Sexual Harassment

While training design choices seem amoral, they interact to determine training (in)effectiveness, potentially harming/benefiting trainees and organizations. These moral implications intensify when training is administered at scale (e.g., e-training) and focuses on social issues like sexual harassment (hereafter, SH). In fact, research on SH training shows it can elicit trainees’ gender-based biases against content messengers. We suggest that one such bias, resulting from messenger gender-occupation incongruence and influencing training effectiveness, is lowered perceptions of the messenger’s integrity. We also investigate whether (...) rich media will increase or decrease this perceived integrity penalty. Using an excerpt from real SH e-training and a sample [_N_ = _210_] consistent with the targeted training audience, we conducted a 2 × 2 × 2 relative comparison experiment (messenger gender x messenger occupation x media richness) and tested a moderated mediation model of the interactive effects of messenger gender-occupation incongruence and media richness on trainees’ perceptions of messenger integrity and training outcomes. Results suggest that trainees’ perceptions of messenger integrity decrease when the messenger’s gender is incongruent with their occupation, leading to worse outcomes in text-based training. These effects, however, are mitigated by increased media richness, providing support for media richness theory. Implications for researchers and practitioners are discussed. (shrink)

Context-sensitive expressions appear ill suited to the purpose of sharing content across contexts. Yet we regularly use them to that end (in regulations, textbooks, memos, guidelines, laws, minutes, etc.). This paper describes the utility of the concept of a metacontext for understanding cross-contextual content-sharing with context-sensitive expressions. A metacontext is the context of a group of contexts: an infrastructure that can channel non-linguistic incentives on content ascription so as to homogenize the content ascribed to context-sensitive expressions in each context in (...) the group. Documents composed of context-sensitive expressions can share content across contexts when supported by an appropriate metacontext. The bible has its church, the textbook its education system, the form its bureaucracy, and the manifesto its social movement. Some metacontexts support cross-contextual content-sharing. Some don’t. A promising research programme (one with practical importance) would take metacontexts as its unit of analysis. (shrink)

Gender discrimination and sexual harassment of female police officers by their male counterparts remain areas of liability where police departments appeared to have failed to effectively confront the nagging issues. However, the appreciable level of research conducted on these issues in the global North has not been matched by the South, where issues bordering on sexual violence have cultural underpinnings. Drawing from the case of the Nigeria Police Force, feminist analysis was used to explore the lived reality of 43 female (...) officers in a qualitative study. Participants expressed distress in abiding by structural discriminatory regulations against female officers which include non-admittance of married women into the force, forbidding unmarried officers from getting pregnant, and a stipulated minimum of three-year work period before a female officer can marry. Findings also indicated that participants suffer a variety of sexual harassment, intimidation, and, violence from their male colleagues, while they feel constrained in reporting their victimization. Important policy and practical implications requiring the Nigerian police to address hegemonic masculinity and promote gender equality were provided. (shrink)

Considering the prevalence of sexual harassment, especially in university contexts, it is essential to have a validated instrument to identify these characteristics in the educational community. For this reason, this study aimed to analyze the psychometric processes of the sexual harassment scale on university campuses. Using an instrumental design and a sample of 927 students, it was found that the values of the evidence of construct validity and reliability are acceptable. The practical implications of validating the instrument that will allow (...) the identification of sexual harassment problems to promote symmetrical coexistence between men and women are highlighted. (shrink)

This article argues that non-consensual vaccination is morally impermissible, for the same reasons for which sexual assault is not permissible. Likewise, mandatory vaccination is morally akin to sexual harassment, and therefore is not to be allowed.

