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.     

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,Psychological Distress,and Problematic Drinking Behavior Among College Students: An Examination of Reciprocal Causal Relations

Sexual harassment on college campuses is a frequent occurrence and serious public health concern. Victims of sexual harassment are at risk for many possible negative health consequences. In addition, certain psychological distress symptoms and/or alcohol use may put individuals at increased risk of being victims of sexual harassment. Data from more than 2,000 college students in the Midwestern United States were used to examine reciprocal causal effects of the relations between (a) experiencing sexual harassment and alcohol use and (b) experiencing sexual harassment and psychological distress symptoms, specifically depression and anger/hostility. Analyses were conducted separately for sexual harassment which occurs at school and which occurs in college students’ workplaces, and also separately for men and women. Results of cross-lagged panel models showed that there were reciprocal causal effects between sexual harassment and alcohol problems, depression, and anger. Discussion focuses on the overall patterns of results as well as the nuances within these findings.     

Targeted harassment,subcultural identity and the embrace of difference: a case study

This paper examines the significance of experiences and understandings of targeted harassment to the identities of youth subcultural participants, through case study research on goths. It does so against a context of considerable recent public discussion about the victimization of alternative subcultures and a surprising scarcity of academic research on the subject. The analysis presented indicates that, although individual direct experiences are diverse, the spectre of harassment can form an ever‐present accompaniment to subcultural life, even for those who have never been seriously targeted. As such, it forms part of what it is to be a subcultural participant and comprises significant common ground with other members. Drawing upon classic and more recent understandings of how subcultural groups respond to broader forms of outside hostility, we show how the shared experience of feeling targeted for harassment tied in with a broader subcultural discourse of being stigmatized by a perceived ‘normal’ society. The role of harassment as part of this, we argue, contributed to the strength with which subcultural identities were felt and to a positive embrace of otherness.     

Challenging gendered power: How sexual harassment perpetrators respond to victim confrontation

Sexual harassment is a problem that continues to plague mostly women in the American workforce today. One tool that victims can use in these situations is confrontation, either through verbal or physical means. Yet, understudied to this point is how perpetrators respond to confrontation, which is highly salient as to whether this is an effective tool for victims. This study uses grounded theory methods to analyze 31 accounts of sexual harassment from within the fashion industry that recorded perpetrators' responses to victim confrontation to clearly unwanted, abusive behavior. I argue that specific features of the fashion industry, or a “display work culture,” embolden perpetrators to effectively thwart any type of confrontation. Indeed, this study finds that these predominantly male perpetrators of sexual harassment moved to reassert their dominant position over their female victims in the moment of confrontation, immediately after being confronted, and even later, well beyond confrontation, as they aimed to reestablish normal business practices as usual. This research thus dispels a significant sexual harassment myth that victims working within this culture are able to stop perpetrators simply by speaking up and/or fighting back and points to the need for the development of sexual harassment theory to incorporate work culture-related risk factors and remedies.     

School-based peer sexual harassment.

Peer sexual harassment in schools is an often overlooked problem that contributes to a hostile school environment: one major study found that 85% of girls and 76% of boys reported experiencing some form of sexual harassment in school. This article describes the extent and impact of peer sexual harassment in schools and the responses of the victims, school personnel, and perpetrators to peer sexual harassment. It discusses and analyzes the evolution of peer sexual harassment lawsuits and the recent U.S. Supreme Court decision concerning such actions. It concludes steps that social workers and other school personnel should take to prevent or alleviate such problems.     

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.     

It's no picnic: personal and family safety for rural social workers

This paper reports the key research findings related to personal and family safety of rural welfare and social workers, from a study conducted in rural Victoria, Australia. Significant findings included concerns about personal and family safety, frequency of episodes of work related violence and harassment, and the resultant impact on personal and family activities. A range of useful strategies was identified to combat and cope with both the risk and experience of violence and harassment for the worker, and for their families. Workplaces, professional associations and educators need to recognise the impact of this occupational hazard and respond with sensitivity to these issues, which have particular relevance for rural practitioners where anonymity and privacy are frequently compromised.     

Understanding types,locations, & perpetrators of peer-to-peer sexual harassment in U.S. middle schools: A focus on sex,racial, and grade differences

This study employed a mixed-method design to examine sexual harassment victimization among American middle school youth (grades 5–8). Students completed a self-report measure of sexual harassment victimization and indicated where sexual harassment occurs in their school. They responded to open-ended questions about the most upsetting incident they experienced and identified characteristics of perpetrators (N = 858). Verbal victimization (e.g., unwanted sexual commentary and homophobic name-calling) was more frequent than physical victimization and sexual assault. The types of sexual harassment experienced and the perpetrators varied by sex, race, and grade level. Sexual harassment occurred most frequently in hallways, followed by classrooms, gym locker rooms, gym class, lunch room, and outside of the school. The most upsetting unwanted incidents included (1) verbal - homophobic language; (2) verbal - sexual commentary and sexual rumor spreading; (3) physical – being touched; (4) pulling down pants; (5) being sexually assaulted; and (6) dismissiveness of victimization. Girls reported other boys as perpetrators; whereas, boys reported their perpetrators as other boys and close friends. For African-American students, perpetrators were identified as older and romantic partners. For White students, perpetrators were reported as same-age peers and friends. Understanding and recognizing what constitutes sexual harassment and where it most commonly occurs among early adolescence is critical to preventing sexual harassment into late adolescence.     

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.     

