Harassment at work? Empowerment and autonomy as coping strategies of young workers

There is a considerable number of researches about workplace violence, but few relate young workers and work harassment. This study aimed to investigate the reported perceptions of young apprentices and trainees about moral harassment at work and related coping strategies. Forty adolescent workers (22 men and 18 women) between 15 and 20 years old who received training by a non-governmental organization in S?o Paulo, Brazil, participated in the study. Data collection included individual and collective interviews. It was used an in-depth semi structured interview protocol. The discourses were analyzed using the hermeneutic-dialectic frame. Results showed that young workers reported little or no knowledge of strategies to cope with moral harassment at work, showing vulnerability to the effects of aggression. Effective coping strategies at work should embrace two important concepts of health promotion: empowerment and autonomy.     

Sexual Harassment of Women Working as Room Attendants within 5‐Star Hotels

Given the gendered power relations and the isolated nature of women hotel room attendants' working environments, guest‐initiated sexual harassment experienced by room attendants is a significant, under‐investigated problem. This study of women attendants' experiences of sexual harassment was conducted in 5‐star hotels located on the Gold Coast — a notable tourism destination — of Queensland, Australia. Adopting a socialist–feminist critical theory epistemological perspective, the study used a qualitative constructivist grounded theory methodology. The research reveals the pervasiveness of sexual harassment experienced by women hotel room attendants. In particular, this study illuminates the varied forms, meanings and consequences of sexual harassment in a particular organizational context. In focusing on the interacting effects of the gendered nature of the hotel workplace and the hotel workplace culture, the near‐complete ‘normalization’ of sexual harassment within the hotels is revealed. This outcome is a source of considerable concern, with implications for the industry, for employment relations institutions and for public policy.     

Feminist social movements and whistleblowing disclosures: Ireland's Women of Honour

Feminist social movements based on workers disclosing sexual harassment and sexual violence have had a dramatic impact on workplaces worldwide. But what are the specific dynamics shaping organizations founded on acts of disclosure? Organizational whistleblowing research has overlooked this topic, while literature on feminist social movements has not, to date, focused on whistleblowing disclosure as a shared experience prompting collective action. In this article I address these lacunae. I isolate disclosure-based feminist movements (DFMs) as a specific, and important, organizational form, and I draw on relevant insights from whistleblowing theory to shed light on the dynamics therein. I find that first, DFMs are founded on a distinct kind of whistleblowing where members speak out about personally-experienced embodied violence. Second, movements are galvanized through affective connections formed through the sharing of such experiences, and third, the perceived credibility of individual disclosures are uniquely enhanced through the salience emerging from collective speaking. Extant whistleblowing theory—and literature on feminist social movements—fails to account for organizations based upon embodied and collective experiences of disclosure. In this article a novel theoretical framing based on feminist theory is developed, emphasizing embodied, affective forms of parrhesia involving collective salience that counters whistleblower reprisal. Ideas are illustrated throughout with insights from an exemplar case within the worldwide military #MeToo movement: Ireland's Women of Honour. Contributions for scholarship on feminist social movements and organizational whistleblowing conclude the article alongside insights for practice.     

Risk and Ideology in Sexual Harassment

One explanation of sexual harassment is that it is the result of differences in organizational or individual authority between harasser and victim. A competing conceptualization suggests that much of what is termed sexual harassment is the result of a particular definition of the situation by women possessing nontraditional or feminist gender-role ideologies. Using a sample of university faculty, students and staff, this study examines the relationship among organizational position, demographic risk factors, and gender-role ideology on the self-reported incidence of sexual harassment. The findings show little relation exists between the various risk factors and the report of harassment in this sample.     

African-American Women in the Workplace:

This article looks at the perceptions and professional perspectives of African-American female EAPs who work with African-American women in various industries. It provides an exploration into the attitudes of African-American women about several workplace and personal issues including:

• sexual harassment and discrimination

• racial discrimination

• career opportunities

• work assignment disparity

• organization culture and sensitivity

• organizational supports

These concerns have been examined against a backdrop of actual demographic changes that have occurred for minority and all women over the last decade. The author has used her own experiences as an EAP professional for the last ten years, in addition to those of other African-American women EAPs, in order to highlight and identify the central issues of concern for Afiican-American female clients. The data were gathered through indepth, face-twface interviews with six African-American female Employee Assistance professionals. Their experiences illustrated the difficulty that EAPs are still having in effecting the problems of sexual discrimination and harassment, racial discrimination, and general career barriers that African-American women face in the workplace. As our current cadre of intervention strategies are not yet successful, new approaches are called for as we move toward ihe next century, especially if EAPs are to enhance our effectiveness in helping clients confront some of the most significant problems they face.     

