IMPORTANCE AND SCOPE

Sexual harassment harms us all. Harassment leads to absenteeism, poor morale, loss of focus, and legal
consequences. Failure to prevent sexual harassment in the workplace will break compliance with title VII
of the Civil Rights Act and similar state civil rights laws and fair employment laws. In addition, there is
liability for the employer as the company is always responsible for harassment by a supervisor that
results in a tangible employment action. Even if a harassment event does not result in a tangible
employment action, the employer may still be liable unless it proves that: 1) it exercised reasonable care
to prevent and promptly correct any harassment; and the employee unreasonable failed to complain to
management or to avoid harm or otherwise.

Some managers and business owners may not completely understand the importance of hosting sexual
harassment training for their employees. They see it as a waste of productivity and feel that time could
be better spent on other tasks. However, it should be taken seriously. Managers and business owners
play a key role in preventing sexual harassment in the workplace, because they set the tone of the
company. As leaders, it’s their job to model good, respectful behavior and promote good conduct in the
workplace. Promoting a culture of non-harassment can lessen the chances of harassment taking place,
and when it does, may empower employees to come forward. Having the proper training may even help
managers and business owners identify potential harassment or problem employees before an incident
can occur. They may also hire the best sexual harassment lawyer to guide and help them understand the
law better.

There may also be legal implications for a company if an employee is found to be guilty of sexual
harassment of a co-worker, which can cost a business serious money in legal fees, restitution, and
reputation damage, especially if a business doesn’t host any type of formal training to protect itself.
Taking measures to be proactive about workplace sexual harassment could prove valuable if litigation
ever happens, as a business can demonstrate that they took reasonable measures to prevent
harassment through policies and ongoing training.

METHODOLOGY
The methodology for collecting data for this study will involve the use of an online questionnaire

The questionnaire will contain multiple choice questions related to women harassment at
education and workplace. The questionnaire was created in order to understand the frequency of
occurrence of harassment of women at workplace, awareness level on harassment and their
experience at workplace.

Sources of data collection:

Primary data: the data has been collected from online questionnaire.

.Secondary data: secondary data was collected through the past research and website.