„‚ CONDITIONS THAT HINDER EFFECTIVE COMMUNICATION

instance “hostile” means that the person receiving the act is an unwilling victim, and the
act is a criminal offense.
The European Community
The European Community Code of Conduct, which was formally adopted on November
27, 1991, seeks to encourage the development and implementation of policies and
practices that establish working environments free from sexual harassment and create a
climate at work in which women and men “respect one another’s integrity.”
WHAT TRAINING NEEDS TO DO
Obviously, the extent of these laws will raise many questions. How is one to know
where to draw the line? One answer is to ask whether the harasser’s wife/husband or
daughter/son would want to be treated in such a way. Another way is to help harassers to
realize the true motivation for some of their “kidding” behaviors. This may be difficult
for some people; they must learn to differentiate among complimenting, patronizing, and
soliciting. They must be given specific examples of what is and what is not considered
sexual harassment, so that they have some concrete standards by which to judge their
own behavior.
Women, too, have a responsibility for dealing with sexual harassment and will need
training in learning how to do this. Trainers should help participants to practice making
and receiving complaints. Furthermore, women have to learn how to confront undesired
behavior openly the first time it occurs. This may be as simple as saying assertively,
“When you (describe actual behavior), it makes me uncomfortable/offends me, and I
would like you not to do it again.” Role playing can help people to learn how to respond
to harassing behaviors (for example, how to discourage harassers) and what behaviors of
theirs might actually be encouraging harassers.
Women must learn which behaviors of theirs are sending confusing messages to
their male coworkers. For example, passive reception of sexual harassment may be a
stalling tactic on the part of the harassee but may be interpreted as acceptance on the
part of the harasser. This understanding on both sides will require some honest
communication about past assumptions and present confusions. The input of other
participants also can help to clarify situations and perceptions.
Rationally talking about responses to the issues of sexual discrimination and sexual
harassment in the safety of the training session (such discussions should be confidential
to the training setting) often leads to greatly increased awareness and sensitivity about
what is generally considered to be an embarrassing topic. During sessions, participants
may learn that they share some of the same reactions and fears.
Care must be taken not to make anyone hypersensitive to dealing with male-female
issues, as this could lead to “backlash” behaviors. People should not be led to become
paranoid about working with or being friendly with someone of the opposite sex.
The Pfeiffer Library Volume 6, 2nd Edition. Copyright ©1998 Jossey-Bass/Pfeiffer ❚❘ 431