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