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.     

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.     

Sexual harassment in contemporary workplaces: Contextualizing structural vulnerabilities

Recent high‐profile cases of unwanted sexual attention in the workplace and the vibrancy of the associated #MeToo movement have drawn attention to the need to continue to explore workplace sexual harassment. In this article, we review existing literature on workplace sexual harassment, with an emphasis on the roles of power and structural vulnerability—key factors underlying sexual harassment. We argue for the need to contextualize structural vulnerabilities, with an eye towards uncovering how dimensions of power and vulnerability vary across workplaces, creating different mechanisms contributing to sexual harassment in specific contexts. With this backdrop, we then use the restaurant service industry as an example to illustrate the unique structural vulnerabilities workers are exposed to in this environment. We conclude with a discussion of the importance of continuing to investigate the dynamics of sexual harassment, especially with work that takes an intersectional approach.     

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.     

Work,Bodies and Boundaries: Talking Sexual Harassment in the New Economy

This article examines sexual harassment in the context of the new economy and highlights the manner in which the changing nature of work — and in particular the acknowledged rise of sexualized ‘body work’ — troubles conventional understandings of what constitutes sexual harassment in the workplace and the means to address it. Using data from a small‐scale qualitative study of service workers and professional employees, we explore the ways in which those definitions of sexual harassment now fail to match participants' accounts of their working lives. We examine sexual harassment in the context of the rise of service roles that require forms of increasingly sexualized ‘body work’ from employees, increased demands for workers to ‘self‐manage’, and new flexible modes of employment that blur the boundaries between being ‘on’ and ‘off’ the job. We conclude that these ‘new’ modes of work may provide the conditions for the revival of ‘old’ stories which limit the capacity of individuals to recognize and label behaviours as ‘sexual harassment’.     

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.     

“I Didn't Recognize It as a Bad Experience until I was Much Older”: Age,Experience, and Workers’ Perceptions of Sexual Harassment

Analyzing interview data from 33 women and men, we examine how perceptions of sexual harassment are linked to age, experience, and historical context. Participants described workplace experiences from adolescence into their late twenties. Three themes emerged. First, as adolescents, respondents perceived some of the sexualized interactions they experienced at work as fun. Second, while participants did not define some of their early experiences as sexual harassment at the time, they do so today. Finally, participants suggested that prior work experiences changed their ideas about workplace interactions and themselves as workers. In sum, we find age is a fundamental dimension of power shaping individuals’ perceptions of sexualized interactions at work.     

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.     

‘It's Just Something that Happens’: the Invisibility of Sexual Harassment in the Workplace

This paper critically examines the construction and definition of sexual harassment — both in policy documents and in everyday life experiences — in order to consider why it is often invisible in the workplace. Drawing on semi-structured interview data, it explores, in particular, the ways in which accounts of experiences of sexual harassment effectively minimize both its incidence and its importance. Finally, it considers the implications of this in order more effectively to combat sexual harassment in the workplace.     

‘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.     

Foucault,Politics and Organizations: (Re)‐Constructing Sexual Harassment

This article reviews the body of knowledge around workplace sexual harassment. In deploying a Foucauldian analysis, it attempts to argue that this knowledge, as part of the wider discourse on sex, may (re)produce consequences counter to those which its proponents espouse. In particular, the discussion seeks to problematize the status of harassment knowledge as truth; the depiction within this knowledge of ‘good’ and ‘bad’ sex; the roles this knowledge identifies for men and women within the phenomenon of harassment; and the theme within harassment knowledge that sex is central to our existence. The conclusion aims to suggest the ways in which this kind of analysis is useful by addressing the criticisms usually levelled at Foucault's work.     

‘Something to Deal With’: Customer Sexual Harassment and Women's Retail Service Work in Canada

While sexual harassment in the workplace has been extensively researched over the past two decades, the majority of studies have focused on employer–employee or co-worker relationships. In contrast, the issue of ‘customer sexual harassment’ (i.e. the sexual harassment of employees by customers) has been less explicitly explored. This paper examines customer sexual harassment in the Canadian context, drawing on a study of 63 female retail service workers and 20 security workers. It focuses on the nature, prevalence, and consequences of this form of harassment for women who work in various jobs in retail sales (e.g. flower shops, book shops). Findings from the study suggest that customer sexual harassment is a significant problem. Not only have a majority of women been sexually harassed by customers in their current job, but they appear to be highly constrained in dealing with such behaviour. To the extent that the work environment privileges the customer, through its emphasis on customer satisfaction, women are reluctant to confront harassers and may engage in behaviours (e.g. avoiding male customers, being less friendly) which potentially impact their performance on the job. The paper examines the dilemmas facing female workers and the policy issues raised.     

