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Sexual Harassment Will Not End As Long As Women are in the Military

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In the modern society, sexual harassment is perceived as an offence. According to the legal definition, it refers to unwelcome visual or physical behavior of a sexual nature that may affect working conditions of a particular sex. Despite the widespread awareness of sexual harassment at the workplace, it remains a common social and legal problem.

Unfortunately, women fall victims of sexual violence in many places. For every ten of them in the United States, at least one suffers from sexual assault or rape in life. Nowadays, a huge percentage of the total military personnel consists of women. Women in the military face higher levels of sexual harassment and rape than those in civilian life. This paper focuses on sexual harassment in the military.

Main Body

Sexual harassment is considered to be a type of sexual and psychological abuse that is against the law. In the U.S. federal law, workplace sexual harassment is perceived to be gender-based discrimination. It can occur, when an employee is handled unfairly, because of the gender. Rogers and Henson (34) in their study on sexual harassment at the workplace focused on the factors of sexual harassment and its extent. They indicated that women were more vulnerable to sexual harassment rather then men. Such violence may appear in different forms: verbal and visual sexual harassment as well as physical sexual abuse and rape.

Laws and policies have been designed purposely to protect individuals from sexual harassment. Regardless of numerous efforts to establish sexual harassment policies, the problem still remains unresolved, especially in the military.

Military management has been identified violations of the sexual harassment policies that have negative effect on the majority of women. Subordinates cannot raise this issue because of fear to lose job. In order to protect women from this social problem, the national government should establish agents outside the army. According to Equal Rights Advocates, a definition of sexual harassment in sexual harassment policy is not sufficient.  Thus, it makes ineffective protection.

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In advocating of the sexual policy, which covers the rights and interests of all, the policy makers should establish the broad definition of the term “sexual harassment”. Notably, sexual harassment policy does not define legal procedures against individuals, who retaliate after being brought to justice. The policy should have laws, which protect complainants from any retaliation (Boland 34).

Boland (56) gives recommendations on this issue in her book Sexual Harassment: Your Guide to Legal Action: What You Should Know and What You Can Do. The author emphasizes on the strong policy that encourages victims to forward their cases and principals to take prompt action against sexual criminals.

Sexual harassment in the military can be particularly destructive to a victim’s life. This institution is built on masculine ideals. The Defense Equal Opportunity Council (DEOC) Task Force on Discrimination and Sexual Harassment was created in the military to improve the procedure of complaint registration. Thus, in spite of its arguments of promoting women’s equality, the military need the women, but with preserving of male dominance (Burke).


This paper aimed to establish sexual harassment cases in the military. Sexual harassment protection develops, but it is still unperformed task. In fact, the problem has not become a less significant subject. Sexual harassment policy has been established in an attempt to address the sexual rights of both men and women particularly in the workplace. However, the policy does not favor women due to various limitations. In order to address women’s concerns, the policies should be revisited and reviewed. The question of sexual harassment must be among a country’s priorities. The government should adopt relevant prescribing laws. Thus, the problem can be solved only by law regulation. On the contrary, sexual harassment will not end as long as women are in the military.

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