Media Reaction (Sexual Harassment) - "North Country"

Media Reaction Response:

Please help me so that I can write a response reviewing the motion picture "North Country" that discusses or illustrates the portrayal of sexual harassment in the media.

In this response, address the following questions in relation to the selected motion picture.

a. Did the motion picture attempt to address the issue of sexual harassment as represented in the American landscape?
b. To what extent do the media rely on stereotypes when depicting a certain group?
c. Discuss your company's sexual harassment policy.
d. Discuss your stance on sexual harassment in the work place .
e. Assess whether or not you believe the selected motion picture fostered a better understanding of sexual harassment. Justify you answer.

I am looking for new ideas and suggestions.

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... and superficial. (See full article available on-line at http://www.associatedcontent.com/article/32112/sexist_stereotypes_in_the_media.html?cat=9)

In a recent analysis of the media on female sexual stereotypes it reports: "One type of publication that features many sexist ads and stories are men's magazines. This is not limited to Playboy and other X-rated material. Magazines such as those are only to be sold to adults, but even children can buy magazines such as the ever-popular Maxim. Maxim is the one of the most popular "men's magazines" in America (Brooks). There are currently over 2.5 million subscribers (Brooks). Maxim contains countless sexist references and jokes. This publication features woman dressed very provocatively, and often in very sensual poses. Articles in this magazine discuss different suggestions and schemes for "getting laid" (Brooks). This, as well as getting a good look at nearly nude women, is the primary focus of this magazine" (http://www.associatedcontent.com/article/32112/sexist_stereotypes_in_the_media.html?cat=9)

c. Discuss your company's sexual harassment policy.

This asks you to discuss your specific company's policy. Generally, it is recommended that company sexual harassment policy has certain components, and should include certain elements to be considered a proper sexual harassment policy including:

? A statement of policy. An appropriately high decision maker, such as a company president or human resources department vice president, should set forth a firm policy banning sexual harassment, and identifying himself or herself as the person ultimately responsible for preventing harassment at the company.

? Definition of sexual harassment. A broad definition should be set forth that includes illegal sexual discrimination; unwelcome advances; requests for sexual favors; and any other verbal, visual, or physical conduct of a sexual nature. It should make clear that submission to any of that conduct cannot be made, explicitly or implicitly, a term or condition of employment, or used as a basis for any employment decisions. It must ban all behavior that has the purpose or effect of unreasonably interfering with an individual's work performance, or creating an intimidating, hostile, or offensive work environment. It should include examples of sexual harassment, while making very clear that the list of examples is not intended to be all-inclusive.

? Non-retaliation policy. It is critical that the policy, and company practice, protect complainants and witnesses from any retaliation from any source as a result of initiating or supporting a sexual harassment allegation.

? Specific procedures for prevention. The policy should make sexual harassment a disciplinary offense, and reserve the right to terminate an employee who is found to take part in that conduct. For employers who can do so, it should establish training programs in sexual harassment prevention, and urge employees to raise and resolve their concerns at an early stage. Where an employer has a history of sexual harassment that has been the subject of prior litigation, or that is widely known within the company, a training program is a critically important policy to consider. However, neither a commitment to training, nor any other written promise, should be put in a sexual harassment policy document unless it ...