knows about sexual exploitation and how to stop it with the workers.

Make It Clear That Sexual Exploitation Prevention Is a Corporation's Priority

The #MeToo drive and the numerous sexual exploitation cases have arrived to ling in current years. As a consequence, there is rising awareness and the requirement to be proactive in the workplace. The worker must undertake steps to inform and educate staff regarding such sorts of behaviours that will not be endured in the office (Farooq et al., 2021). Companies must review their harassment policies on regular basis. Moreover, they must interact regarding these principles and policies they depict on a frequent basis – not just at the time of annual or onboarding training series, but during the year in workforce and smaller team assemblies, in core corporate communications and many more. But not all interactions are made equivalent. To assist sexual exploitation prevention at work, study shows communications must not be aggressive in tone, instead, they must consist of stronger, equivocal declarations that prevention of sexual exploitation is the topmost urgency for the corporation and that any workers who violate the guidelines against it will be detained answerable, irrespective of their designation in the corporation (Presser, 2022). Finally, in order to be operative, it is grave that such communication from leaders throughout the corporation, preferably top directors and not just from HR. In case, the corporation leadership authentically and regularly interconnects that sexual harassment deterrence training is not a higher priority and will not be taken extremely, employees and managers will follow lawsuit.

Ensure That Management and Employees Understand What Sexual Exploitation Is

It might appear that it must be clear what sexual exploitation at work is, but individuals are required to undertake steps to make sure that the workforce understands precisely the forms of behaviours and actions that are inadequate. It is not just regarding egregious pieces of inadequate bodily contact. Sexual exploitation entails a broad range of actions and behaviours that are undesirable and objectionable including creating inadequate sexual commentaries, depicting or watching inadequate content, etc. (Nutbeam & Mereish, 2022). In case, employees observe that such actions are non-acceptable, it is simpler for them to comprehend how to avoid sexual exploitation claims in future.

Keep Sexual Exploitation Deterrence Training Positive

Personnel do not reply well to implications or outright declarations – that they are committing something wrong, that they cannot be relied or that they are presumed to be embarrassed of involving in evil behaviours. Prevention study indicates that undertaking a optimistic approach is a healthier path to get the communication across and involve personnel in helping to lead and cherish desired environment (Cui, 2021).

Make Perceptive Pre-Emptive Moves

Sexual harassers critically act just in particular circumstances where they feel contented doing so, and the worker can use information of their propensities to save off possible events before they occur (Honkatukia et al., 2022). If the colleague is unaccompanied in the room with an administrator known to be a repetitive harasser, for example, one can arrive up with the motive to arrive the room oneself. And in case, the workers are in a comparatively powerful position at the corporation that is not undertaking deed against known harassers, one can organize for them to be moved to assignments where they would not have admittance to new goals. While this is not a systematic or perpetual solution, it is one stage a person in influence can take when the structure fails.

Fight to preserve the reporters' safe

Most corporations have regulations that prohibit sexual exploitation, but many do not adequately defend those who report exploitation they have observed – and that can be a main problem. Once the whistleblowing procedure gets underway, witnesses require to sense free to report the without fearing retaliation. In case the company does not have robust rules in its position to safeguard reporters, approach the division head or executive to consult the issue (Vandekerchove, 2022). One could suggest adjusting the code of conduct to spell clear penalties for retaliation or forming a formal grievance scheme for reporters to make use of if they experience blowback.

Line up associates and practice them wisely

The plot of silence that nurtures up around sensual exploitation often composites its negative power. Conversely, a few daring voices elevated in unison can limit harassment in theatrical ways (Hodge, 2021). When the core cluster of observers and victims took the danger of speaking up regarding what the person was up to, masses joined them in accusing his actions and kicked out of the corporation he had assisted found.

In a similar way, when one coordinates his exertions with those of like-minded people – approaching the boss as the cluster with exploitation concerns, for instance, or discussing with experienced activists to figure out the subsequent pertinent steps to undertake – the positive impact got multiplied.

