Taking Over the School: Student Gangs as a Strategy for Dealing with Homophobic Bullying in an Urban Public School District

SUMMARY

This article discusses the African American lesbian gang, DTO (Dykes Taking Over), as an example of a student-initiated strategy for dealing with homophobic bullying in an urban American school district. A series of alleged incidents of same-sex sexual harassment by gang members on heterosexual students illustrate how lesbian/bisexual threat was used by these women to re-establish a power differential after they experienced bullying based on their sexuality and gender expression. A series of alleged incidents of same-sex sexual harassment by gang members on female heterosexual students illustrate how gay/bisexual threat was used by these women to re-establish a power differential after they experienced bullying based on their sexuality and gender expression. This article considers how these students were reacting, perhaps preemptively and in retaliation, to homophobia in their schools, particularly from their peers, forming gangs and using same sex sexual harassment of other students as a weapon against homophobia and a means by which they could assert themselves in their masculinities, not unlike their male peers who experience same sex bullying and/or harassment and use anti-female sexual harassment to assert their masculinity. Intersections of gender, race, ethnicity, class, and sexuality frame several major questions that arise from these considerations, including: Might their masculinities be uniquely related to their performances of bullying? (How) could homophobic bullying be framed with sexual harassment in both policy and practice? Would this framing benefit or harm students who are bullied? How would/does that change the way we can handle it in schools (i.e., school policies), if at all? Implications for school-based practitioners are discussed with regard to how these students' behavior might be the result of a lack of programs and services available for LGBTQ and same gender loving youth both in and after school.     

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.     

Working for Men-at the Intersection of Power, Gender, and Sexuality

This article examines the dynamics of Bazooms. a "restaurant" in which power, gender, and sexuality come together to color relations between the three major "players" involved: waitresses, managers, and customers. Job-based power relations and inequities, gender roles, implicit and explicit sexual roles, and sexual harassment are all "at work" in such a workplace. But definitions of power, gender roles, sexual identities. and harassment are in constant flux with each interaction among the players inside the Bazooms world. The women who work at Bazooms–the "Bazooms girls"—are disadvantaged in these interactions, but they are not helpless. Dynamics within the restaurant are constantly being negotiated and altered (within constraints) as these women exercise agency in the workplace.     

Working for Men-at the Intersection of Power, Gender, and Sexuality

This article examines the dynamics of Bazooms. a "restaurant" in which power, gender, and sexuality come together to color relations between the three major "players" involved: waitresses, managers, and customers. Job-based power relations and inequities, gender roles, implicit and explicit sexual roles, and sexual harassment are all "at work" in such a workplace. But definitions of power, gender roles, sexual identities. and harassment are in constant flux with each interaction among the players inside the Bazooms world. The women who work at Bazooms–the "Bazooms girls"–are disadvantaged in these interactions, but they are not helpless. Dynamics within the restaurant are constantly being negotiated and altered (within constraints) as these women exercise agency in the workplace.     

Bullied and Punished: Exploring the Links between Bullying and Discipline for Sexual and Gender Minority Youth

This study investigated connections between sexual and gender minority youths’ (SGMY) experiences with bullying victimization and their experiences with punishment. We interviewed 20 diverse adolescents (X = 18.45) about their experiences with bullying and school discipline. Using a qualitative mapping technique, we analyzed the pathways between victimization and punishment that emerged from our participants’ narratives. Our analyses revealed that among the adolescents who had experienced victimization related to their sexual orientation and/or gender identity (or expression) (n = 17), most of them (n = 15) had also experienced punishment connected to their victimization. We identified five pathways linking victimization and bullying. Further, we found that the majority of participants were navigating school contexts rife with pervasive and ongoing harassment and that adults ineffectively intervened and often compounded the harm experienced.     

Lifestyle, harassment at work and self-assessed health of female flight attendants, nurses and teachers

Health-related lifestyle, harassment at work, and self-assessed health of female flight attendants in comparison to that of female nurses and female primary school teachers were surveyed. A higher proportion of flight attendants than nurses or teachers were smokers, 26% vs. 15% and 17% respectively; and consumed alcohol at least once a week, 40% vs. 21% and 16%. Repeated sexual harassment at work was more common among the flight attendants, 31% vs. 8% and 4%; whereas bullying, physical violence and threats were less prevalent among the flight attendants (12%) than among nurses (19%). Flight attendants were on average somewhat taller, but weighed on average less, 63.8 kg vs. 72.4 kg and 72.7 kg respectively. Repeated exposure to sexual harassment, bullying, violence and threats was related to less physical and psychological well-being in all the groups. Teachers scored on average significantly lower than did the flight attendants on general health and physical well-being, while nurses did not.     