Installing Circuit Breakers: Mechanisms to Avoid Sexual Harassment in the Workplace

This paper suggests that a synergy is both possible and necessary between two traditionally distinct management approaches: the Weberian approach, which contends that the bureaucratic structure of a company affects the daily activities of employees, and the human relations model, which holds that small group leadership dynamics at the divisional/department level affects daily activities of employees. The tendency within organizations is to promote one approach over the other. A resolution to the debate is suggested in applying mechanisms to prevent sexual harassment in the workplace. Indeed, the courts have inadvertently pointed the way: the reasonable woman standard urges a human relations approach to resolving the problem of sexual harassment, placing the burden of solving the problem on supervisor personnel and their ability to direct their employee's behavior; the hostile environment issues promotes a Weberian structural solution, requiring sound policy be developed at the executive level to ensure workplace compliance to appropriate normative behavior. A one-sided approach is doomed to failure, which may explain why the issue continues to rage in the corporate sphere.     

Sexual orientation, income, and non-pecuniary economic outcomes: new evidence from young lesbians in Australia

Although there is a growing international literature examining the relationship between sexual orientation and income or wages, there is far less evidence on whether sexual minorities experience systematically different non-pecuniary economic outcomes. I use confidential representative data on over 9,000 young Australian women age 22–27 with information on self-reported sexual orientation, income, and non-pecuniary economic outcomes such as: workplace harassment, job search difficulty, work stress, and job satisfaction. After controlling for demographic and work characteristics, I find that in comparison to heterosexual women the young lesbians in my sample: (1) have lower personal incomes; (2) have significantly higher odds of reporting distressing harassment at work, difficulty finding a job, losing a job, and decreased income; and (3) are significantly more dissatisfied with and report more stress about economic aspects of their lives (e.g. work, career, money). Differentials for non-economic aspects of life are generally smaller. These results for young lesbians in Australia suggest that lesbians are not a universally “privileged” minority and highlight the need for more research into lifecycle variations into both pecuniary and non-pecuniary aspects of economic well-being.

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.     

Bitch,slut, skank,cunt: patterned resistance to women’s visibility in digital publics

Resistance to women’s public voice and visibility via street harassment and workplace sexual harassment have long constrained women’s use of and comfort in physical public spaces; this gender-based resistance now extends into digital arenas. Women face extreme hostility in the form of digital sexism in discussion rooms, comment sections, gaming communities, and on social media platforms. Reflecting on two years of in-depth interviews with women who have been on the receiving end of gender-based digital abuse (n?=?38), conversations with industry professionals working in content moderation and digital safety, the extant literature, and news stories about digital attacks against women, I offer a lens to think through the prominent patterns in digital sexism, showing (1) that aggressors draw upon three overlapping strategies – intimidating, shaming, and discrediting – to limit women’s impact in digital publics, (2) the way femininity and femaleness are used to undermine women’s contributions, and (3) men call attention to women’s physicality as a way to pull gender – and the male advantage that comes with it – to the fore in digital exchanges. Finally, I argue that when digital sexism succeeds in pressing women out of digital spaces, constrains the topics they address publicly, or limits the ways they address them, we must consider the democratic costs of gender-based harassment, in addition to the personal ones.     

PREDICTING THE QUANTITY OF LAW: Single versus Multiple Remedies in Sexual Harassment Cases

Recently, Black's theory of law has been criticized for failing to capture quasi and de facto governmental social control institutions. A restatement of this theory introduces the idea of "more or less governmental social control" that encompasses government endorsement of private forms of social control or government delegation of social control powers to private parties. Drawing from this, we assess the utility of Black's theory by examining sexual harassment cases handled by the Canadian Human Rights Commission , a quasi-governmental body that has been delegated social control powers. Previous tests of Black's theory have relied primarily on criminal processes that often involve identifiable increments in law. While a sexual harassment case may be settled or dismissed, paralleling the criminal justice process of conviction or acquittal, further increments in law are less identifiable within this quasi-governmental institution. Using over 200 sexual harassment cases in Canada, we test several concepts from Black's theory for explaining decision making within a quasi-governmental social control institution and, specifically, for predicting whether single or multiple remedies are used to resolve these types of cases. Our results show some support for Black's theory, but demonstrate that whether a case was sent to conciliation played a greater role in predicting the quantity of law than the social structural dimensions emphasized by Black or the offense seriousness variables highlighted by more traditional criminal justice research.     

Resilience for gender inclusion: Developing a model for women in male-dominated occupations

What is resilience in the context of work environments where women face barriers as significant as career discrimination and harassment? In such a context, is resilience an individual responsibility? How can organizations contribute to and support employee resilience? And where is gender in this equation? This conceptual paper explores these questions using aviation, the skilled trades (i.e., carpentry, welding, plumbing) and the military as case studies to understand how gender inclusion could be better supported by resilient organizations. The barriers for women in male-dominated industries include social exclusion, marginalization, discrimination, harassment, and other forms of social closure. How these barriers can be overcome is not well understood. We argue that individual resilience plays a part in women thriving and developing enduring careers but can only occur in combination with support from gender inclusion strategies and organizational resilience. We have developed the Resilience for Gender Inclusion (RGI) model combining gender inclusion strategies with organizational resilience strategies. The RGI model demonstrates how employee and organizational resilience intersect and may lead to the transformative potential of inclusive cultures of diversity. This will improve employee wellbeing and self-efficacy and create a much needed sense of belonging and social inclusion for women in male-dominated occupations.     

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.