| Since ancient times women have been
| |
| | accordance with company policy and
|
| viewed, in many cultures, as men's
| |
| | governing laws. It is important to
|
| inferiors physically, morally, and
| |
| | realize, for example, that an executive
|
| intellectually. Today, in western
| |
| | team based in the home office in the
|
| cultures, women enjoy more freedom and
| |
| | United States is actually legally
|
| equality than ever before in history.
| |
| | responsible for the actions of their
|
| Despite the gains made by women in recent
| |
| | employees worldwide, including in
|
| years, particularly in the U.S., many
| |
| | subsidiaries in foreign countries.
|
| women worldwide still find that their
| |
| | Working in the international arena can
|
| access to education, employment,
| |
| | be challenging. Many foreign countries
|
| healthcare and political influence are
| |
| | have no laws or regulations concerning
|
| limited because of their gender. These
| |
| | sexual harassment, or they are not
|
| discrepancies continue to exist because
| |
| | enforced, and as a result employees in
|
| many societies still maintain
| |
| | many countries do not understand the
|
| centuries-old social and religious laws,
| |
| | American viewpoint. As a result, male
|
| customs, and traditions that have created
| |
| | managers in the U.S. who are unfamiliar
|
| barriers to education, jobs, and
| |
| | with more traditional societies may avoid
|
| healthcare, as well as deprive women of
| |
| | sending female staff members to represent
|
| their political and civil rights.Sexual
| |
| | their companies to these cultures,
|
| HarassmentSexual harassment is usually
| |
| | fearing that these businesswomen cannot
|
| defined as a form of discrimination in
| |
| | be effective in male-oriented societies.
|
| which sexual advances or requests for
| |
| | This viewpoint, however, may be keeping
|
| sexual favors constitute a condition of a
| |
| | these executives from using what is in
|
| person's employment or advancement in the
| |
| | fact their strongest asset, since women's
|
| workplace. It frequently occurs between a
| |
| | perceived attributes -- being good
|
| male and a female, often instigated by a
| |
| | listeners, mediators, and consensus
|
| male manager or other person in power.
| |
| | builders -- are well-received in
|
| While many countries are starting to have
| |
| | international business. Male managers
|
| laws against such discrimination, it is
| |
| | only need to become knowledgeable about
|
| often reported that the laws are not
| |
| | the situation in other countries and what
|
| enforced.
| |
| | their responsibilities are in the event
|
| Sexual harassment occurs in workplaces
| |
| | of sexual harassment. They can then send
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| worldwide, including the United States.
| |
| | their female staff members with
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| Laws that specifically prohibit sexual
| |
| | confidence.U.S. courts (see offer some
|
| harassment have been enacted in
| |
| | legal remedies and suggestions for
|
| Argentina, Australia, Canada, France,
| |
| | handling discrimination and harassment
|
| Germany, Israel, Mexico, the Netherlands,
| |
| | situations: "The (U.S.) courts have
|
| the United Kingdom and the United States,
| |
| | established that corporations that assign
|
| but many other countries are still in the
| |
| | a U.S. citizen to a post in a foreign
|
| process of studying the problem. There
| |
| | country must treat that employee as if he
|
| are two types of sexual harassment
| |
| | or she were in the U.S., regardless of
|
| defined by U.S. law: quid pro quo and
| |
| | local customs and traditions." Recent
|
| hostile environment. Quid pro quo means
| |
| | Supreme Court cases suggest several legal
|
| that an employee is asked to perform a
| |
| | human resource strategies that can be
|
| sexual act in exchange for a job,
| |
| | used to prevent gender discrimination.