Firm friends: exploring the supportive components in gay men's workplace friendships

Research shows that friendships are among the most important sources of support for gay men. Despite insights into how friends can be significant providers of emotional, practical and affirmational support, particularly when gay men 'come out' or experience discrimination on the basis of sexual orientation, scholars have rarely considered the role of work friends in supporting gay men in the workplace. This is remarkable given that work organisations remain challenging arenas for sexual minority employees to fashion a meaningful sense of self. Drawing on in-depth interview data with twenty-eight gay men employed in the UK, this article argues that gay men can rely on work friends for different forms of support in helping them to negotiate and sustain a viable sense of self. The findings show how the gender and sexuality of organisation influences which men and women are available as work friends, and the types of support they might give. Also, the affirmational support received from work friends is important not only for validating participants' sexual identities, but also identities of class and parenthood. The study aims to complicate stereotypes of men's workplace friendships as sources of support used largely for advancing careers and personal gain.     

Teen Dating Violence,Sexual Harassment,and Bullying Among Middle School Youth: Examining Measurement Invariance by Gender

This study investigated measurement invariance by gender among commonly used teen dating violence (TDV), sexual harassment, and bullying measures. Data were collected from one cohort of seventh‐grade middle school students (N = 754) from four schools. Using structural equation modeling, exploratory and confirmatory factor analyses assessed measurement models and tested measurement invariance by gender for aggression measures. Analyses invoked baseline data only. Physical and psychological TDV perpetration measures achieved strict measurement invariance, while bullying perpetration demonstrated partial strict invariance. Electronic TDV and sexual harassment perpetration achieved metric/scalar invariance. Study findings lend validation to prior and future studies using these measures with similar populations. Future research should increase attention to measurement development, refinement, and testing among study measures.     

Gender‐Related Violence and Young People: An Overview of Italian,Irish, Spanish,UK and EU Legislation

Do laws regarding violence against or sexual exploitation of young people recognise gendered and other power dynamics? Cross‐national comparison of legal texts can illustrate the benefits of framing issues of violence/gender/youth in certain ways and offer critical reflection on particular legal frameworks or cultural understandings. This policy review is based on an analysis of select laws regarding gender‐related violence (GRV) as relates to young people in Italy, Ireland, Spain and the UK. Here, GRV is defined as sexist, sexualising or norm‐driven bullying, harassment, discrimination or violence whoever is targeted. It therefore includes gender, sexuality and sex‐gender normativities, as well as violence against women and girls. A tension emerges between granting young people agency and recognising the multiple, intersecting power relations that might limit and shape that agency. This article draws out the implications for the UK in particular, highlighting the absence of preventative measures and the need for a broader approach to combat GRV.     

Marijuana,Gender, and Health-Related Harms: Disentangling Marijuana's Contribution to Risk in a College “Party” Context

Sociological studies suggest that there is social change occurring in the acceptance of lesbians and gay men in the workplace. Compared to prior decades, there are more businesses that welcome, value, and even privilege nonheterosexual sexual identities and relationships. Few studies have analyzed workers' experiences in these types of work contexts. In this article, we explore the experiences of “out” LGB women and men who work for organizations that they consider “gay-friendly.” In-depth interviews demonstrated that, although gay and lesbian workers feel that they are accepted in “gay-friendly” organizations, they nevertheless described differential treatment because of their sexual identity. We discuss evidence of stereotyping, sexual harassment, and gender discrimination in their work experiences. Although the movement toward greater acceptance of gays and lesbians in the workplace has made significant progress, the transformation is so far incomplete. We conclude with a discussion of the implications of this research for the study of equality in organizations.     

Is the beautiful always so good? Influence of physical attractiveness on the social perception of sexual harassment / ¿Es lo bello siempre tan bueno? Influencia del atractivo físico en la percepción social del acoso sexual

Research has shown that the perception of sexual harassment depends on factors such as gender, the situational context, the type of harassment, the ideology of the perceiver, the physical attractiveness of the harasser and victim and the relationship between them. This study focuses on examining the influence of physical attractiveness in the perception of a situation like sexual harassment. Through a questionnaire, 205 participants read a scenario in which a male worker (attractive vs. unattractive) engaged in gender harassment against a female colleague (attractive vs. unattractive). The participants then answered the measurements on the perception of harassment, responsibility, motivation and ideology. The main results were that the situation was more often perceived as sexual harassment when the victim of the harassment was physically attractive than when she was unattractive. Furthermore, the higher the participants’ acceptance of harassment myths the more they tended to blame the victim. We can conclude from this study the importance of the influence of certain myths or preconceived ideas about sexual harassment, which are found in both men and women, on how these situations are perceived.     