Overall, accountability and transparency are vital components of operative sexual exploitation policies. Systems wherein the proscriptions against unacceptable behaviours are clear and that hold the associates of the community as answerable for fulfilling the cultural and behavioural expectations set by leadership have lesser rates of exploitation (Harris & Terry, 2019). The wide range of progressive disciplinary consequences like counselling, changing in work errands, deduction in pay and discharge, etc. that agrees to the harshness and frequency of misbehavior has the capacity of correcting behaviour prior to it escalating and without substantially disturbing the whole organization (Brinkmeier, 2022). A strategy for enhancing transparency and depicting that the company undertakes sexual exploitation extremely is to motivate inner review of policies, interventions and procedures for addressing sensual abuse cases and to have collaborating dialogues with associates of higher management across ways to enhance the climate and culture and change behaviour.

Conclusion

It can be concluded that preventing and addressing the sexual exploitation of a person in the company is a substantial issue. The systemwide change to the climate and culture in the organization can prevent the pattern of harassing behaviour from influencing the next generation of people entering the corporate field. Changing the present climate and culture needs addressing all types of sexual exploitation, not just the most serious cases, stirring beyond lawful compliance, supporting the marks when they arrive forward, enhancing transparency and answerability, dispersing the power pattern between trainees and supervisors and revising the corporation's structures and systems to value multiplicity, respect and inclusion. Leaders at each level within the organization are required to initiate such changes and to maintain and establish the norms and culture. However, to accomplish success in leading such changes, all affiliates of the company are required to accept responsibility for encouraging a respectful and civil environment. It is everybody’s duty to prevent sexual abuse and exploitation.

References

Acquadro Maran, D., Varetto, A., & Civilotti, C. (2022). Sexual harassment in the workplace: consequences and perceived self-efficacy in women and men witnesses and non-witnesses. Behavioral Sciences, 12(9), 326.

Allard, D., Lieu, A., & Oliphant, T. (2020). Reading between the lines: An environmental scan of writing about third-party sexual harassment in the LIS literature and beyond. The library quarterly, 90(4), 412-430.

Andrias, K., & Hertel-Fernandez, A. (2021). Ending At-Will Employment: A Guide for Just Cause Reform.

Brinkmeier, F. H. (2022). Socialization Among Fraternity Men and Sexual Assault Prevention. Ohio University.

Cui, Y. (2021). The role of emotional intelligence in workplace transparency and open communication. Aggression and Violent Behavior, 101602.

Farooq, K., Yusliza, M. Y., Wahyuningtyas, R., Haque, A. U., Muhammad, Z., & Saputra, J. (2021). Exploring challenges and solutions in performing employee ecological behaviour for a sustainable workplace. Sustainability, 13(17), 9665.

Franchino-Olsen, H. (2021). Vulnerabilities relevant for commercial sexual exploitation of children/domestic minor sex trafficking: A systematic review of risk factors. Trauma, Violence, & Abuse, 22(1), 99-111.

Gilbert, M., Fernet, M., Hébert, M., & Couture, S. (2023). Diversity of profiles and coping among adolescent girl victims of sexual dating violence. Journal of child sexual abuse, 1-19.

Gruber-Risak, M., Hatzopoulos, V., & Mulcahy, D. (2022). Policies to Support the Selfemployed in the Labour Markets of the Future. Bruegel.

Guzik, P. (2020). An unfinished story of conversion: clerical sexual abuse in Poland: A communications case study on betrayal, healing and trust recovery. Church, Communication and Culture, 5(3), 417-455.

Harris, A. J., & Terry, K. J. (2019). Child sexual abuse in organizational settings: a research framework to advance policy and practice. Sexual Abuse, 31(6), 635-642.

Hodge, L. (2021). Eating Disorders and Child Sexual Abuse. Palgrave Macmillan.

Honkatukia, P., Peltola, M., Aho, T., & Saukkonen, R. (2022). Between agency and uncertainty–Young women and men constructing citizenship through stories of sexual harassment. Journal of Social Issues.

Nutbeam, M., & Mereish, E. H. (2022). Negative attitudes and beliefs toward the# MeToo movement on Twitter. Journal of interpersonal violence, 37(15-16), NP13018-NP13044.

Oberoi, K. (2019). Violence against Women. Int'l JL Mgmt. & Human., 2, 431.

Pittard, M. (2022). A Fair Deal? Justice in Dismissal in Australia. King's Law Journal, 33(2), 248-277.

Presser, L. (2022). Unsaid: Analyzing Harmful Silences. Univ of California Press.

Vandekerckhove, W. (2022). Is it freedom? The coming about of the EU Directive on whistleblower protection. Journal of Business Ethics, 179(1), 1-11.

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