Term Paper on "Office Symbol Reducing the Stigma"

Term Paper 5 pages (1364 words) Sources: 5

[EXCERPT] . . . .

COAs that lead to less time between the incident and the report are better.

iii. Evaluation criteria 3 (conformity with schedules). COA must conform to routine personnel schedules. They should not be required to go outside normal schedules to report incidences Ross & England, 1987.

COAs that reduce chances of other individual noticing the reporting are favorable.

c. Weighting of criteria. Each criterion is weighed equally. Of the three, timelines of reporting and conformity with schedule are most important. These are the best indicators of stigma related to reporting of these incidents. The criterion of consistency is the least favorable because it may be difficult to know the number of incidences at each point in time. In the event of equal comparison between two or more COAs, implementation of both COAs will be evaluated.

8. Analysis.

a. COAs. Screened out.

b. COA 1. Training and education.

i. Advantages. All personnel will be trained. This simplifies implementation since it only requires one training with half-yearly refresher training to be conducted.

ii. Disadvantages. Personnel away on official leave or pass may miss the training reducing the effectiveness. Evidence suggests that trainings alone cannot be effective in bringing objective change to sexual harassment and reporting Peirce, Smolinski, & Benson, 1998()

c. COA 2. Victim advocacy.

i. Advantages. Advocates offer victims information on options available to them. They support decision making of victims and maintain highest level of confidentiality Baugh, 1997()

ii. Disadvantages. Are required by law to report certain types of information to the authorities.

d. COA 3. Response and bystander intervention training.

i. Advantages. Help to prevent incidents actively before they happen thus keeping friends and colleagues safe. It helps to raise awareness on continuum of violence.

ii. Disadvantages. Require the bystander to intervene in the harassment or assault situation, which may put them into trouble as well.

9. Comparison.

a. The method suggested in COA 1 has the ability to increase timeliness of reporting of incidences. However, it requires a supplementary method in order to improve its chances of success. The trainings often can be made to fit the routine since all personnel are at one time required to attend the training. In COA 2, the timeliness can be improved if the victim advocates are located on base and in offices close to majority of the activities. This method requires the feeling trust and confidentiality from the personnel in order to improve reporting. The benefits of this method can be used to supplement COA 1. COA 3 is the least appropriate because it is likely to shift the stigma from the victim to the bystander. With the combination of COA 1 and 2, the prevention and reporting programs for sexual harassment and assault can experienced increased use that will reduce the stigma associated with reporting.

10. Conclusion. There is a need to reduce the stigma associated with reporting of sexual harassment and assault. To achieve this reduction, it is essential for the chosen COA to improve the timeliness of reporting, be within the normal routine, and increase consistency of reporting. A combination of COA 2 and 3 is best to achieve the desired results and lead to an overall reduction in the incidence of cases of sexual harassment and assault. COA 1 and 2 do not require a significant budgetary allocation to implement.

11. Coordination

ACof S, G1

CONCUR/NONCONCUR____CMT____DATE:

DPTM

CONCUR/NONCONCUR____CMT____DATE:

12. APPROVAL/DISAPPROVAL

a. That the (approving authority) should require all personnel to attend training and education on sexual harassment and assault prevention and reporting and that one (1) sexual assault response coordinator and one (1) victim advocates be appointed to handle reporting.

APPROVED____DISAPPROVED____SEE ME

b. That the (approving authority) sign the implementing directive (TAB A)

APPROVED____DISAPPROVED____SEE ME

References

Baugh, S.G. (1997). On the Persistence of Sexual Harassment in the Workplace. Journal of Business Ethics, 16(9), 899-908. doi: 10.2307/25072957

Peirce, E., Smolinski, C.A., & Benson, R. (1998). Why Sexual Harassment Complaints Fall on Deaf Ears. The Academy of Management Executive (1993-2005), 12(3), 41-54. doi: 10.2307/4165476

Ross, C.S., & England, R.E. (1987). State Governments' Sexual Harassment Policy Initiatives. Public Administration… READ MORE

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