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Sexual Harassment
Sexual Assault
Scandal
Feminism
Humor
Posted >1 y ago
Responses: 2
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This is why as a male government employee you never, ever comment on the appearance of a female employee. In fact, you don't even acknowledge that the female employee is any different than the male employees. If a female employee walked into a meeting dressed in an inappropriate way you absolutely averted your eyes and God forbid you say something. Hope the female employees in the room take care of the problem. And never meet with a female employee alone in your office with the door closed.
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MAJ James Woods
Well it's a work environment. There is no requirement for an employee, male or female, to compliment the appearance of another employee, male or female. So it shouldn't be a big deal. If an employee can't sit in a meeting, act professional and not ogle or sexually undress a fellow employee then yeah there is a problem of unprofessionalism with the employee. Who goes to work wishing they have the right to comment on the appearance of a coworker, boss, or subordinate at work or while on the clock?
I get the open door policy when meeting an employee in your office but what about meetings that require confidentiality depending on the topic? I'm all for glass doors and no locks so it can be closed but you can still see into the office.
I get the open door policy when meeting an employee in your office but what about meetings that require confidentiality depending on the topic? I'm all for glass doors and no locks so it can be closed but you can still see into the office.
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Lt Col Jim Coe
MAJ James Woods - To believe men and women will not look at members of the opposite sex they find attractive is to deny our base biological design. Fortunately we have learned to control such behavior in order to get more important work done. Some people actually dress to attract attention, even at work. Hard to do in uniform I admit, but not so much in the private and public sector civilian world. Some supervisors fall victim to the "needs" of such people for attention. With the 8-hour day gone in many industries and people working 10, 12, or more hours 6 or 7 days a week, the best place to meet people of the opposite sex is often at work.
The private meeting between a superior and subordinate of opposite sex, or perhaps same sex if one has such proclivity, is difficult. If the nature of the meeting is neutral to the parties concerned, such as discussing classified information related to a mission, then closing the door may be okay, national security overriding the need to avoid an EEO complaint or worse. If the subject is at all controversial, such as a performance report--even a good report, then the meeting cannot be behind closed doors. One solution is to have three people in any potentially controversial meeting. The supervisor can invite an HR person, EEO/EO Person, or their supervisor if an employee of the opposite sex needs counseling. Alternatively keep the door at least cracked open. Agree with glass doors or doors with large windows. The windows and no-locks are a problem if the office stores classified information. My last office had a safe-quality metal door with lock that engaged anytime the door was closed. It could be opened from the inside with an exit button and from the outside only with a card swipe and PIN entry. It also had a combination lock for over-night security. Never did counseling in that office with anybody; reserved a small meeting room instead and left to door to the hall open.
The private meeting between a superior and subordinate of opposite sex, or perhaps same sex if one has such proclivity, is difficult. If the nature of the meeting is neutral to the parties concerned, such as discussing classified information related to a mission, then closing the door may be okay, national security overriding the need to avoid an EEO complaint or worse. If the subject is at all controversial, such as a performance report--even a good report, then the meeting cannot be behind closed doors. One solution is to have three people in any potentially controversial meeting. The supervisor can invite an HR person, EEO/EO Person, or their supervisor if an employee of the opposite sex needs counseling. Alternatively keep the door at least cracked open. Agree with glass doors or doors with large windows. The windows and no-locks are a problem if the office stores classified information. My last office had a safe-quality metal door with lock that engaged anytime the door was closed. It could be opened from the inside with an exit button and from the outside only with a card swipe and PIN entry. It also had a combination lock for over-night security. Never did counseling in that office with anybody; reserved a small meeting room instead and left to door to the hall open.
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MAJ James Woods
For one, I'm not saying men and women will not look at each other and not be attracted to them. I said an expectation of a professional workplace environment is a person can go to work and not feel the need or expectation to compliment a co-worker. There's a time and place for compliments like the office party or after work gatherings. If one can't look at a coworker in a meeting without fantasizing about the way she looks, that's not the fault of the worker being ogled. Just because a worker dress to get attention doesn't mean others should give into it and losing their objectivity and professionalism.
Yes there are scenarios where door has to be closed for confidentiality and a supervisor shouldn't be concerned of any perception of inappropriate behavior. We agree on that. I appreciate your suggestions on how to avoid an EO/EEO complaint by inviting witnesses or ensuring other people can hear what's going on. Here's another idea; develop a reputation with peers and subordinates as a serious professional who doesn't stare at employees, make inappropriate remarks, whom not only compliments all the women but all the men in the office (or just don't compliment anyone), and direct communicator to mitigate any chance of misperception, signs of favoritism, and rumors.
Yes there are scenarios where door has to be closed for confidentiality and a supervisor shouldn't be concerned of any perception of inappropriate behavior. We agree on that. I appreciate your suggestions on how to avoid an EO/EEO complaint by inviting witnesses or ensuring other people can hear what's going on. Here's another idea; develop a reputation with peers and subordinates as a serious professional who doesn't stare at employees, make inappropriate remarks, whom not only compliments all the women but all the men in the office (or just don't compliment anyone), and direct communicator to mitigate any chance of misperception, signs of favoritism, and rumors.
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Cpl Jeff N.
SPC Martin Wiesiolek - Unfortunately you cannot always wait for another woman to correct a woman's behavior/dress etc. in a professional setting. Many times it is women coming to you with complaints about another woman's dress/behavior etc. You have to tackle them head on and address the issue as you would with a man violating the dress code, company policy etc. Being unwilling to address issue with female employees is bovine stool. If I can address a man's performance or dress code I can address a woman's using the same approach.
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