Don’t cross the line
by Aaron J. Heiner, NDW Public Affairs
Co-workers often engage in casual conversations; however, there could be times where a normal conversation becomes uncomfortable. In those cases when casual conversation crosses the line from polite interactions to something inappropriate, there are certain procedures that need to be followed.
"Casual conversations are a normal part of the working environment, but when it becomes inappropriate and affects the work environment, it needs to stop," said Chandra Vickers, Deputy Equal Employment Officer (EEO) for Naval District Washington (NDW).
Vickers says that when conversations or interaction cross the line into sexual harassment there are procedures to be followed. "Employees who are being sexually harassed should inform their immediate supervisor of the situation. If they are being harassed by a supervisor, they should tell their manager immediately."
According to the EEO office, on average, the federal government spends $6.7 million per year in sexual harassment related costs including legal costs, absenteeism, decreased productivity and high turnover.
"People need to be aware that inappropriate behavior can not only affect a person's ability to work, but it can also impact a department's ability to function overall," Vickers said.
The term sexual harassment encompasses many different forms of harassment including: sexual favoritism, sex-based harassment, and third party harassment where a person not involved in the situation may take offense, Vickers stated.
"A lot of people believe sexual harassment is sexual in nature only. Sexual harassment can involve harassing individuals who are simply of the opposite gender, or may share a different gender identity," she added. "Regardless of the type of harassment, everyone is entitled to an environment free of sexual harassment in the workplace."
If there is a incident involving sexual harassment, there are several steps that should be taken to resolve the issue. The first is to speak directly to the harasser and let that person know the attention is unwanted. If the harassment persists, the problem should be reported to a supervisor or an equal employment specialist if management is unable to resolve the issue.
Vickers mentioned that employees sometimes go to their supervisor to report an incident, only to be told by management that they may be unable to assist them.
"Often times when someone is exposed to sexual harassment, that person is told by their supervisors to speak with an EEO officer. There are procedures that management needs to follow as well," she said. "Supervisors need to address the allegations of harassment and not simply forward the complaint to the EEO without attempting to rectify the situation."
Supervisors are the first responders to end any form of harassment. The moment an employee reports an incident, a supervisor has a responsibility to put an end to the situation, Vickers added.
"When an allegation is made, management must remove the alleged harasser from the immediate work environment, and contact the personnel office for guidance," she stated. "During the investigation, the alleged harasser should be placed on administrative leave or assigned a work detail that separates them from who they are accused of harassing."
A common cause of harassment in the workplace originates from workers becoming complacent in their environment. According to Vickers, many employees spend more time at work than at home, causing barriers between professionalism and familiarity to drop.
"People become comfortable to a point where conversations may become uncomfortable to those who are listening," Vickers said. "And while the person you are speaking with may be comfortable, others who may overhear it may not."
If those barriers come down, and employees are aware of it, restoring those boundaries should become a priority. Unfortunately, sometimes an employee may say something that could be perceived as inappropriate and be unaware that their comments are unacceptable, Vickers stated.
"If you have to think about what you have to say before you say it, then it's probably not work appropriate," said Vickers. "Sometimes, people have a different perspective on things, but that does not mean something you could say won't offend someone else."
For Service members needing information regarding sexual harassment or discrimination, please visit your local Sexual Assault Prevention and Response office or this website:www.cnic.navy.mil/CNIC_HQ_Site/WhatWeDo/FleetandFamilyReadiness/FamilyReadiness/FleetAndFamilySupportProgram/SexualAssaultPreventionandResponse/.
For addition information on NDW’s EEO office, please contact Chandra Vickers at: 202-433-2559 or by email at: chandra.vickersnavy.mil.