This file was prepared for electronic distribution by the inforM staff. Questions or comments should be directed to inform-editor@umail.umd.edu. Chapter 2 MYTHS AND REALITIES ABOUT SEXUAL HARASSMENT Myths are beliefs that are culturally constructed, socially transmitted and factually unfounded. Patterns of thought that symbolize prevailing attitudes about a group, culture or thing based on stereotypes are perpetuated through myths. Myths are embedded in our attitudes towards groups that have historically lacked social economic, and political power and status. Members of these traditionally marginalized groups include women, people of color, gay men and lesbians, people with disabilities, and senior citizens. Because these groups historically have not enjoyed equal rights and the full protection of the law, they have been perceived as being of lesser value, thereby allowing for the rationalization of their mistreatment. Myths about sexual harassment are based on prevailing attitudes and stereotypes about sex, sexuality and other compounding factors such as age, race, sexual orientation and disability. Myths about sexual harassment deny the unwelcome, demeaning and harmful nature of this conduct. They shift the blame to the victim and obscure the motivation of the perpetrator which is to achieve power and control over the victim. Myths about sexual harassment are pervasive and deeply rooted in workplaces and educational institutions. They serve as filters which modify and suppress an organization's or group's ability to address this often volatile and sensitive issue. Myths about sexual harassment distort the real issues involved and have led to the development of responses that may be insensitive to those who have been harassed, and may discourage reporting of sexual harassment. Some common myths and a brief discussion of the reality related to each myth follow. More extensive discussion of these issues appears throughout this Report. Chapter 6 contains a comprehensive discussion of myths about people of color, people with disabilities, gay men and lesbians and older women. MYTHS ABOUT HARASSING BEHAVIOR AND ITS CONSEQUENCES MYTH: Sexual harassment is simply an expression of sexual desire. REALITY: Sexual harassment is an expression of hostility and aggression. It is an abuse of power, using sexual behavior as the vehicle. MYTH: It's no big deal if a person is harassed; it's all done in "good fun". REALITY: Sexual harassment is abusive. It is not done in jest or "good fun"; rather it is done to intimidate and hurt others. It also is an inappropriate and unacceptable way to control others through degradation and intimidation. All people have a right to be treated with respect, decency and consideration. MYTH: Sexual harassment only occurs when there has been physical assault. REALITY: Sexual harassment is far more pervasive and less obvious than physical assault and includes verbal behavior and other forms of sexual expression. Verbal harassment includes: sexual innuendos, comments and sexual remarks; suggestive, obscene, or insulting sounds; implied or overt threats; and sexual propositions, invitations, or other pressure for sex. MYTH: There is a profile of a typical harasser. REALITY: Harassers are found in all types of occupations, at all organizational levels, among business, academic and other professional individuals. Those who sexually harass are not distinguishable from their colleagues who do not harass with respect to age, marital status, faculty rank, job title, occupation or academic discipline. MYTH: Men can't help themselves when they are sexually aroused. REALITY: Men are capable of, and responsible for, controlling their behavior in workplaces and educational institutions, just as women are. MYTH: If you ignore sexual harassment, it will stop. REALITY: Generally, simply ignoring sexual harassment will not stop it. Ignoring such behavior may be taken as a sign of encouragement or tacit consent. Many victims report that when they tell the harasser directly to stop, the harassment often, but not always, ends. MYTH: Women who enter a field or profession in which women have been traditionally underrepresented should expect to tolerate rough language and behavior, pin-ups, touching and verbal and physical abuse. REALITY: While entering a workplace traditionally dominated by men may be difficult, no woman should have to put up with abusive behavior. Sexual harassment poisons the working environment and interferes with a woman's ability to do her work. Asking not to be abused is not asking for "special treatment." Frequently, women in non-traditional jobs find that their male co-workers will escalate foul language or sexual conduct to test them or make it difficult for them to succeed. (1) MYTH: Some people just interact in a