|
| promotion, or other perk. A "hostile
| |
| | The first is: "to educate and prepare
|
| environment" is described as one which
| |
| | employees sent to work in different
|
| contains situations, acts, or items that
| |
| | countries abroad. Should a dispute arise,
|
| can inhibit the productivity of an
| |
| | arbitration or mediation is preferred
|
| employee, such as sexually suggestive
| |
| | over litigation. The best overall
|
| language, behavior, or pictures.Some
| |
| | strategy is to develop and implement a
|
| strategies (as discussed in more detail
| |
| | well-conceived company policy that
|
| below) for employees who experience
| |
| | ensures gender equality" (Cava, A. &
|
| sexual harassment include confronting the
| |
| | Mayer, D., 1993).Management
|
| individual by informing him or her of the
| |
| | ResponsibilityThe elimination of sexual
|
| intrusive behavior and requesting that he
| |
| | harassment starts at home. If your
|
| or she stop it, notifying management or,
| |
| | company doesn't have a company policy on
|
| should management be the offender,
| |
| | discrimination and sexual harassment at
|
| notifying the personnel department or the
| |
| | home, there will be little to back you up
|
| Equal Employment Opportunity Commission
| |
| | if you find yourself facing such
|
| (EEOC). (In the United States, call toll
| |
| | situations in the international
|
| free 800-669-EEOC or see to find your
| |
| | environment. Top management must
|
| local office.) The EEOC will be able to
| |
| | therefore take a proactive role in
|
| provide you with written guidelines for
| |
| | eradicating it from the workplace. There
|
| determining what constitutes sexual
| |
| | are many good reasons for doing so.
|
| harassment and how to deal with it.Sexual
| |
| | Sexual harassment can reduce employee
|
| DiscriminationThe American businesswoman
| |
| | productivity and morale, and consequently
|
| may unwittingly and unavoidably be party
| |
| | it can have a negative impact on a
|
| to conversations and actions that
| |
| | company's bottom line, as well as cost
|
| discriminate against women. For example,
| |
| | firms a great deal in lawsuits.
|
| in Asian businesses it is natural to ask
| |
| | It is the responsibility of the
|
| a female employee to serve tea, and a
| |
| | executive staff to eliminate sexual
|
| woman may be subjected to innocent
| |
| | harassment. Top management must instruct
|
| questions about her age, marital status,
| |
| | its staff that sexual harassment is
|
| and whether or not she has children. In
| |
| | illegal and will not be tolerated..
|
| Korea and Japan, protocol has men
| |
| | Issuing sexual harassment policies,
|
| entering rooms and elevators ahead of
| |
| | scheduling open discussions, expressing
|
| women. In Europe, office talk tends to be
| |
| | disapproval, creating a path for
|
| more flirtatious and sexual in nature,
| |
| | resolution and complaint, and respecting
|
| sprinkled with many off-color jokes and
| |
| | individual privacy should all be part of
|
| puns. Derogatory statements about women
| |
| | the top management plan. A comfortable
|
| in Germany are often expressed openly in
| |
| | environment with open, company-wide
|
| the office, and reference to a woman's
| |
| | communication is key to alleviating any
|
| physique is not uncommon in Italy and
| |
| | inhibitions employees may have about
|
| France. Other countries still view a
| |
| | discussing their experiences.As a first
|
| woman who is alone as a prostitute since
| |
| | step, a company needs a visible,
|
| otherwise her husband, boyfriend or
| |
| | comprehensive policy emphasizing the
|
| family would accompany her. American
| |
| | importance of appropriate behavior:
|
| women often view excessive flattery by
| |
| | harassment and social misconduct toward
|
| Latin Americans as derogatory because
| |
| | its employees will not be tolerated. This
|
| U.S. office policies would not tolerate
| |
| | policy should also state the
|
| such comments.Some women report that
| |
| | ramifications of any violations. Hard
|
| suggestive sexual comments are sometimes
| |
| | copies of the company policy should be
|
| used (consciously or unconsciously) as
| |
| | distributed not only internally but also
|
| negotiating tools in an attempt to throw
| |
| | to customers and suppliers. A copy of the
|
| a woman off her guard. Women must be
| |
| | policy should be available to all
|
| prepared for this and develop the ability
| |
| | employees and visibly posted in work and
|
| to keep control and not show anger or
| |
| | rest areas. The company should have
|
| other emotion. Some tactics women have
| |
| | training programs for its management
|
| used successfully to respond to such
| |
| | staff and its employees on a regular
|
| situations include: giving a polite
| |
| | basis.