Introduction. The article is devoted to the socio-psychological phenomenon of psychological influence of online groomer on the victim in the situation of online sexual harassment. Theoretical analysis. In general, online sexual harassment refers to unwanted messages that include verbal and photo-visual information of sexual nature. It is noted that the concept of online sexual grooming is identified with this phenomenon. Empirical analysis. In the study, respondents (N=170) answered an anonymous questionnaire about online sexual grooming they had experienced when they were (...) underage. In most cases, online groomers are adults, aware of the victim’s age, focusing mostly on the girls aged 10–12 (35.9% of cases) and 13–15 years old (44.1% of cases). Conclusion. The most significant strategies of psychological influence on the victim of online grooming include the use of flattery and compliments, as well as manipulation of such psychological features of the target of harassment as curiosity and lack of understanding of correct behavior patterns. Sexual online groomers predominantly target minors between the ages of 10 and 15. It is typical for these victims to conceal from their parents the facts of their abuse by groomers. (shrink)

This paper aims to provide an in-depth examination of the fundamental elements of rape, specifically focusing on intention and consent, within the context of “deceiving someone into having sex”. The analysis will involve exploring model cases and scrutinising the intentions of both the deceiver and the deceived in relation to consent. Through conceptual analysis, the concept of “deceiving someone into having sex” will be clarified, drawing insights from typical applications of this concept. Additionally, this paper will critically evaluate the main (...) arguments against these conceptualisations of “deceiving someone into having sex”. This is done to demonstrate the flaws that undermine these arguments, thus highlighting the insufficiency of these approaches in fully discrediting the concept. Moreover, it will be argued that deceiving someone into having sex can be regarded as a form of coercion, and thus rape, aligning with the established criteria for identifying rape cases. In conclusion, this paper argues that the conception of “deceiving someone into having sex” as a form of rape challenges the narrow framework through which we traditionally understand rape, necessitating the recognition that the scope of the concept of rape extends beyond our previous limits. (shrink)

Journal of Applied Philosophy, EarlyView.

The international #MeToo campaign against sexual harassment constitutes the most prominent contemporary campaign against sexual harassment worldwide. It exposed the issue by undermining the ‘culture of silence’ prevailing in several contexts, including political institutions. This article analyses one specific variant of #MeToo, the campaign MeTooEP that emerged in the European Parliament. MeTooEP is unique in many ways: it was the first collective action against sexual harassment in parliaments emerging in the #MeToo aftermath and it was the first collective action within (...) the EP led by members of the staff, which eventually drove some internal policy changes. Using a unique, large interview dataset, the analysis shows how the actors behind MeTooEP were crucial in shaping the campaign. Their knowledge of institutional rules, practices and daily presence in the EP facilitated their advocacy and transformed the Parliament into an enabling platform for their actions. With the help of Feminist Institutionalism, the analysis demonstrates how the formal and informal institutional EP bodies with their rules and regulations shaped MeTooEP in ways that constrained and empowered it. (shrink)

We recognise certain acts as ‘sexual assault’, ‘sexual violence’, or a ‘sexual offence’, often to offer strong moral condemnation or to prescribe legal sanction. A common feature of these attacks is that they impose nonconsensual sexual contact; they are sexual attacks. While there has been extensive discussion of consent to sexual contact and of the conditions under which consensual contact is sexual, there has been little investigation into what it is for nonconsensual contact to be sexual. The purpose of this (...) article is to examine the conditions under which an attack (nonconsensual contact) is sexual. I first argue that an account of sexual attacks is important, not least because the question has pressing moral and legal implications. I then consider and reject three accounts, one appealing solely to intuitions, one appealing to the body parts involved, and one appealing to the assailant’s mental state. Finally, I develop my own account. I propose that an attack is sexual if and only if it carries a sexual expressive significance, and thereby conveys a sexual meaning. (shrink)

This case study takes place in the context of a large corporate technology services firm. It explores the question of what constitutes sexual harassment as well as how best to draft a no-tolerance policy. The scenario examines behaviors that may or may not be considered illegal, the responsibility of all employees to foster a harassment-free environment, and what an effective no-tolerance policy might look like that minimizes possible conflicts of interest. Students are given an opportunity to reflect on several issues, (...) including how the agents should act situationally, and how the policy might best be (re)designed and implemented going forward. (shrink)