physical way and are accustomed to touching others; nothing is meant by this. REALITY: Family and social interactions differ from individual to individual community to community, and ethnic and racial group to ethnic and racial group. However, unwanted and unwelcome physical gestures such as hugging, pinching, or brushing up against a person's body, may be forms of sexual harassment. No one should presume that behavior that is acceptable in a family or social setting also is acceptable in a workplace or school. MYTHS ABOUT THE COST OF SEXUAL HARASSMENT MYTH: Women are big girls. If they don't like it, they can leave. REALITY: The economic reality is that a woman often cannot just leave a workplace or school where she is sexually harassed, nor can she easily get help. The experiences of many victims of sexual harassment demonstrate clearly that filing a sexual harassment complaint often is a form of career suicide. The same is true for students whose future depends upon academic achievements. Sexual harassment is offensive and illegal. Those who are harassed should not have to leave their jobs or education programs. MYTH: Sexual harassment is not costly. REALITY: Many companies and educational institutions recognize the potential cost to them if they do not undertake an aggressive sexual harassment prevention effort. In 1988, one study indicated that sexual harassment cost a typical Fortune 500 service or manufacturing company $6.7-15 million annually, or $282.53 per employee. (2) Working Woman magazine reports that it may cost corporate America more than $1 billion to settle sexual harassment lawsuits over the next five years. (3) These costs only reflect the economic costs to employers and do not include the many economic or social costs to victims or society. MYTH: Sexual harassment is harmless to the victim. REALITY: Sexual harassment causes significant psychological, physical, and economic harm. Psychological and physical consequences include depression, helplessness, decreased work or academic performance, withdrawal, devastating impacts on family, insomnia, chronic fatigue, nausea and other physiological complaints. Economic consequences include loss of job and attendant financial benefits, promotion, important work assignments, ostracism, and stigma. MYTHS ABOUT VICTIMS MYTH: Victims are to blame in some way for being harassed (e.g. provocative dress, movement, speech). REALITY: The harasser is always responsible for having committed the harassment. Regardless of the victim's appearance, behavior, judgment, or previous actions, the victim is not responsible for the harassment. The most common motivation for sexual harassment is power, not sexual desire. One way many victims seek to stop harassment (usually unsuccessfully) is to change their way of dress to make themselves less attractive. MYTH: Only women are sexually harassed. REALITY: Both men and women may be targets or perpetrators of sexual harassment. Many more women than men are harassed. Unfortunately, male victims rarely seek help due to embarrassment and fear that they will not be taken seriously. MYTH: Black women enjoy sexual talk, touches and displays of sexual material. REALITY: Black women do not enjoy unwanted sexual behavior and expression any more than do other women. Because of long held myths and stereotypes about black women, they continue to be blamed for their own sexual victimization. MYTH: Asian women enjoy being leered at. They are flattered by this kind attention. REALITY: Asian women do not enjoy being leered at any more than do other women. Leering, which is looking at someone in a lascivious, knowing or wanton manner, is not flattering. Leering is an example of unwanted sexual behavior and can be a form of sexual harassment. MYTH: Black men are oversexed and enjoy harassing women. REALITY: Regardless of their race, most men are not sexual harassers. Black men in this country have a long history of being negatively stereotyped as sexual predators. MYTH: Hispanic women always desire sex. REALITY: Latinas have been negatively stereotyped as "hot-blooded...loud- mouthed...always pregnant...and deferent to men". (4) These stereotypes have produced images that are not only distortions of reality, but also are psychologically harmful and may create an atmosphere conducive to sexual assault. MYTH: Older people don't have sexual desires after a certain age, and are not considered sexually attractive by others. Therefore, they do not experience sexual harassment. REALITY: Sexual harassment is unrelated to physical attractiveness and sexual desire. Sexual harassment is used to coerce, bully and intimidate. Older people are particularly vulnerable to sexual harassment because of stereotypes and myths associated with age and their economic vulnerability. MYTH: