Federal discrimination laws have defined two distinct types of activity that constitute sexual harassment – "hostile environment" and "quid pro quo." The Civil Rights Act of 1991 and more recent Supreme Court rulings make it easier for workers to win lawsuits claiming they were sexually harassed in the work environment.While the public accounting profession continues to address gender-related problems, it remains vulnerable to claims of sexual harassment. In an attempt to better understand the underlying risk the (...) public accounting profession faces, this study focuses on identifying (1) the extent of sexual harassment in the public accounting profession, (2) the type of harassing behavior that is most common, and (3) where the harassment occurs. (shrink)

The persistence of sexual harassment in the workplace, despite the general abhorrence for the behavior and programs designed to eradicate it, is puzzling. This paper proposes that gender differences in perceptions of sexual harassment and power differentials in the workplace which permit men to legitimize and institutionalize their perspective are implicated. These two phenomena combine to result in blaming the victim of sexual harassment for her own plight. Shifting attention to the target of (...) class='Hi'>sexual harassment facilitates the persistence of sexual harassment because the institutionalized responses to the problem remain unquestioned. (shrink)

This article employs content analysis to explore lessons that can be drawn from the Global North to confront sexual harassment in higher education (HE) in Africa and Zimbabwe in particular. The slow progress in both the formulation and implementation of policies directed at mitigating sexual harassment in Zimbabwe’s tertiary institutions is a slow and worrisome journey despite a well-crafted roadmap. This article, using appreciative inquiry (AI) as a lens, presents what developed countries have put in (...) place to deal with sexual harassment. Proposals show that policies and guidelines on sexual harassment remain paper exercise in the developing countries, and are not backed by fair reporting mechanisms and education on how to deal with sexual abuse. The study suggests that policies must not remain paper exercise and therefore have to be implemented. Universities in the Global South may partner with those from the Global North and share notes and best practices on how sexual harassment can be mitigated. Contribution: The article provides insights on how universities can improve sexual harassment policy frameworks and practices to create safe and inclusive campus environments for females so as to protect students’ well-being for sustainable development. (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)

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.

Cases of sexual harassment have become increasingly common in the courts, but there is at present no coherent definition of just what sexual harassment is supposed to consist. The Equal Employment Opportunity Commission guidelines ultimately focus on issues of subjective victimization, a standard which is overly broad and prescriptively empty. In order to salvage the concept of sexual harassment, it is argued here that the element of unwelcomeness must be removed from it. Instead of (...) considering welcomeness, it is argued that sexual harassment can be given proscriptive clarity if it is delineated as gender harassment, coercive sexual harassment, and presumptive sexual harassment. (shrink)

This paper focusses on our concerns about revelations about sexual harassment in universities and the inadequate responses whereby some universities seem more concerned about their own reputations than the care and protection of their students. Seldom do cases go to criminal court, instead they mostly fall within employment relations policies where the use of non-disclosure agreements are double edged, such that some perpetrators remain nameless even if the person offended against wants details made public. Of course if the (...) staff member does not resign or take retirement prior to potential dismissal, but remains in the institution, the grapevine still works. Universities too often become complicit in cover-ups at the expense of further potential victims of sexual misconduct. It has been with much dismay that we found that despite extensive training and writing about ethics some senior professors in philosophy fields have been accused and found wanting, disabusing us of the virtue assumption. Despite these recent instances where perpetrators have been named and been publicised in the media, we found that this is not in fact new, so not only does the paper look to the past, but also extensively it uses contemporary accounts, reports and documents from USA, UK, South America, Australia, and New Zealand. These seem to be the tip of the iceberg, so our hope is that all students and staff in universities (and in fact all institutions where there are inherent power imbalances) will not only feel safe, but that they will be safe as universities become genuinely ethical institutions. (shrink)

Although interest in business ethics has rapidly increased, little attention has been drawn to the relationship between ethics and sexual harassment. While most companies have addressed the problem of sexual harassment at the organizational level with corporate codes of ethics or sexual harassment policies, no research has examined the ethical ideology of individual employees. This study investigates the relationship between the ethical ideology of individual employees and their ability to identify social-sexual behaviors in (...) superior-subordinate interactions. The results indicate that ethical ideology does have an effect on employees' ability to identify verbal sexually harassing behaviors. This effect, however, is not demonstrated on nonverbal sexually harassing behaviors. (shrink)

This study uses the American Association of University Women 1993 survey on sexual harassment in America's schools, a national sample of high school students, to examine gender differences in the behavioral, emotional, and educational consequences of sexual harassment. Previous research indicates that a high percentage of both boys and girls experience sexual harassment and that the negative consequences are greater for girls. The authors use a feminist theoretical framework to show that girls' and boys' (...) qualitatively different experiences account for part of this gender gap. Girls are far more likely to perceive harassment as harmful than boys and to experience a far greater frequency and severity of harassment. This article documents that girls are more likely to be targets of physical sexual harassment than boys and that physical harassment rather than derogatory or verbal and/or visual forms of harassment exacerbate the gender gap in educational outcomes. (shrink)

This paper shows that in order to understand and to resolve the problem of sexual harassment in the workplace, the corporate world will have to relinquish some myths. Sexual harassment does not result from ignorance about fact or law. It is not merely a cultural, gender, or communication problem. It is a problem which will be resolved only when the corporate world recognizes that sexual harassment is a moral problem and provides moral education (...) for employees. Until then, it will remain an explosive problem for communication specialists. (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)

Despite high rates of gendered violence among youth, very few young women report these incidents to authority figures. This study moves the discussion from the question of why young women do not report them toward how violence is produced, maintained, and normalized among youth. The girls in this study often did not name what law, researchers, and educators commonly identify as sexual harassment and abuse. How then, do girls name and make sense of victimization? Exploring violence via the (...) lens of compulsory heterosexuality highlights the relational dynamics at play in this naming process. Forensic interviews with youth revealed patterns of heteronormative scripts appropriated to make sense of everyday harassment, violence, coercion, and consent. Findings inform discussions about the links between dominant discourses and sexual subjectivities as we try to better understand why many regard violence a normal part of life. (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)

“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.”.