|
| verbal reprimand to remind your
| |
| | If you are in management, you can play a
|
| counterparts that you are conducting a
| |
| | key role. Do not overlook or refuse to
|
| business session; suggesting a break
| |
| | acknowledge that problems can occur in
|
| while stating the negotiation has
| |
| | other countries, because this will only
|
| obviously gotten off track; or ending the
| |
| | help reinforce their acceptance. If one
|
| negotiation in its entirety to show
| |
| | of your traveling staff is harassed, it
|
| absolute intolerance and
| |
| | will interfere with the productivity of
|
| disapproval.Gender Issues in EuropeMost
| |
| | your business dealings. Harassment also
|
| women in Europe are still battling the
| |
| | violates U.S. law. It is frustrating for
|
| glass ceiling even more than women in the
| |
| | an individual who has faced sexual
|
| U.S. There are fewer women in upper
| |
| | harassment to work with or for staff who
|
| management and more hierarchical issues
| |
| | do not understand the seriousness of the
|
| with which to grapple. Furthermore,
| |
| | offense, or travel with a manager who
|
| European women are still expected to
| |
| | does not speak or act on behalf of
|
| handle all responsibilities relating to
| |
| | employees.Individual
|
| home and family. This interferes with
| |
| | ResponsibilityPrepare yourself for the
|
| their ability to hold down a job unless
| |
| | possibility of encountering sexual
|
| they are wealthy enough to have hired
| |
| | harassment when you travel abroad. When
|
| help at home. Shopping hours are still
| |
| | you are visiting countries that are
|
| not convenient for working women and day
| |
| | male-dominated and still have little
|
| care is often not available. Younger
| |
| | awareness of women's rights, your actions
|
| women do not have the role models of
| |
| | may actually have a greater impact on
|
| older women in the business world, so
| |
| | foreign men than written policies. In
|
| they must often work harder to establish
| |
| | these situations, men won't expect women
|
| credibility and to break into the upper
| |
| | to assert themselves, and if you strongly
|
| ranks of business. Derogatory comments
| |
| | voice your disapproval of inappropriate
|
| about women appear to be more accepted by
| |
| | behavior, these men will often back down.
|
| the public. For example, in England the
| |
| | Also, most businessmen would not want to
|
| derogatory terms "cow" and "bird" are
| |
| | lose a business deal by offending
|
| widely used, even on TV, and in films, to
| |
| | someone.Most women report that while
|
| refer to women. In France and Italy it is
| |
| | their business days go smoothly, the
|
| not unusual for males to touch women
| |
| | after-hours socializing that occurs in
|
| inappropriately.Gender Issues in
| |
| | some countries can become a challenge. It
|
| AsiaAsian culture has traditionally
| |
| | is still common, for example, for Asian
|
| placed more value on male offspring and
| |
| | men to go out drinking after work. While
|
| on the male roles of ruler, protector,
| |
| | drinking, they feel more comfortable
|
| cultivator, and breadwinner. The male is
| |
| | about voicing their inner feelings. If
|
| out in the world, while the female
| |
| | you are the lone woman in your group, you
|
| remains at home to manage the household
| |
| | may become the target for questions that
|
| and raise the children. Asian males have
| |
| | would not be asked during working hours.
|
| consequently been in a dominant position
| |
| | In Asia, drinking excuses what Americans
|
| over Asian women and have largely
| |
| | may consider appallingly inappropriate
|
| controlled their means of
| |
| | behavior. While the American may remain
|
| livelihood.Centuries ago male
| |
| | upset if he or she feels anything
|
| philosophers, China's elite, developed
| |
| | untoward has occurred during an evening,
|
| precepts of behavior -- notably passivity
| |
| | the incident is generally ignored by the
|
| and obedience -- that women were
| |
| | Asian participants the next day as they
|
| expected, or forced, to follow. Women
| |
| | carry on with business as usual. In Latin
|
| were subordinated to their fathers,
| |
| | America, women are often the targets of
|
| brothers, husbands, and even sons.
| |
| | flattering comments about their
|
| Historically, marriages in Asia were
| |
| | appearance by Latin American men,
|
| arranged not for love, but for family
| |
| | sometimes to the point that it feels
|
| connections. The bride usually lived
| |
| | intrusive to the women.Should you be
|
| under the domination of the husband's
| |
| | subjected to what you feel is sexual
|
| mother and frequently faced competition
| |
| | harassment, remain calm and professional.
|
| from secondary wives and concubines. Her
| |
| | This attitude will have much more impact
|
| husband was allowed to repudiate his
| |
| | than if you become upset or angry. In
|
| wife, especially if she did not produce a
| |
| | many cases men may have been trying to
|
| male heir. If the husband died, the wife
| |
| | incite you or test your resilience. In
|
| could not easily remarry. She had no
| |
| | most cases you can either respond with a
|
| economic independence, was frequently
| |
| | calm statement of disapproval, or you can
|
| illiterate, and had no property rights.
