Chapter 1:   "The History of Sexual Harassment:   How We Got to This Point"

This chapter, "The History of Sexual Harassment:   How We Got to This Point" by Susan L. Webb, explains the history of sexual harassment from the 1960s to the early 1990s.   The author mentions many important cases such as Title XII (Webb 6) and the beginning of sexual harassment suits.   The early 1970s brought about a personal attitude toward sexual harassment in that the issue itself was viewed as a personal matter (Webb 5).   In this personal observation, the author does not mention the case of Anita Hill vs. Clarence Thomas which was a highly publicized case in the late 1980s. However, this article is recommended for anyone dealing with sexual harassment issues. Lewis, Neil A.   "Law Professor Accuses Thomas of Sexual Harassment in 1980's.   October 7, 1991.   The New York Times.   February 22, 2007. http://topics.nytimes.com/top/reference/timestopics/people/h/anita_hill/index.html?s=oldest& -J.H.

"Six Simple Steps to Stop Sexual Harassment"

This article is an amazing resource on sexual harassment.   This article provides possible ways to help prevent and stop sexual harassment in the work force through six clearly defined and explained steps.  
            The primary audience for this article, besides women who work, is the actual companies and organization in which the women are working.   This article provides supervisors and owners with incredible information about sexual harassment as well as six steps that they can implement to help prevent this from occurring.   One of the most positive aspects of this article is that it is preventative in nature; rather than giving suggestions as to what should be done after sexual harassment has occurred, this article focuses on what can be done to prevent it from happening in the work place.
            I would recommend this article to two particular audiences; women who are looking for signs that they are working in a place that tries to combat sexual harassment, and employers who are looking for a way to help make their work environment a safer, more enjoyable place to work. - A.B.

Susan L. Webb uses this chapter to express the importance of programs to prevent or stop sexual harassment at the workplace. Webber argues for companies and organizations to be vocal about their policy on sexual harassment and create programs that educate employees. She cites a sexual harassment case and an article from Working Women magazine to support her six steps to end sexual harassment. She explicitly states her six step process to make her thesis clear, that sexual harassment is a serious issue, but that there are things that can be done to prevent and stop it. This piece would be incredibly useful for any working person or company. - C.D.

            Written from a business managerial perspective, the article lays out sexual harassment policy strategies for corporations.   The author argues that sexual harassment claims are costly and can be avoided by strict enforcement of top-down zero tolerance policy.   Webb claims that the argument that sexual harassment policies are unclear is outdated; she defines exactly what constitutes sexual harassment, outlining both the responsibilities of employers and the consequences for perpetrators. Overall, the article stresses the importance of managerial atmosphere in policy enforcement.   This emphasis fails to take into account the causes for sexual harassment.   Instead, sexual harassment is discussed as it relates to cost and productivity, urging employers to uphold strict policies on the basis of saving money in litigation and lost workers.   The article is practical, but not necessarily feminist. - C.P.

This article begins by referencing a settlement case where a woman received $265,000 as a result of the sexual harassment she endured throughout a two-year period in her place of employment.   The six "simple steps" are as follows:   Management support, policy statement, procedures for getting and handling complaints, handling complaints, training programs, and follow up and follow through.   This references how to establish and maintain a harassment-free work place environment.   First and foremost, the management should recognize the importance of preventing workplace harassment, as well as the social and financial ramifications that could arise if this is not done.   Employees should also be educated as to what constitutes sexual harassment, and what behaviors are deemed inappropriate in the workplace.   This if often found in employee handbooks, along with a plethora of other vital information for employees regarding their legal rights in the workplace.   Employers are also told how to handle complaints, as well as the proper way to following up.   The article also makes a notable distinction between the internal and external processing of claims of workplace harassment (job action versus legal charges).   Finally, the article ends on a "pro-active" note rather than a "re-active" one.   The author reminds employers to organize annual training, as well as New Employee Training (NET), in order to hold employees rightfully accountable for their actions, and to prevent workplace harassment before it even occurs. - A.H.

"Defining and Understanding Sexual Harassment"

This article was very informative about the actual definition of sexual harassment.   This article presented two definitions of sexual harassment, the everyday, common-sense definition, and the EEOC definition that is used in the courts.  
            One of the most positive aspects of this article is that it provides two very useful and slightly different definitions of sexual harassment.   The first definition allows the reader to truly see if what she has experienced could be considered sexual harassment.   The second definition allows the reader to become aware of the legal repercussions of her experience.   This is particularly important, because many people do not understand the complication wording of legal definitions.   However, this article provides the reader with a definition of sexual harassment that can easily be understood.
            I would recommend this article to anyone interested in learning more about what the exact nature of sexual harassment is.   Furthermore, I would especially recommend this to employers, so that they can become better acquainted with the terms involved in sexual harassment. - A.B.

Chapter 4:   "How to Handle Sexual Harassment Complaints"

Susan L. Webb discusses simple and more severe sexual harassment cases and how to deal with them.   Webb also dispels many common myths about sexual harassment.   One myth is that is the victim's fault and he or she was "asking for it" (Webb 64).   The work is a personal narrative based on observational evidence and statistics.   The author writes that most men are not sexual harassers (Webb 64).   The author argues, "Most men do not sexually harass.   One estimate is that only 5% of men are even capable of such behaviors" (Webb 64).   This information dispels the myth that women are the victims and men are the harassers.   While it is common to generalize and think that all men are aggressive and have a high sex drive.   This article would be very beneficial to anyone entering the workforce, with no difference of career. - J.H.

Chapter 6:   "The Most Asked Questions"

This chapter by Susan. L. Webb deals with tips for supervisors as well as what constitutes sexual harassment. The author argues that supervisors are responsible for their employees and that all employees must be aware of criteria for sexual harassment.   For example, holding the door open for someone is only sexual harassment if it is unwanted.   The victim in this case must state that he/she does not appreciate it, then the offender must stop.   If the offender does not stop, then it is considered sexual harassment (Webb 88).   The author states at the end that every supervisor must stand up and become activists against sexual harassment (Webb 92). The personal observation and factual information in this chapter is relevant to anyone preparing to enter the workplace.   The article is non-gender specific and lists detailed information as to what to do in each instance.   The author argues that the issues of sexual harassment do not involve simply men or women, but both.   This chapter is recommended for anyone in a management or supervising position. - J.H.