Emily Simpson

Dr. Burke

Galaxy Oil Sexual Harassment Policy

Galaxy Oil Company clearly defines sexual harassment as conduct of a

sexual nature that can interfere with an individuals performance or chance
of promotion. Sexual harassment is abuse and creates an environment of
intimidation and hostility. The instances Jane Asher has provided in her
formal complaint obviously expresses sexual harassment, according to
Galaxy Oils policy, from her co-workers. Jane Ashers coworkers were
abusive, offensive, hostile, and they created a very unhealthy work
environment. It is Galaxy Oils responsibility to not only put an immediate
stop to their actions, but to also show that they will not tolerate this
behavior. They will show this by taking the appropriate actions to punish
these individuals. It is imperative to address Jane Ashers case because so
many voices are silenced in similar situations and her scenario could help
victims reach out and reveal other offenders.
Just picture yourself feeling sick to your stomach, opening the doors of
your office building just to have your bosss sexual remarks be the only
welcoming gesture. Think about having unwanted stares or wandering eyes
from your face down your body. Can you imagine second guessing every
piece of clothing you wear because you know that no matter what you
choose, its impossible to avoid the unwanted and inappropriate attention?

Jane Asher experienced those scenarios daily. Being a young female in a

predominantly older male office can already an awkward situation, but if a
female is also targeted and sexually harassed that is a terrifying experience.
Jane Asher is a young woman, educated in a field that is mostly comprised of
men. In her newest job placement, she was sexually harassed for the past six
months. Ms. Asher was the only woman in her office with eight other men,
and went into work every day scared, uncomfortable, and self-conscious
because of her male coworkers harassment. Jane Asher had the right to
make a legitimate report of sexual harassment against her coworkers,
according to her company's policy. Actions of a sexual nature create a hostile
environment that interferes with ones work performance constitutes as
sexual harassment.
Jane Ashers coworkers directly threatened her when they had invaded
her personal office space and posted abhorrent photos all over her desk. This
was retaliation to her polite request to have the offensive photos of nude
women taken out of the office. Posting photos of nude men was an
aggressive act to mock Ms. Ashers efforts to resolve conflict. This
aggressiveness created a hostile environment and undermined her
performance at work, which therefore was a direct violation to company
policy of sexual harassment.
You could argue that her coworkers had good fun or perhaps that her
claims were not legitimate. This was not a correct assumption. Sexual
harassment is abusive. When her coworkers sexually harassed Ms. Asher, it

was not intended for the purposes of jest or fun, rather, it was directed to
intimidate and offend her. Jane Asher had the right to be treated like a
professional and her coworkers violated this right by creating an
unprofessional and offensive work environment. Creating an abusive
environment by disregarding her right to be treated like a professional is
against the sexual harassment policy.
When Jane Ashers boss disgustingly suggested that she ought to
wear tighter fitting clothes so everyone [could] get a better look, showed
just how the boss disrespected and undermined her. Since he treated Ms.
Asher with disrespect and singled her out from her other coworkers, then he
clearly did not view her as an equal to her coworkers. This inhibited her
chance for promotion and job success. It was evident through her bosss
actions that he objectified and did not respect her and therefore did not
value her job performance. Galaxy Oils policy stated that if sex and gender
interferes with someones chance for a promotion, then it constitutes as
sexual harassment. Ms. Ashers boss did not take her work performance in
consideration and undervalued her as an employee, which created an
inclination not to consider her for promotion. Unfortunately, Jane Ashers
work will never be evaluated by its quality, but ultimately valued a womans
work. In other words, her work does not have its own, sole value, rather it will
only be measured on the terms of her gender. Her boss obviously shows
favor and professionality only towards that of his same gender, which
constitutes violation of Galaxy Oils sexual harassment policy.

The instance of frequent vulgar, slang eradicated throughout her office

contributed to a hostile environment, and inhibited her work performance.
This qualifies as sexual harassment. Another violation of the sexual
harassment policy included her coworkers bragging about recent sexual
endeavors to one another. This is an example because it was an invasive
action that contributed to a hostile and uncomfortable atmosphere for Ms.
Asher. In contrast, Ms. Ashers complaint about her coworkers going to lunch
together and purposely excluding her is not a direct violation of sexual
harassment. The act of her coworkers excluding her is an example of bullying
outside of the workplace and is not Galaxy Oils responsibility. The act of
exclusion is just an example petty bullying and Galaxy Oil cannot enforce a
lunch invitation on terms of their sexual harassment policy. One could argue
that the exclusion can attribute to a hostile environment, however, the act of
only men being invited to lunch is considered sexual discrimination and not
sexual harassment. Her coworkers epitomize a group of bullies, but it does
not violate Galaxy Oils sexual harassment policy.
To prevent further harassment from these specific offenders and/or
future offenders, it is advised that an organization enforces strong policies
regarding the intolerance of sexual harassment. The institution of Galaxy Oil
communicated to their employees the basis of sexual harassment and Jane
Ashers coworkers disregarded these policies. It is now the responsibility of
Galaxy Oil to make it understood they do not take violations of sexual

harassment lightly. From now on, they will strictly enforce their policies and
punish the offenders accordingly.