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Aims to present a recent unpublished report on sexual harassment within an organization comprising both paid staff and voluntary workers. This report is one of the first of its kind, and explores the extent and effects of sexual harassment within the Citizens’ Advice Bureaux (CABs). Posters were displayed in 45 CABs in Yorkshire and Humberside requesting information on incidents of harassment. Twenty‐five replies were received, all respondents were women and incidences involved over a third of CABs in the area. The results indicate that employment status is not predictive of who will harass, or who will become a victim of harassment, in a voluntary organization. These findings raise several important issues in terms of explanations of sexual harassment, legal implications for volunteers, and effective organizational action.

Suggests that sexual harassment is very common. Analyses the defences to sexual harassment under three categories: general employer defences to claims of sexual harassment, unique defences to hostile environment harassment and new developments to sexual harassment defending sexual harassment claims. Provides cases as examples. Concludes that there is still a great deal of manoeuvring room within the language of the Court.

To help users understand, prepare for and respond to the threat of online harassment.

This column provides an introduction to tools and resources on the topic of online harassment. A discussion on the definitions, understandings and library applications to teaching about online harassment are presented from available literature and news articles.

Various methods of protecting privacy and responding to online harassment are revealed.

An understanding of the importance of the threat of harassment in a variety of online spaces and how to prepare for and respond.

A gender war erupted when Anita Hill accused U.S. Supreme Court nominee Clarence Thomas of sexual harassment. These allegations divided Americans and brought sexual harassment to the forefront of issues in the work environment. Suddenly, sexual harassment had to be clearly defined. The Equal Employment Opportunity Commission's definition is “Sexual harassment is any unwelcomed sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature.”(7) The problem, however, lies in the difference of opinons in defining which behaviours constitute sexual harassment. One individual may find a crude joke funny while another individual may find it humiliating. It has been well documented that when employers establish an effective sexual harassment policy, most of the harassment cases can be handled within the company. This eliminates substantial costs that could be incurred by litigation, unproductive management, employee morale, and even community embarrassment. The hallmarks of an effective policy include communication and clarity. The employer should provide the employees with a confidential and retaliation‐proof system to report sexual harassment. This will encourage victims to come forward so the company can correct any current or future problems.

Considerable research has been conducted into the problem of sexual harassment in the workplace, although most of it has been undertaken in the United States, particularly since the 1970s. In 1974, for example, a group of women, almost equally black and white and with economic backgrounds ranging from very affluent to poor, discovered a common thread in their employment careers, which Farley summed up, saying:

Briefly defines sexual harassment before using case law in order to demonstrate examples through the years. Looks at new developments concerning sexual harassment in City government and asks what cities have learned from case law. Provides some recommendations for combating sexism and sexual harassment and concludes that there is a need for vigilance. Suggests that much more work is required in this area.

A survey carried out to determine British management’s attitudes to sexual harassment in the workplace is presented. Definitions of sexual harassment and the extent to which legal recommendations are recognised and adopted are outlined. The survey also investigates whether and, if so, what preventive action is being taken and the manner in which complaints of sexual harassment are being handled.

Considerable research has been conducted into the problem of sexual harassment in the workplace, although most of this research has been undertaken in the United States, particularly since the 1970's (Mackinnon, 1979; Rowe, 1981; Collins and Blodgeth, 1981). In 1974, for example, a group of women, almost equally black and white and with economic backgrounds ranging from very affluent to poor, discovered a common thread in their employment careers, which Farley (1980, p.1) summed up, saying:

Professor Anita Hill's testimony in October of 1991 at the Senate confirmation hearings for then Supreme Court nominee Clarence Thomas brought more attention to the issue of sexual harassment than in any other year since the Equal Employment Opportunity Commission (EEOC) published its definitional guidelines in 1980. Recent events such as the Navy's Tailhook incident and current sexual harassment claims filed against several U.S. Congressmen have heightened awareness of the magnitude of the sexual harassment problem.

Attempts to provide employers with a procedural sequence that will reduce their liability in regard to employee sexual harassment claims. Invites employers to include this framework within their employee handbook. Concludes that it is vital employers understand what constitutes harassment and uses case law to provide short examples. Provides arguments advocating the use of the above policy.