BGS370 Business Ethics and Corporate Social Responsibility

In this article, the authors have presented the connecting between sexual harassment faced by women and a decrease in their autonomy outside of the work as sexual harassment can affect the career of the women. The thesis statement of the authors in this article is women leave their job which affects women in their start or early part of career due to sexual harassment. This article documented the effects of sexual harassment on the early career of women. This article through in-depth interviews supported the thesis statement of the authors. The findings of the research of the authors have helped them to support their thesis statement. The first finding is that harassment faced by women in the late twenties and early thirties increases financial stress in their life. 35 percent of the financial stress is due to the change in the job of women as a result of sexual harassment.

The article highlighted the reason behind women to leave their job is either as a response to harassment that is to avoid harassment or it is because they are not satisfied with the response of their workplace management. In either of the case, the harassment usually leads a woman to leave a job due to the work environment. The findings of the author in this article have implications of theoretical nature to understand have a negative work environment can affect the career of women. The authors of this article also have presented an interesting perspective which is that due to presence of harassment or toxicity in the workplace makes women ignore or are not able to focus on the gender inequality which exists in the workplace. As women tend to ignore gender inequality due to toxicity in the workplace, this allows gender inequality to get reproduced in workplaces. The authors also presented contradictory views to this statement through the findings of their research, which was that women were not able to thrive because they were not viewed as workers or colleagues by male workers but instead as outsiders and sex-objects. This discrimination by women as the article highlights demotivated women to initiate any kind of change.

This article also highlighted the importance of the efforts led by employers to change and improve the organizational culture which is to go beyond sexual harassment to improve employee retention to reduce the turnover costs. This article also advanced the theatrical as well as the empirical knowledge on both work and gender by highlighting the short-term and tangible costs of harassment on women and the organization. The comparison between men and women, as authors argued that when men have to change job due to any reason they can found any equally paying job but this was not in the case of women, as disruption of their job can lead to financial stress and at the same hampering their chances to advance in their career. The authors concluded this article by stating that harassment leads to both collective and diffuse harms as it deprives the employees of any organization of a diverse as well as a harassment-free workplace.

This article presents an excellent correlation of how gender inequality and discrimination which manifests in problems such as harassment which makes women leave their job and hampers their career. Also, the impact of harassment on financial stress due to harassment is another perspective that broadens the scope of problems of harassment known to people. However, this article misses out on the impact of harassment on the mental health of women which also is leading factor which can cause women to not advance in their career and can make them quit their job altogether. These two aspects cannot be studied individually as they are connected. Another study conducted on the connection between the harassment of women and its effect on women’s career also paid attention to how harassment can lead to depressive symptoms in women and how both combine to hamper the growth of women in their career (Houle et al., 2011). The view of authors on how men at are advantage even if they have to change job because of any reason, it is not necessary to stereotype rather they should have provided evidence or should have tried to find out the reason why men can sustain same pay job even after their break. Overall the perspective of authors in this article opens up possibilities for future research which can help in tackling the issue of women harassment and mitigating its effect on both women and organizations.

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