Correlates of women's sexual assault disclosure to informal and formal support sources

Deciding which people to tell about sexual assault is an important and potentially consequential decision for sexual assault survivors. Women typically receive many different positive and negative reactions when they disclose sexual assault to social support sources. A diverse sample of adult sexual assault survivors in the Chicago area was surveyed about sexual assault experiences, social reactions received when disclosing assault to others, attributions of blame, coping strategies, and PTSD. Analyses were run to identify demographic, assault, and postassault factors differentiating women disclosing to informal support sources only from those disclosing to both informal and formal support sources. Women disclosing to both formal and informal support sources experienced more stereotypical assaults, had more PTSD symptoms, engaged in less behavioral self-blame, and received more negative social reactions than those disclosing to informal support sources only. Implications for future research and intervention are discussed.     

Gender,autonomy and return migration: negotiating street harassment in Lima,Peru

In this article, I approach street harassment broadly as a phenomenon to which women relate globally and as one that affects multiple aspects of their lives, or more specifically their experiences of return migration to Lima, Peru. I propose that street sexual harassment contributes to a restricted sense of autonomy among women return migrants in Lima. I emphasize that, given its pervasiveness, a consideration of street sexual harassment in relation to return migration contributes to a richer, gender‐conscious understanding of women's everyday experiences as return migrants. In examining a little studied yet significant form of everyday violence against women in the context of return migration, this article contributes to the growing literature on the intersections of gender, autonomy, and migration. More specifically, I draw on the experiences of middle‐ and upper‐class Peruvians to examine these intersections.     

‘But It's Your Job To Be Friendly’: Employees Coping With and Contesting Sexual Harassment from Customers in the Service Sector

This article analyses how employees in the service sector respond to sexual harassment from customers and attempts to explain why this is so. There are only a small number of previous studies examining the issue of customer‐perpetrated sexual harassment. Those that have been conducted have detailed the nature and prevalence of sexual harassment from customers, but this research lags behind employee experience and some emerging policy responses to this issue. The extant literature, whilst growing, remains largely limited to documenting the phenomenon. In this article, we attempt to create a deeper analysis of customer‐perpetrated harassment by conducting a new review of the literature to develop propositions about how employees respond to it and the factors that influence their responses. These propositions are analysed in relation to a qualitative pilot study with 15 interviewees who had experienced sexual harassment from customers to understand how they reacted and why. The article shows how the social norms and precarious working conditions of the service sector constrain employees from seeking formal redress, leading to the enactment of informal coping strategies and temporary contestations of the situation. This research is important for building our understanding of the influence of workplace context for framing employee responses to customer sexual harassment.     

Sexual Harassment as an Exercise of Power

This article argues that the key to the explanation as to why sexual harassment is a feature of organizational life lies in the issue of power. Yet there has been little attempt to link sexual harassment with theories or explanatory models of power. This article first takes Lukes's (1986) three‐dimensional model as a framework to explore how harassment may be understood as an exercise of power at different levels then shows how radical feminist and post‐structuralist analyses overlap with and are distinct from Lukes's third dimension of power.     

An examination of sexual strategies used by urban southern and rural Midwestern university women

The purposes of this study were (a) to determine whether women's use of persuasion, non‐physical coercion, and physical force strategies to obtain sex from a man varied between U.S. women from an urban Southern and rural Midwestern university and (b) to determine if sexual behavior history and early courtship behavior affected the use of these strategies (or not using any strategy). Women from the Midwest and the South did not differ in their use of sexual strategies. There were, however, other variables that accounted for differences in women's use of sexual strategies. Women who used persuasion strategies had fewer lifetime sexual partners than women who used any other strategy. Women who used physical force strategies reported a lower age at first intercourse and more early courtship behaviors than all others. Overall, the results indicated that sexual strategies are related to sexual behavior history and early courtship behaviors rather than cultural setting or demographics.     

