To make the process victim-friendly, now managers have acknowledged the problem of vulnerability of productivity arising from employees suffering harassment from other employees. They have also instituted clear harassment recognition parameters along with reporting and evaluating systems that are designed to avoid incidents and entrap offenders.
The more enlightened employers have even sexual harassment employee training to assist them in understanding and accepting diverse foreign cultures and dispelling connected myths within the office environment.
The nature of abuse
All western countries like the US and Europe, as well as many others around the world, has passed culturally relevant laws to protect victims of workplace harassment by way of discrimination, persecution of an employee on the basis of race, colour, religion, origin or gender.
The law says that no employer can harass an employee when recruiting, interviewing, promoting, discharging, compensating, etc. If such factors lead to difficulty in performing assigned tasks the employee is justified to feel he or she is working in a hostile environment.
Whenever the workplace harassment situation arises, the incidence is evaluated against a certain parameter, the totality of which should justify the legally actionable cause of action.