Challenging inappropriate behavior Published July 26, 2010 By Rex Jones 21st Space Wing Equal Opportunity Office director PETERSON AIR FORCE BASE, Colo. -- Someone once asked, "What do good people need to do to allow bad things to continue?" The response was, "nothing." The term "sexual harassment" crops up quite often for me. I hear and talk about it every day because of the work we do in the Equal Opportunity Office. You may not hear the term as part of your job, but you may see examples of it or display behaviors of it yourself. It definitely is an issue that needs to be challenged when it surfaces. So, what exactly is sexual harassment? "Exactly" may be too strong of a word because not everyone is offended by the same comments or behaviors. The Equal Employment Opportunity Commission describes sexual harassment as any sexual advances, requests for sexual favors and verbal or physical conduct of a sexual nature that affects careers and creates a hostile work environment. There are two types: "Quid pro quo" and "hostile work environment." The former is similar to putting a carrot in front of a horse's mouth. "If you go out with me, you'll get promoted, good performance reports, or other career benefits." The latter is by far the most common form of sexual harassment. Sexual innuendos, jokes, comments, sexual-oriented magazines, posters, and physical contact that is sexual in nature all contribute to a hostile work environment. In most cases the behavior is unwelcome, one-sided, unacceptable, intimidating and the offender usually doesn't know when to stop. There are times when it's almost easy to blame the victim for not coming forward. The offender could say, "If he/she only told me my jokes made him/her uncomfortable, I would have stopped." Or even, "I asked them if it was all right to tell jokes and they didn't say a thing." That said, let's consider a couple reasons cited in a survey why people don't come forward with their complaints. One is fear of reprisal. Some folks are just plain scared they'll be labeled troublemakers or no longer be part of the team if they file a complaint. Another fear is that no action will be taken to correct the inappropriate behavior. Here are three strategies to encourage reporting and discouraging harassment of this kind. The first must begin with our leader's policy on sexual harassment. For those of you who haven't seen Col. Stephen N. Whiting, 21st Space Wing commander's, policy on sexual harassment, I urge you to do so. It speaks loud and clear: sexual harassment will not be tolerated. So, if you feel tempted to test policy enforcement, don't, you'll lose. Another strategy is for commanders, flight chiefs, and supervisors to emphasize their personal stand on the issue (just remember to walk what you talk). Encourage teamwork and professional behavior at all times and take these types of complaints seriously. Look into the allegations and take swift and appropriate action when necessary. Lastly, take full responsibility for your behavior, whether victim, offender, or even bystander. If you believe sexual harassment is just another "women's issue" you're dead wrong. This most certainly is a mission readiness issue. It affects you, your co-workers, your team and certainly the mission. All of us are responsible for preventing and eliminating sexual harassment.