Gender and multiple forms of peer victimization: how do they influence adolescent psychosocial adjustment?

This study explores the relationship among multiple forms of peer victimization (e.g., direct physical/verbal, relational, and sexual harassment) and psychosocial adjustment among urban students and uses cluster analysis to identify subgroups of victims. Students in sixth, seventh, and eighth grade completed self-report surveys about their psychosocial adjustment, peer victimization experiences, and the gender of the other person involved. Results reveal that both physical/verbal victimization and sexual harassment were related to internalizing behavior, and sexual harassment was related to externalizing behavior. Cluster analysis revealed preliminary subgroups of victims. In addition, being victimized by a boy was more strongly related to behavior problems for both boys and girls than the experience of being victimized by a girl. Results suggest that the gender of perpetrators and victims should be considered, and there is a need to include sexual harassment in the study of peer victimization when developmentally appropriate.     

Playing by the Rules of the Game: Women's Experiences and Perceptions of Sexual Harassment in Sport*

Cet article explore les expériences et les perceptions ltées au harcè-lement sexuel, qui sévit parmi les athlètes féminines entraînées par des hommes, au sein de l'élite sportive, haut lieu du règne masculin. À partir des témoignages de 32 athlètes féminines, l'article se concentre sur les interprétations que font les femmes des compor-tements dont elles sont les victimes, et situe leurs expériences dans le contexte plus large de la discrimination et du harcèlement fondés sur le sexe, qui conditionnent en grande partie leur expérience du sport. L'article envisage la possibilité de remettre en question le harcèlement sexuel dans le milieu sportif en modifiant les conditions dans lesquelles les femmes pratiquent le sport. This paper explores the experiences and perceptions of sexual harassment among women athletes coached by men in the male-dominated world of elite sport. Drawing on interviews with 32 female athletes, we focus on the women's own interpretations of the behaviours they encounter, and locate their experiences of sexual harassment within the broader context of gender harassment and discrimination which shapes much of their experience in sport. We consider the possibility of challenging sexual harassment in sport by changing the terms of women's participation.     

Sexual Harassment in Small‐Town New Zealand: A Qualitative Study of Three Contrasting Organizations

This research investigates women's experiences of sexual harassment in three different organizations in the same New Zealand town. Women working at the local meat‐processing plant, a retail store and a local bank were interviewed about their personal experiences of sexual harassment. The interviews revealed that sexual harassment took different forms and was interpreted and responded to differently in each organization. Women at the meatworks were often socially isolated from other women and had few effective strategies for combating the verbal and physical harassment collectively perpetrated by male employees. In contrast, women at the store had a range of collective coping strategies which enabled them to regard harassment from fellow‐workers and customers as an irritant rather than a serious threat. Women at the bank also had various collective coping strategies, but were more constrained by customer service norms in the organization. These findings are discussed in relation to three key themes; firstly, the influence of the local environment on organizational life; secondly, the effects of differing organizational structures and cultures on the expression and interpretation of sexual harassment and thirdly, the effectiveness of the various ‘communities of coping’ which women develop to combat sexual harassment in the workplace.     

Bullying,sexual harassment and happiness in residential children's homes

Much is now known about bullying and, to some extent, sexual harassment in settings such as schools. In residential children's homes, however, the two remain disturbing features of institutional life. This is a particular cause for concern as many of the residents in these homes, given their troubled backgrounds, are at greater risk of becoming victims of perpetrators. This article looks at the incidence and effects of these related maladies within the context of a wider study involving 223 children in 48 residential homes in five local authorities. The study found that fellow residents, rather than staff, were the main sources of physical and sexual abuse. Both bullying and harassment (actual and attempted) were strongly associated with the widespread misery reported by many residents. Copyright © 2000 John Wiley & Sons, Ltd.     

POWER, STATUS, AND ABUSE AT WORK: General and Sexual Harassment Compared

Workplace harassment can be devastating for employees and damaging for organizations. In this article, we expand the literature by identifying common and distinct processes related to general workplace harassment and workplace sexual harassment . Using both structural equation modeling and in-depth case immersion, we analyze content-coded data from the full population of workplace ethnographies—ethnographies that provide in-depth information on the nature and causes of both general and sexual harassment that would otherwise be difficult to gather. Importantly, both forms of harassment emerge in settings characterized by physically demanding work and minority work groups. In such contexts, both general and sexual harassment enforce formal and informal status hierarchies and social exclusion. Grievance mechanisms and "team models" of workplace organization reduce sexual harassment but have no effect on general harassment. We conclude with a discussion of theoretical, legal, and policy implications for identifying and remedying harassment as a widespread and devastating form of inequality and social exclusion in organizations.     