Congdon (2017), Giladi (2018), and McConkey (2004) challenge feminist epistemologists and recognition theorists to come together to analyze epistemic injustice. I take up this challenge by highlighting the failure of recognition in cases of testimonial and hermeneutical injustice experienced by victims of sexual harassment and sexual assault. I offer the #MeToo movement as a case study to demonstrate how the process of mutual recognition makes visible and helps overcome the epistemic injustice suffered by victims of sexual harassment and sexual assault. (...) I argue that in declaring “me too,” the epistemic subject emerges in the context of a polyphonic symphony of victims claiming their status as agents who are able to make sense of their own social experiences and able to convey their knowledge to others. (shrink)

Universities and colleges all over the United States are currently revising and implementing policies concerning sexual harassment and sexual misconduct, under the generally expressed concern to comply with Title IX requirements. But there is a very basic problem of equivocation. Both “sexual harassment” and “sexual misconduct” are used in very different ways in different contexts, often by the same entity. The result is a mess in which members of campus communities cannot be sure of their obligations or protections, and which (...) presents a serious threat to academic freedom. (shrink)

_Sexual Harassment: An Introduction to the Conceptual and Ethical Issues_ covers the most important normative, conceptual, and legal issues associated with sexual harassment. Keith Dromm provides an insightful introduction to the theoretical and practical discussion, examining the most influential approaches to sexual harassment and offering his own analyses. Each chapter ends with review questions, discussion questions, and suggestions for group activities.

“Templeton is, to all intents and purposes, a propaganda organisation for religious outlooks; it should honestly say so and equally honestly devote its money to prop up the antique superstitions it favours, and not pretend that questions of religion are of the same kind and on the same level as those of science – by which means it persistently seeks to muddy the waters and keep religion credible in lay eyes.”.

This study drew on three theoretical perspectives – attribution theory, power, and role identity theory – to compare the job-related outcomes of sexual harassment from organizational insiders and organizational outsiders in a sample of UK police officers and police support staff. Results showed that sexual harassment from insiders was related to higher intentions to quit, over-performance demands, and lower job satisfaction, whereas sexual harassment from outsiders was not significantly related to any of the outcome variables investigated. We also examined two (...) moderator variables: equal opportunity support and confidence in grievance procedures. Consistent with our hypotheses, equal oppor- tunity support mitigated the effects of sexual harassment from supervisors on intent to quit and over-performance demands. Confidence in grievance procedures moderated the relationship between sexual harassment from supervisors and all outcome variables. Implications for theory and practice are discussed. (shrink)

There is disagreement in the coercion literature over whether an offer, which necessarily lacks a threat, could be coercive, which tends to imply at least some affinity with coercion, which, in paradigm cases, includes a threat. In one difficult sexual harassment case, someone is offered a promotion in exchange for sex, but there is, due to the arrangement of the case, no implied threat or repercussion for refusal. I argue this case counts as coercive since the offer-making attempts to recast (...) the agent's self-image simply by making the offer: the harasser attempts to define his employee as a sexualized object in the workplace to whom it is acceptable to make this kind of offer. Yet, such an offer can only be acceptably made to a woman who would accept sexual intrusions in her career, and it can never be right to assume others are willing to have their business lives sexualized. Thus, the offer is coercive in its disrespect for the employee's autonomy, although it involves no threat. (shrink)

Unjustifiable assumptions about sex and gender roles, the untamable potency of maleness, and gynophobic notions about women's bodies inform and influence a broad range of policy-making institutions in this society. In December 2004, the U.S. Court of Appeals for the Sixth Circuit continued this ignoble cultural pastime when they decided Everson v. Michigan Department of Corrections. In this decision, the Everson Court accepted the Michigan Department of Correction's claim that “the very manhood” of male prison guards both threatens the safety (...) of female inmates and violates the women's “special sense of privacy in their genitals” and declared that sex-specific employment policies for prison guards is not impermissibly discriminatory. I believe that the Court's decision relies on unacceptable stereotypes about sex, gender and sexuality and it significantly undermines Title VII's power to end discriminatory employment practices. (shrink)

Most discussions of sexual harassment and laws addressing sexual harassment focus solely on sexual harassment in the workplace and/or in academe. In this paper, I will explore sexual harassment in public spaces such as streets and public transportation. Street and/or transportation harassment is a major problem for women in a number of countries. These forms of harassment constrain women’s freedom of movement, preventing them from taking advantage of opportunities at school, at work, and in politics. I will argue that such (...) harassment must be eliminated if women are to have equal opportunities in society. (shrink)

