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- 저자 : 이명선(Lee Myoungseon) (검색결과 1 건)
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직장내 '성희롱'에 대한 이해와 대처방안의 모색 - 지침서 계발을 중심으로 -
장필화(Chang Pilwha),김정희(Kim Jeonghee),안연선(An Yeanson),이명선(Lee Myoungseon),이미경(Lee Mikyung) 이화여자대학교 한국여성연구원 1995 여성학논집 Vol.11 No.-
This paper is the study of sexual harassement at work in Korea. The study subjects are as follows; (1) the conception of sexual harassement(the range and the standard of sexual harassement) (2) the concrete circumstances of sexual harassement at work; the damage and suffering result from sexual harassement at work (3) the structure in which sexual harassement has occured has been continued. (4) sexual harassement concerning measures which employees, employers, trade unions, states should take. For this study, we first looked into the preceding researches and on the basis of this study, we performed interview about 30 persons, which consist of white color and blue color workers, technicians and professionals. In addition to that, we sincerely considered the concerning professionals' advice and consultation in order to develop a Recommendation and a Code of Practice for action on the issue. 1. The conception of sexual harassement Sexual harassement at work is any conduct of a sexual nature unwanted by the recipient and gender stereotyped action. Sexual harassement occures at any time and space, but mainly results from power relationship at work. Sexually motivated sexual harassement includes the visual, the verbal, the physical contact, displaying pornographic images and sexual propositions. Sexual harassement on the basis of gender stereotype includes sexist verbals, conducts and the forced gender division of labour. Sexual harassements are also divided into hostile environment sexual harassement and quid pro qu sexual harassement by the motive and the result of that. And the view of sufferer is importantly considered in the judgement whether a conduct is sexual harassement or not. 2. The concerete circumstances of sexual harassement According to one research, women, who suffered sexual harassement, amount to 87 percent of the whole sample. This research says sexual harassement at work is widely spread. Turning a blind eye to sexual harassement costs time and money. Organizations should think seriously about the cumulative cost of replacing staff affected, paying sick leave to employees who miss work because of stress, and the implications of reduced individual and group productivity-all expensive drains on the morale and efficiency of workplace teams. 3. The structure and mechanism of sexual harassement at work Sexual harassement bases on the unequal power relationship. The power relationship includes powers resulting from hierarchy at work and socially-accorded gender power. Power relationship at work has occured and has been continued on the basis of un equal position and power between sexes, gender division of labour and sexual role joined with `women's work'. In this respect sexual harassement is sexism at work and bases on the sexist culture of our society. The sexist culture includes commodization of sex, stereotyped expect of feminity and masculinity and male chauvinism. 4. Prevention and procedures of sexual harassement at work The prevention and solution of sexual harassement at work require many sides approaches and endeavors. An employee is a basic unit of the prevention and solution of sexual harassement. First of all one should perceive sexual harassement obviously in order for work-place free of sexual harassement. So we compared the wrong streotyped/distorted sexual harassement with the real and proposed the guideline for prevention and precedures to solve the sexual harassement. It is recommended as a good practice that trade unions should come sexual harassement into question formulate and statements on sexual harassement in the workplace, in order to create a climate in which it is neither condoned nor ignored. Employers should observe Equal Employment Opportunity Law in order for work circumstances free of sexism and perform the sex education program. The program must include the managers as well as employers. It is recommended that the development
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