Sexual Harassment in the Creative Industries: Tolerance,Culture and the Need for Change

The economic, social and cultural contributions of the creative industries are essential elements of many societies and their governments' policies. However, there is growing evidence that precarity, competition and lack of regulation within these industries is exacerbating inequalities with respect to gender, race and class. With a focus on gender and sexual harassment among female workers, this study involved 32 in‐depth interviews with women working in the Netherlands' creative industries. Data were analyzed using content analysis. Findings suggest that sexual harassment is prevalent, and many women considered it to be part of their occupational culture and career advancement. Four factors influenced this phenomenon: competition for work; industry culture; gendered power relations; and the importance of informal networks. Implications include the need for a climate of non‐tolerance, sector‐specific research and guidelines, sensitivity training and further work with unions and professional associations to provide worker protection strategies traditionally undertaken by organizations. The article concludes that effective sexual harassment prevention requires action at the individual, educational, sectoral and governmental levels, beginning with public conversations to convey the message that sexual harassment is never acceptable.     

Attribution Patterns in Women With and Without Orgasmic Difficulties

People with sexual problems are more likely to attribute negative sexual experiences to themselves, in contrast with sexually functional individuals who attribute negative sexual experiences to external factors such as the circumstance or situation. We investigated attribution patterns in women reporting difficult or absent orgasm—a group only minimally investigated in this regard—to determine whether they differed from women without orgasmic problems. Using an internet-based approach, we compared attribution responses of 376 women with orgasmic difficulty with 367 women without orgasmic difficulty to five sexual scenarios, two presenting positive sexual experiences and three presenting negative sexual experiences. Women with orgasmic difficulty were more likely to take blame for any negative sexual experience, including ones not related to orgasmic difficulty. They were also more likely to attribute responsibility to their partner’s lack of skill, whereas orgasmic women attributed negative outcomes more to circumstance. Women with orgasmic difficulty were also less likely to assume credit or responsibility for positive sexual experiences. Differences between orgasmic and non-orgasmic groups persisted or were augmented when age and arousal difficulty were controlled. These results emphasize the stark contrast in the way women with and without orgasmic problems approach sexual situations and suggest several therapeutic strategies.     

How a Divorcee’s Sexual Life Is Socially Constructed and Understood in the Iranian Culture

Sexual well-being is an important factor in postdivorce adjustment and presents various challenges for divorced women in Iran. With an alarming number of marriages ending in divorce in Iran, the postdivorce sexuality adjustment process has become a major concern. Meanings attached to the sexuality of a divorcee necessitate different adjustment and coping strategies among women. How these meanings are generated, negotiated, and modified in Iranian contexts has yet to be explored. We used a grounded theory approach to analyze the extensive, rich data obtained through sustained interaction with the informants as well as through in-depth individual interviews and focus group discussions. “Sociosexual problems” was found to be one of the main domains in our study. Participants experienced a negative impact from divorce on their sexual lives, including sexual interactions. Social isolation and social exclusion resulted from the avoidance of stereotypic interactions and were often a consequence of difficulties with concealment of sexual needs due to stigma. Women discussed a range of negative experiences arising in response to their sexual needs in postdivorce life. The analysis revealed the complexities of gendered postdivorce sexual trajectories. Based on the findings, articulating a sexual health model specific for divorced women seems important.     

Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors

This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.     

Still stressful after all these years: a review of lesbians' and bisexual women's minority stress

This article reviews the conceptualization of, and empirical literature on, lesbians' and bisexual women's sexual minority stress. In much of the early research, the experiences of sexual minority women and men were considered together (or women's experiences were inferred from men's), obscuring important differences. There is empirical and theoretical justification to consider the experiences of women and men separately and to develop and evaluate comprehensive models of sexual minority stress for women. Existing conceptualizations of sexual minority stress that include assessment of discrimination, victimization, harassment, concealment, internalized homonegativity may be applied, and perhaps adapted, to facilitate understanding of the unique stressors associated with women's sexual minority status. Future research must include mediators of the relationship between stressors and outcomes such as individual (e.g., coping and resilience) and group (e.g., social support, identification with a sexual minority community) resources. It is also essential to understand what factors may buffer the deleterious effects of these stressors.     

We are strong and we are resilient: Career experiences of women engineers

With the purpose of breaking down socially derived, implicit assumptions regarding women and highlighting their resilience and strength within organizations, this study focused upon career experiences of women engineers. Findings indicated women constantly navigated gendered social and organizational norms to develop their careers. We found them to employ three distinct coping strategies, conforming to play by the rules, negotiating to play around the rules and defying to establish own rules. The ways in which participants arrived at and enacted on these coping strategies is illustrative of their strength, forethought and self‐directedness. All participants demonstrated high self‐concept and the ability to learn and adapt. The study allowed us to acknowledge prevalence of gendered norms and expectations, while also highlighting women's strength in navigating their careers. We hope that the study is able to illuminate persistence of male perspective in the literature and promote a perspective of women as strong and resilient professionals.     