In industrial societies workplace is the only battlefield where people can kill another without running the risk of facing the courts (Leynman, 1996). This picture of dehumanization work reveals that organizations stand as the scene of the permissibility and the justification of harassment at the workplace (mobbing), whichincreased gradually and adverse effects are alarming at the moment, without considering the quality of working life because so far few companies have woken to the fact that it can no longer continue explaining (...) the bankruptcy and instability of these causes as shrinking market, loss of investors, misguided government policies, strategies ineffective advertising and sale but the time has come to recognize that the conspiracies, sabotage, in a word, the struggle for power within each organization is a kind of silent and asymptomatic disease that eventually will kill to make their recovery process irreversible and even less hope of success, although some leaders unconscious be limited to talk about this as mere gossip, but envy is more professional than a potential threat is a lethal weapon that destroys companies from their foundations and from emerging as such. "Everyone against one !...¡ That is the question!". (shrink)

In industrial societies workplace is the only battlefield where people can kill another without running the risk of facing the courts (Leynman, 1996). This picture of dehumanization work reveals that organizations stand as the scene of the permissibility and the justification of harassment at the workplace (mobbing), whichincreased gradually and adverse effects are alarming at the moment, without considering the quality of working life because so far few companies have woken to the fact that it can no longer continue explaining (...) the bankruptcy and instability of these causes as shrinking market, loss of investors, misguided government policies, strategies ineffective advertising and sale but the time has come to recognize that the conspiracies, sabotage, in a word, the struggle for power within each organization is a kind of silent and asymptomatic disease that eventually will kill to make their recovery process irreversible and even less hope of success, although some leaders unconscious be limited to talk about this as mere gossip, but envy is more professional than a potential threat is a lethal weapon that destroys companies from their foundations and from emerging as such. "Everyone against one!...¡ That is the question!". (shrink)

Business students from the three NAFTA countries were shown a possible Sexual Harassment scenario from Arthur Andersen’s Business Ethics Program. They were asked to respond to a pre-questionnaire concerning the three characters’ behaviors and possible actions and a post-questionnaire after writing a report from the points of view of the three characters in the scenario. The students were asked to consider whether the characters should report the possible harasser to their supervisor, and thus engage in whistle-blowing behavior, as well as (...) directly confront the harasser. Hypotheses are formulated for the three NAFTA countries based on Hofstede’s cultural dimensions. There were significant differences, but in some cases not in the direction expected. Gender differences are also explored, but there were few significant differences. (shrink)

In a recent paper Carol Hay has argued for the conclusion that “a woman who has been sexually harassed has a moral obligation to confront her harasser.” I will argue in this paper that Hay’s arguments for her conclusion are unsound, for they rest on both a misconstrual of the nature of personal autonomy, and a misunderstanding of its relationship to moral responsibility. However, even though Hay’s own arguments do not support her conclusion that women have a duty to resist (...) sexual harassment this conclusion can draw support from arguments that are independent of hers. Women, then, do indeed have a moral obligation to confront those who sexually harass them. (shrink)

The present study endeavors to give a description of a famous case of sexual harass- ment at the workplace and critique it in terms of its embedment of an intertwined relationship between two pervasive ideologies prevalent in our society: patriarchy and consumerism. By focusing on the favorable conditions, ways of resolution, and outcomes of the lawsuit, this essay approaches the organization- al culture of Mitsubishi Motor Manufacturing of America through the lens of critical theory. Selective literature review on sexual harassment, (...) as well as general coverage of the event by the media and the parties involved demonstrate the validity of the claim that this study has made. (shrink)

Attribution theory is used as a conceptual framework for examining how causal beliefs about peer harassment influence how victims think and feel about themselves. Evidence is presented that victims who make characterological self-blaming attributions are particularly at risk of negative self-views. Also examined is the influence of social context, particularly the ethnic composition of schools and classrooms. It was found that students who were both victims of harassment and members of the majority ethnic group were more vulnerable to self-blaming attributions. (...) In contrast, greater ethnic diversity, that is, classrooms where no one group was in the majority, tended to ward off self-blaming tendencies. Studies of peer harassment are a good context for examining one of the main themes of the special issue, which is how the social context influences the way individuals think and feel about themselves. (shrink)

With more than 700 specific strategies and solutions to use in the classroom, school, and community, this book covers just about everything that educators need, providing a comprehensive and detailed blueprint for an overall plan and policy to prevent and deal with peer harassment.

