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