Risk Factors of Sexual Harassment by Peers: A Longitudinal Investigation of African American and European American Adolescents

The present research explores risk factors for, and longitudinal associations of, sexual harassment by peers during adolescence. Eight‐hundred and seventy‐two African American and European American adolescents (65.4% African American, 51.1% females) were assessed during the summer after the eighth grade (mean age=14.2 years) and then again in the 11th grade (mean age=17.1 years). At the first assessment, adolescents were asked about their experiences with sexual harassment, their psychological reactions to sexual harassment, and also about their peer relationships, perceived pubertal timing, problem behavior, and mental health. At the second assessment, adolescents reported on their problem behavior and mental health. In general, youth who associated with peers who were involved in problem behavior were at risk for victimization. Among females, those who perceived themselves to be experiencing early pubertal development were also at risk. Additionally, for some adolescents, sexual harassment predicted later adjustment difficulties.     

Beyond “Consent”: David Mamet's Oleanna and a Hostile Environment for Souls

ABSTRACT

Sexual harassment, unlike rape, is a project of leisurely objectification that depends, for its erotic charge, on the perversion of consent. Unlike rape, where consent is vanquished, or erotic mutuality, where it is ratified, the pleasure of sexual harassment is that “consent” is coerced, that is, it is “consent” under duress. Under these conditions, which slowly dismantle the personhood of the victim, the issue becomes one of reality testing. “Just say no” is not an option when the question at hand is “What just happened?”     

Female harassment after ending a relationship: A preliminary study

While dramatic instances of male aggression directed toward women, such as rape and wife battering, have been frequently studied, a more subtle form of male aggression—female harassment—has been investigated less often. In the present study, 50 women who had terminated relationships with males and then were harassed were interviewed. In general, the harassment lasted for about a year, and episodes which occurred on a daily basis consisted of calls, letters, visits to home or work, being followed, verbal threats, and physical aggression. For the most part, these aggressive actions were perceived as both threatening and disturbing. Findings indicated that assertive female strategies were not more effective in reducing harassment than more sex-role stereotyped passive and nonassertive responses to male aggression. In the second phase of this study a sample of college undergraduates was interviewed on the topic of harassment. Fifty-six percent of the women indicated that they had been harassed by men.My thanks to Lyn De Amicis and LaVome Robinson for their instructive and helpful comments.     

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.     

Gender,Pubertal Development,and Peer Sexual Harassment Predict Objectified Body Consciousness in Early Adolescence

Objectified body consciousness (OBC)—the tendency to view one's body as an object for others to look at and evaluate—is theorized to emerge during sexual maturation as adolescents, particularly adolescent girls, experience sexual objectification. Although OBC generally is discussed in developmental terms, research so far has examined primarily the experiences of undergraduates and adults. Our goal in this study was to examine early adolescent experiences with OBC and to explicitly test the idea that OBC is linked to experiences of sexual objectification, such as peer sexual harassment, that early adolescents face as their bodies reach maturity. We tested several structural models of OBC and its relation to puberty, peer sexual harassment, and negative body experience. The prevailing model supported OBC theory's premise that pubertal development and peer sexual harassment increase adolescent girls' tendency toward self-surveillance, which in turn leads to greater body shame. Several pathways in the model were not significant for boys.     

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.     

Suicide risk and exposure to mobbing

The aim of this study was to study suicide risk in subjects exposed to mobbing, that is, systematic psychological harassment in the workplace. Such psychological harassment, unique to the workplace, threatens both the emotional well-being and professional ability of its victims. The items of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) that assess suicide risk were studied in 102 individuals who were exposed to mobbing. The results indicated that individuals exposed to mobbing had clear differences on the MMPI-2 from normative samples. In addition, those who appeared to be at risk for suicide differed in their scores from those not at risk. Implications for psychopathology and suicide preventions are discussed.     

LEGALIZING BRIBE GIVING

A model of “harassment bribes,” paid for services one is entitled to, is developed to analyze the proposal to legalize paying these bribes while increasing fines on accepting them. We explore performance as regards corruption deterrence and public service provision. Costs of verifying reports make the scheme more effective against larger bribes and where institutions' quality is higher. A modified scheme, where immunity is conditional on reporting, addresses some key objections. The mechanism works better against more distortionary forms of corruption than harassment bribes, provided monetary rewards can compensate bribers for losing the object of the corrupt exchange. Results highlight strong complementarities with policies aimed at improving independence and accountability of law enforcers. (JEL D73, K42, O17)     

Customer First and Customer Sexual Harassment: Some Evidence from the Taiwan Life Insurance Industry

Empirical research suggests that customer sexual harassment is a far more common problem than employee to employee harassment for female salespeople. However, to date, there has been relatively little research conducted on the problem of customer sexual harassment. Insurance salespeople sometimes need to meet customers outside the company, and customer sexual harassment problems may occur. Hence, by using Taiwan's life insurance industry as an example, this study explores three research questions: (1) When the idea of ‘customer first’ is fully recognized by insurance salespeople, does it make the salespeople more tolerant of customer sexual harassment problems? (2) When the idea of customer first is supported by the insurance company, will insurance salespeople expose customer sexual harassment problems? (3) Will insurance salespeople tend to be more tolerant of quid pro quo sexual harassment? A total of 223 full‐time and self‐employed insurance salespeople participated in and completed this study survey. The results showed that the company's attitude may significantly affect the respondents' intention to expose the customer sexual harassment, but the personal belief in ‘customer first’ may not affect the respondents' intention to expose the customer misconduct. Since the three research questions have been less studied in the literature, and customer sexual harassment problems could have serious effects on salespeople, we think the results of this empirical study may have some implications for researchers and practitioners.