| |
| | show your disapproval by remaining
|
| Infanticide limited the number of female
| |
| | silent. If you are in a situation that
|
| children.Today, Asian countries continue
| |
| | has become particularly unpleasant, you
|
| to be patriarchal societies with strong
| |
| | can always leave.If you are traveling
|
| traditions. When a woman marries, she
| |
| | overseas on business and have been
|
| generally joins her husband's family, and
| |
| | accosted, you are still protected as an
|
| her ties with her own family weaken. The
| |
| | employee of an U.S. firm, and should take
|
| couple either lives with the husband's
| |
| | action in accordance with your firm's
|
| family or, as is occurring more
| |
| | sexual harassment policy. It is always
|
| frequently, on its own. If there is a
| |
| | best to report the incident rather than
|
| divorce, the father often gets custody of
| |
| | being passive and keeping it to yourself.
|
| the children. Divorce is considered
| |
| | This way, if the perpetrator is an
|
| shameful and is rarely discussed. Divorce
| |
| | employee of your firm, he can be
|
| rates, which used to be very low in East
| |
| | corrected or reprimanded, and if he is
|
| Asia, are growing however, as women
| |
| | employed by another firm, at least your
|
| become more economically
| |
| | executives will be aware of the issue
|
| independent.There is an old Chinese
| |
| | when deciding whether to enter further
|
| saying: "Women are the moon reflecting
| |
| | business dealings with that company.Be
|
| the sunlight," meaning women reflect the
| |
| | Prepared- If you are single, avoid
|
| glow of men. Young, educated East Asian
| |
| | talking about your personal lifestyle or
|
| women increasingly reject this old
| |
| | dating, as these subjects can lead to
|
| saying. They emphasize their
| |
| | uncomfortable conversations. In
|
| individuality, independence, personal
| |
| | particular, do not discuss your marital
|
| responsibility, hard work, and careers,
| |
| | situation if you are divorced or living
|
| even as they try to maintain their
| |
| | with someone.- If you feel that a
|
| femininity. Yet the few recent studies of
| |
| | conversation is inappropriate, don't
|
| Asian women indicate that many still feel
| |
| | respond. Just change the subject.- Avoid
|
| inferior to men and worry about managing
| |
| | situations where any unwanted intimacy
|
| a career and a family. Job discrimination
| |
| | may be initiated, such as dinners for
|
| is still practiced in Asia. "Family
| |
| | two.- Be careful that your actions cannot
|
| connections" are very important in
| |
| | be interpreted as being either aggressive
|
| obtaining desirable jobs. Stereotyping
| |
| | or flirtatious.- If your international
|
| women as the weaker, less capable sex
| |
| | hosts insist on opening doors for you or
|
| still prevails.Gender Issues in Latin
| |
| | holding your chair at the dining table,
|
| AmericaThe concept of "machismo" is
| |
| | graciously allow them do so. Remember
|
| important in Mexico and other Latin
| |
| | they are trying to respond appropriately
|
| American countries, although American
| |
| | when working with women.- Avoid eating or
|
| businesswomen will encounter more macho
| |
| | drinking alone in strange restaurants,
|
| attitudes in Mexico than in any other a
| |
| | since you may be viewed as a pick-up
|
| part of Latin America. The word "macho"
| |
| | target. Ask your hotel concierge for
|
| does not carry a negative connotation in
| |
| | restaurant recommendations.Responding to
|
| Mexico, as it does in the U.S. For a
| |
| | Uncomfortable QuestionsWhen you are asked
|
| Mexican, the word "macho" implies
| |
| | a question you consider uncomfortable or
|
| strength, valor, self-confidence and
| |
| | inappropriate, use short, standard
|
| masculinity, which are all considered
| |
| | answers to discourage further
|
| positive qualities. There is also an
| |
| | questioning. For example, many women are
|
| underlying assumption in the culture that
| |
| | asked their marital status, their age,
|
| men are supposed to be stronger, braver,
| |
| | and, if married, about dual careers.