In his “Reply to Iddo Landau,” Edmund Wall responds to the author’s critique of some of the views expressed in his “Sexual Harassment and Wrongful Communication.” The present article concentrates on what the author takes to be the main problem in Wall’s definition: by requiring that any act, even if intentional and cruel in nature, needs to be repeated to count as sexual harassment, Wall allows too much leeway and renders permissible a wide range of intentional, mean, and harmful actions (...) that most, including, the author believes, Wall himself, would like to outlaw. The article considers Wall’s linguistic and nonlinguistic responses to this critique and finds them problematic. (shrink)

In his "Reply to Iddo Landau," Edmund Wall responds to the author’s critique of some of the views expressed in his "Sexual Harassment and Wrongful Communication." The present article concentrates on what the author takes to be the main problem in Wall’s definition: by requiring that any act, even if intentional and cruel in nature, needs to be repeated to count as sexual harassment, Wall allows too much leeway and renders permissible a wide range of intentional, mean, and harmful actions (...) that most, including, the author believes, Wall himself, would like to outlaw. The article considers Wall’s linguistic and nonlinguistic responses to this critique and finds them problematic. Key Words: sexual harassment • discrimination • law • ethics • feminism. (shrink)

This article considers, from a feminist perspective, the introduction of the European Equal Treatment Amendment Directive (E.T.A.D.) and its impact on the law of sexual harassment in the United Kingdom. Since feminists identified sexual harassment as a problem for women in the 1970s, feminist legal scholars have focused their attention on the law as a means of redressing it. Bringing claims in the U.K. has been difficult because of the absence of a definition of sexual harassment and reliance in the (...) Sex Discrimination Act 1975 on a comparator approach. These problems are illustrated by the recent House of Lords decision in Pearce v. Governing Body of Mayfield Secondary School(2003). The failure of the House of Lords in Pearce to understand sexual harassment as an issue of substantive equality for women makes the introduction of the European law all the more the pressing. The author discusses the implications of the changes embodied in the E.T.A.D. in the light of feminist theory. She argues that the changes envisaged constitute welcome developments which will make it easier to remedy workplace sexual harassment. However, it is also likely that problems will remain for women in establishing sexual harassment claims, particularly if concepts of reasonableness and unwelcome behaviour continue to form part of the legal definition. (shrink)

Margaret Crouch offers a balanced, comprehensive introduction to the philosophical, legal, and empirical issues surrounding the vexed topic of sexual harassment. The book is divided into two parts. The first discusses the competing conceptual schemes under which sexual harassment has been defined, the history of case law surrounding sexual harassment claims, and empirical measures of the extent and common beliefs about sexual harassment. The second part of the book treats philosophical and legal questions surrounding sexual harassment, and a concluding chapter (...) offers some suggestions for a political solution to the controversies. (shrink)

In this article, we discuss the relationships between discrimination, harassment, and the glass ceiling, arguing that many of the factors that preclude women from occupying executive and managerial positions also foster sexual harassment. We suggest that measures designed to increase numbers of women in higher level positions will reduce sexual harassment. We first define and discuss discrimination, harassment, and the glass ceiling, relationships between each, and relevant legislation. We next discuss the relationships between gender and sexual harassment, emphasizing the influence (...) of gender inequality on sexual harassment. We then present recommendations for organizations seeking to reduce sexual harassment, emphasizing the role that women executives may play in such efforts and, importantly, the recursive effects of such efforts on increasing the numbers of women in higher level positions in organizations. (shrink)