Race,threat and workplace sexual harassment: The dynamics of harassment in the United States, 1997–2016

Sexual harassment is a persistent problem for women in the workplace. Prior research has explored the effects of sexual harassment on the psychological, physical and economic wellbeing of the victims. Despite the extensive research exploring the causes, most studies focus on micro‐level factors, and few studies examine the role of macro‐level factors on sexual harassment in the workplace. Using public Equal Employment Opportunity Commission (EEOC) data and a separate dataset of individual level workplace sexual harassment complaints, we test two hypotheses about sexual harassment in American workplaces. First, we show that the decline in workplace sexual harassment complaints has been uneven, with African‐American women experiencing an increased relative risk of sexual harassment in the workplace, even as overall reported harassment complaints are down. Second, we show that economic threat — operationalized in this case through unemployment rates — drives increases in sexual harassment of women in American workplaces. While the data on harassment complaints is limited, data strongly suggests that the changes are driven by shifts in underlying levels of harassment, rather than changes in the likelihood of reporting harassment.     

Strengths and coping strategies in the life narratives of sexual minority women

This study explored self-described strengths and strategies for coping with stress among sexual minority women (SMW), drawing on qualitative narratives of sexual minority and heterosexual women who were recruited from a population-based sample. In-depth follow-up qualitative telephone interviews were conducted with 48 women who had participated in the National Alcohol Survey, a U.S. population-based survey. Participants included 25 SMW and 16 matched exclusively heterosexual women. Narrative data were analyzed using inductive thematic analysis and constant comparison to explore the study aim, with an emphasis on themes that diverged or that were particularly salient for SMW relative to heterosexual women. Strengths and coping strategies that were especially meaningful in the narratives of sexual minority women emerged in two areas. First, participants described development of intrapersonal strengths through nurturing an authentic sense of self and embracing multifaceted identity. Second, participants described multiple strategies for cultivation of interpersonal resources: navigating distance and closeness with family of origin, cultivating supportive friends and chosen family, connecting to community, finding solace and joy with animals, and engaging in collective action. Findings underscore the importance of considering protective factors that are salient to SMW in developing or refining prevention and intervention efforts.     

The Relationship Between Nontraditional Gender Roles and Sexual Coercion

Social scientists have proposed that traditional gender role socialization contributes to sexual coercion. Data from 398 students at an eastern state university were used to examine (1) the incidence of women enacting nontraditional gender roles in dating and sexual interactions, (2) the relationship between women's enactment of nontraditional roles and their experiences with physical and nonphysical sexual coercion and (3) the incidence of men reporting nonphysical coercive strategies used by women to engage in sexual intercourse. Results showed that a majority of women had asked a man out for a date and shared or paid the entire expenses for a date and over one third had initialed a first sexual involvement with a man. No support was found for the view that women's enactment of nontraditional roles puts them at lower risk of sexual coercion. Women who reported more sex partners experienced significantly more incidents of both physical and nonphysical coercion than women with fewer sex partners. Subslantial proportions of men also reported that women tried to have sex with them by nonphysical coercive strategies. Findings are discussed in terms of implications for high school and college sex education courses.     

Sexual Harassment and the Construction of Ethnographic Knowledge

It is not uncommon for women researchers to experience sexualized interactions, sexual objectification, and harassment as they conduct fieldwork. Nevertheless, these experiences are often left out of ethnographers’ “tales from the field” and remain unaddressed within our discipline. In this article, we use women's experiences with harassment in the field to interrogate the epistemological foundations of ethnographic methodology within the discipline of sociology. Based on more than 50 qualitative interviews, we examine three “fixations” of contemporary ethnography that inform women ethnographers’ understandings of and reactions to harassment in the field. These fixations are solitude, danger, and intimacy. Our data show that these fixations not only put researchers in danger but also have implications for the construction of ethnographic knowledge. They contribute to silence surrounding sexual harassment, and are motivated by and reproduce androcentric norms that valorize certain types of fieldwork. We argue that acknowledging and analyzing experiences with harassment and other unwanted sexual attention in the field is part of a more fully developed understanding of ethnographic research itself.