|
| wiser and more sexually knowledgeable
| |
| | While these questions may be unusual,
|
| than women. Displays of machismo include:
| |
| | they are often more commonly asked in
|
| showing courage in a bullring,
| |
| | foreign countries as a form of interest
|
| risk-taking, taking part in bar room
| |
| | about you, a woman who may be very
|
| confrontations, and displaying sexual
| |
| | different than women in their own
|
| prowess by bragging about sexual
| |
| | country. You can answer these in a polite
|
| conquests or by having a large family. To
| |
| | manner while suggesting that the
|
| be macho also requires the repudiation of
| |
| | questions are not appropriate by giving
|
| all characteristics considered feminine,
| |
| | answers such as "My career keeps me very
|
| such as unselfishness, kindness,
| |
| | busy," or "I am younger than I look."
|
| frankness and truthfulness.
| |
| | Ignoring the question and changing the
|
| The proof of a man's maleness in this
| |
| | subject is a simple way of redirecting
|
| culture is his ability to completely
| |
| | the conversation. If the questions are
|
| dominate his wife and his children and to
| |
| | more direct and aggressive and sexual in
|
| have sexual relations with any woman he
| |
| | nature, be assertive and answer, "This is
|
| desires. A double moral standard exists
| |
| | not an appropriate question to ask," or,
|
| between the fidelity expectations placed
| |
| | if the questioner continues to be
|
| upon males and females in Mexico and
| |
| | uncooperative, try to embarrass him by
|
| Latin America. A woman's primary
| |
| | telling another group member about your
|
| obligation is to make a home and
| |
| | discomfort. Silence can also be very
|
| procreate; she is dedicated to a life of
| |
| | effective.Strategies for responding to
|
| service and no infidelity on her part is
| |
| | uncomfortable questions also
|
| tolerated. However, men who maintain
| |
| | include:- You may be asked seemingly
|
| mistresses are within their legal rights
| |
| | intrusive questions about your marital
|
| as long as they are discreet about their
| |
| | status and whether or not you have
|
| affairs. A man can frequently divorce his
| |
| | children. Prepare some stock answers or
|
| wife if she commits adultery, but the
| |
| | change the topic of conversation to one
|
| wife can only divorce her husband if the
| |
| | that is more comfortable for you.- You
|
| act took place in their home.Macho men
| |
| | might be invited to a bar after dinner.
|
| will often express an air of superiority
| |
| | Whether or not you want to attend is your
|
| when it comes to dealing with American
| |
| | choice. It's not impolite to say no,
|
| women in business. They may be overly
| |
| | giving jet lag or business commitments
|
| polite and attentive to a woman, but in a
| |
| | such as faxes, e-mails, or phone calls as
|
| patronizing way. Machismo may be
| |
| | an excuse.- If your host exhibits
|
| expressed in terms of canceled,
| |
| | inappropriate behavior, inform him that
|
| forgotten, or ignored meetings, and other
| |
| | you are uncomfortable and that you want
|
| frustrations and delays. Businesswomen,
| |
| | him to stop.- f you are traveling
|
| especially when traveling alone, should
| |
| | with a team, have other team members join
|
| expect a high likelihood of unwelcome
| |
| | you in expressing dissatisfaction with
|
| sexual advances. Examples of this
| |
| | the situation. This will usually end the
|
| include: overly long eye contact, the
| |
| | unwanted behavior, since to continue it
|
| pressing of legs under the table, and an
| |
| | will cause bad feelings.- If you are in a
|
| overemphasis on how appealing a woman
| |
| | social setting that is becoming
|
| looks. Most businesswomen advise against
| |
| | uncomfortable, inform your host that you
|
| entertaining a man alone. Instead, they
| |
| | are uncomfortable and would like to
|
| suggest that a group be arranged. They
| |
| | leave. Politely request that he call you
|
| also emphasize that a woman should
| |
| | a taxi. If he does not cooperate, ask the
|
| establish herself as a businesswoman even
| |
| | establishment's staff to call one for
|
| at her hotel, and dress conservatively in
| |
| | you.- If no action is taken, get ready to
|
| business suits.Strategies for CopingIt is
| |
| | leave and state the reasons you are
|
| important for you, your team, and your
| |
| | leaving. There is no reason to stay in a
|
| managers to understand the strategies you
| |
| | situation that is uncomfortable for
|
| should pursue if you find yourself in a
| |
| | you.- An employee who desires to leave
|
| compromising situation. Managers should
| |
| | while his or her colleagues desire to
|
| be well-versed on their responsibilities
| |
| | stay should do so and not feel badly
|
| in cases where women have been harassed,
| |
| | about "breaking up the fun.
|
| and they should understand how to act in
| |
| |
|