Gender as a differential indicator of the employment discrimination experiences of Americans with multiple sclerosis

Information from the Integrated Mission System of the United States Equal Employment Opportunity Commission (EEOC) was used to investigate the employment discrimination experiences of women and men with multiple sclerosis (MS). Spanning the years 1992 to 2003, the EEOC database included 3,663 allegations of discrimination filed by 2,167 adults with MS. With respect to women and men with MS, the researchers examined the comparability of a) demographic characteristics; b) industry designations, locations, and size of employers; c) the nature of discrimination alleged; and d) the legal outcome or resolution of those allegations. On average, women and men with MS were in their early forties, with the majority of both groups being Caucasian. Both women and men were most likely to allege discrimination related to discharge and reasonable accommodations, although women were more likely to file harassment charges than men. Men with MS were more likely to allege discrimination regarding hiring and reinstatement. Women with MS were more likely to file allegations against employers in the service industries, and men were more likely to file allegations against employers in the construction, manufacturing, and wholesale industries. No gender differences were found in the geographic distribution of allegations. Both groups had comparable rates of merit closures (23% vs. 27%) as a result of the EEOC's investigatory process. Implications for rehabilitation counseling and employer-oriented interventions are discussed.     

Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination

This paper examines survey-based reports of sexual harassment and sex discrimination in order to identify the stylized facts about the nature of the relationship between them. In particular, we are interested in assessing whether these concepts measure similar forms of gender-biased behavior and whether they have the same effect on workers’ job satisfaction and intentions to leave their jobs. Our results provide little support for the notion that survey-based measures of sexual harassment and sex discrimination capture the same underlying behavior. Respondents do appear to differentiate between incidents of sexual harassment and incidents of sex discrimination in the workplace. There are gender differences in the consequences, however. Both sex discrimination and sexual harassment are associated with a higher degree of job dissatisfaction. However, women’s intended job changes appear to be more sensitive to experiencing sex discrimination, while men’s are more sensitive to experiencing sexual harassment. Although exploratory, when taken together these results give us hope that in the future sufficiently detailed surveys could provide a useful foundation for quantifying the link between sexual harassment and sex discrimination. They also suggest that the best prospect for developing—and then testing—a conceptual framework of gender bias lies in adopting a multi-disciplinary approach incorporating the insights of disciplines such as sociology, psychology, and economics.     

Childhood Maltreatment,Bullying Victimization,and Psychological Distress Among Gay and Bisexual Men

Sexual minority men report higher psychological distress than heterosexual men, including depression and anxiety. Research suggests that these health disparities may be due to the heightened stressors that gay, lesbian, and bisexual individuals experience. Some of these stressors occur early on in life, such as childhood abuse and bullying, and may include stressors that are topically related to sexual minority status, such as anti-gay bullying and teasing for gender nonconformity to masculine gender norms. We tested a structural equation model on the association between negative childhood experiences and adult psychological distress among 304 gay and bisexual men. The model fit the data well, and demonstrated an indirect effect of negative childhood experiences on adult psychological distress via dysfunctional thoughts toward oneself. The results integrate the childhood abuse and anti-gay bullying victimization literatures by showing that both forms of adverse childhood experiences are associated with adult psychological distress. The findings suggest the benefit of treatments to reduce negative, dysfunctional thoughts among gay and bisexual men who have experienced adverse childhood events.     

The perception of sexual harassment at university / La percepción del acoso sexual en el ámbito universitario

The subjective perception of harassment victims is one of the key criteria when defining what sexual harassment is. In this context, the aim of this paper is to analyse the differences between men and women’s judgments of what behaviours constitute sexual harassment and how they are classified at university. To accomplish this, we administered a 38-item questionnaire to a sample of 1,693 people (1,521 students and 172 members of teaching staff, administration and services) at a Spanish university. The results indicate that there is a distinction associated with both the severity of the behaviours perceived and classified as sexual harassment (more severe and milder) and their content (coercion or sexual blackmail vs. environmental harassment). Within this perception, there is a clear combined effect of the variables of gender and position within the university community such that women, particularly female university staff members, classified more behaviours as mild sexual harassment.