Quid Pro Quo Harassment
Quid Pro Quo Harassment is a workplace harassment form. Here, powerful position holders, in exchange for job benefits, demand sexual favours. Quid pro quo, in Latin, it denotes- this for that. The words capture aptly the essence of this type of harassment. It includes implied/direct requests for the sexual favours. It's asked in exchange for the employment benefits like salary increases, promotions & more. Such a harassment type is unethical and illegal under varied employment laws.
Quid Pro Quo Harassment Definition
Quid Pro Quo Harassment meaning is a situation wherein the submissions made to the unwelcome sexual conduct/advances get made implicitly/explicitly as the condition for the employment of an individual. It can happen when the rejection/acceptance of the conduct is used as the basis of employment decisions. It thereby affects the individual. To say, if it's implied by the supervisor that one's job security/promotion chances remain dependent on the individual's willingness towards sexual relationship engagement, it's Quid Pro Quo Harassment.
Quid Pro Quo Harassment examples help us understand this harassment form better. One such example is a salary increment, where the supervisor hints at the increment based on the employee's willingness to spend the night with him. Another example is when the subordinate refuses to engage in a sexual relationship with the executive, and he gets warned of getting poor performance reviews and even termination at times. The examples here indicate power imbalance present in Quid Pro Quo Harassment cases. It makes it difficult for a victim to say no without risking career/job progression.
Quid Pro Quo Harassment in the Workplace
For every individual part of an organization, the workplace must remain one safe environment. The employees could feel at peace to performing duties without harassment/coercion, or fear. The harassment causes disruption to the environment. It creates an unethical/hostile work culture. To address the Quid Pro Quo Harassment needs a multifaceted approach.
- Organizations must bring in written and clear policies. It must define as well as prohibit harassment. Policies must also outline the process to report harassment. Last of all, it must have consequences for anyone who chooses to engage in it.
- Providing regular training for educating employees about harassment will help. It must also bring out how to report it. Managers and supervisors must also take active learning in training. It will help them understand how to handle any complaint in the right way.
- Confidential reporting mechanisms must be set up by companies. There must be a support system for the victims of harassment, too. It includes giving counselling services or ensuring complaints get taken seriously with proper investigation.
- Commitment to address/prevent harassment, it must begin at the top. The managers and leaders must model respectful behaviour. They must create one inclusive environment with a no-tolerance policy towards harassment.
Taking Action on Quid Pro Quo Harassment
If it's believed that one is a Quid Pro Quo Harassment victim, it's important to document incidents. It's also important to report it to the organisation's human resource department/trusted authority. To keep a detailed harassment record, including,
- Dates
- Locations
- Times
- Witnesses are crucial to support the case.
Also, to seek the legal advice might be necessary for understanding rights. It will also help to find the best course of the action.
Final Words
Quid Pro Quo Harassment is one serious issue. It undermines the safety & integrity of the workplace. To understand what it is, to recognize signs and to know the way to address it, it can help to work towards having an equitable/respectful work environment. Via stronger education, policies & leadership commitment, the organizations could ensure that the employees feel the safety. They can also ensure that the employees are valued and remain free from harassment or even coercion.
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