People with disabilities are not sexual, so they can't be sexually harassed. REALITY: Despite societal attitudes and stereotypes about people with disabilities, people with disabilities do have sexual desires. However, sexual harassment is not about sexual desirability. Sexual harassment is about the abuse of power and victimization. Harassers victimize those persons whom they view as less powerful and people with disabilities are viewed in our society as being relatively powerless. MYTH: Lesbians are not sexually harassed because heterosexual men are not interested in them. REALITY: Many lesbians do not discuss their sexual orientation at work and therefore encounter the same type of sexual harassment as do other women. Open lesbians are often targeted by heterosexual men in a combination of sexual harassment and gay bashing. MYTH: Sexual harassment does not occur among lesbians and gay men. REALITY: Same sex sexual harassment does exist and, according to participants in the gay and lesbian roundtable sponsored by the Task Force, lesbians and gay men can be the harassers. MYTH: Heterosexual people do not harass gay people. REALITY: Gay people have been targets of harassment by other people throughout history, in part, because of myths and stereotypes generated out of ignorance; but also, out of fear. (5) MYTH: Sexual harassment is not a serious problem in our educational institutions. REALITY: Sexual harassment in schools is a violation of federal law and is illegal. Students also have the right to learn in an environment free from sexual harassment. Surveys show that 20-70% of all women college students will experience some form of sexual harassment during their four years in college. (6) MYTHS ABOUT THE PREVALENCE OF SEXUAL HARASSMENT MYTH: Sexual harassment is a rare occurrence. REALITY: While studies differ on the exact incidence of sexual harassment, research documents the existence and prevalence of sexual harassment. For example, at least 42% of the women in the federal workforce reported experiencing sexual harassment. (7) Two out of every three women surveyed in a 1990 study of sexual harassment in the military said they had been sexually harassed. (8) Working Woman magazine reported that 60% of the respondents to its recent survey of readers had been harassed. (9) MYTH: If there are no complaints filed, there is no sexual harassment. REALITY: Studies show that sexual harassment is extremely underreported. Estimates of nonreporting range upwards to 95%. (10) In addition, many victims who experience harassing conduct do not identify themselves as being sexually harassed. The negative consequences experienced by those who do report harassment also discourage reporting. MYTH: There is nothing that can be done about sexual harassment. REALITY: On the contrary, there are many steps that can be taken to prevent sexual harassment, and to respond appropriately when it does occur. Strong policies and effective procedures articulated by the head of an organization or institution that are communicated to and understood by all employees are critical components of a prevention strategy. Training of all members of the workforce or school population also is crucial to addressing sexual harassment. In addition, brochures, pamphlets and posters can be used to provide information, and regular seminars or sexual harassment and related issues can be offered. There are resources across the State that can be utilized in the development and delivery of materials and programs. ENDNOTES 1. The American Federation of State, County and Municipal Employees. (1988). Stopping Sexual Harassment. Washington, D.C. 2. Klein Associates, Inc. (1988). The 1988 Working Women Sexual Harassment Survey Executive Report. Cambridge: Klein Associates, Inc. 3. Sandroff, R. (1992) June. "Sexual Harassment: The Inside Story," Working Woman Magazine, pages 47-51. 4. DeFour, D. C. "The Interface of Racism and Sexism on College Campuses," In Paludi, M.A., Ed., (1990). Ivory Power: Sexual Harassment on Campus. Albany: State University of New York Press. 5. See Dillon v. Frank, No. 90-2290, 1992 U.S. App. Lexis 766. (6th Cir. Jan. 15,1992). 6. Hunter College. (1988). Sexual Harassment Myths and Realities. New York. See also, Paludi, M.A., Ed. (1990) Ivory Power: Sexual Harassment on Campus. Albany: State University of New York Press. 7. U.S. Merit Systems Protection Board. (1987). Sexual Harassment of Federal Workers: An Update. Washington, D.C.: United State Government Printing Office. 8. The New York Times. (1991) Sept. 12. "Two Out of Three Women in Military Study Report Sexual Harassment Incidents," page A.22. 9. Sandroff, R. 10. Klein, F. (1991). Testimony Before the Committee on Education and Labor, House of Representatives, Hearings on H.R.1, The Civil Rights Act of 1991.