Research studies have shown that as many as 80 percent of students are sexually harassed by their peers, ranging from minor, isolated incidences to repeated, criminal actions. Students Harassing Students deals with definitions, problems, suggested solutions and preventions. Each chapter begins with a scenario or case study that demonstrates what educators need to be aware of and address. Cantrell presents liability issues in language easily understood by readers who are not legal scholars. Accessible to non-educators as well as administrators and (...) teachers, this book provides potential policies for preventing and dealing with sexual harassment. (shrink)

This feminist analysis focuses on sexual harassment within a specific category of jobs known as display work, where primarily women’s bodies are commodified and sold to consumers, and often through the conduits of powerful male industry leaders. Using qualitative content analysis methods to analyze 88 subjective, first-person narratives of harassment from 70 models working within the fashion business, I describe how the commodification of bodies interacts with the particular features of the modeling industry—the premium placed on youth, (...) ambiguous industry demands, and the presence of kingmakers—to produce an environment in which opportunities for sexual harassment can proliferate. All these factors impose extreme worker vulnerability costs on predominantly women and ultimately contribute to maintaining gender-based, hierarchical power differentials between men wielding authority within the industry and these models over time. (shrink)

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)

Research has shown that a majority of employed women experience sexual harassment and suffer negative repercussions because of it; yet only a minority of these women label their experiences “sexual harassment.” To investigate how people identify sexual harassment, in-depth interviews were conducted with 18 waitpeople in restaurants in Austin, Texas. Most respondents worked in highly sexualized work environments. Respondents labeled sexual advances as sexual harassment only in four specific contexts: when perpetrated (...) by someone who exploited their powerful position for personal sexual gain; when the perpetrator was of a different race/ethnicity than the victim—typically a minority man harassing a white woman; when the perpetrator was of a different sexual orientation than the victim—typically a gay man harassing a straight man; or when violence or the threat of violence was used. The authors argue that the hegemonic norms of acceptable sexual activity privilege heterosexual relationships, legitimize institutionalized forms of sexual exploitation in the workplace, and may protect assailants of the same race and sexual orientation as their victims from charges of sexual harassment. (shrink)

Research on sexual harassment in the workplace is extensive, yet research on sexual harassment in housing is extremely limited. In this study, the author qualitatively analyzes 60 cases of sexual harassment in rental housing to expand on recent research addressing this topic by examining the forms and processes of housing-related sexual harassment in more detail, with a particular focus on class and race. This study reveals that sexual coercion is the most (...) common form of sexual harassment for women in housing. It also demonstrates the intersections of race, gender, and class in shaping this harassment. Landlords used their institutional authority in the housing context and racialized gender stereotypes to exploit tenants'economic vulnerabilities and sexually coerce them. Landlords also used these strategies to defend themselves against complaints of harassment. (shrink)

This article applies two explanations of sexual harassment—gender dominance and sex-role spillover—in multivariate analyses of perceptions of two forms of harassment of women in legal settings by male judges and attorneys. Regression analyses of data from statewide samples of Florida judges and attorneys support the age/spillover hypothesis: Older cohorts of men are markedly less likely than are other respondents to perceive male judges' and attorneys' gender-typing behavior. Some support is also found for the age/dominance hypothesis, which predicts (...) that younger women will be especially aware of more serious forms of sexual harassment by male judges and attorneys. Younger women judges, particularly those with a feminist orientation, show markedly greater awareness of sexual advances and other dominance behaviors by male judges. (shrink)

Research on sexual harassment in the workplace has followed several trajectories: the extent of sexual harassment, labeling sexual harassment, responses to sexual harassment, and contributing factors to sexual harassment. Much of this research has been necessarily applied, leaving theoretical frameworks concerning sexual harassment underdeveloped. This research uses the case of the sexual harassment of temporary workers to develop grounded theory to provide a more structural understanding of (...) sexual harassment. While temporary employment has increased dramatically in the past 15 years, researchers have only recently begun to document the effects of this trend. This research is based on 68 in-depth interviews from two broader studies on clerical temporary work in Chicago and Los Angeles. The researchers find that the organization of temporary work fosters sexual harassment through the magnification of asymmetrical power relationships. (shrink)

The article focuses on the narratives of women secretaries regarding their work experiences in private business in Latvia, and aims at understanding the barriers that prevent the formation of women’s political subjectivity in Latvia, by looking at why sexual harassment does not become a political issue for working women in Latvia. Using Hayden White’s theory of trope analysis, the article analyses the dominant tropes and the political results of their use in secretaries’ articulations and narratives about their experiences (...) of sexual harassment. Additionally, the article provides a critical trope analysis of Western feminist theories of sexual harassment, thus pointing out their usefulness for women’s politics in Latvia. Finally, the article outlines the discursive strategies that women in Latvia could use in order to claim their own distinct and transformative political subjectivity in the newly independent, capitalist and highly nationalist post-Soviet Latvia. (shrink)

Moral Problems in Higher Education brings together key essays that explore ethical issues in academia. The editor and contributors-all noted philosophers and educators-consider such topics as academic freedom and tenure, free speech on campus, sexual harassment, preferential student admissions, affirmative action in faculty appointments, and the ideal of a politically neutral university. Chapters address possible restrictions on research because of moral concerns, the structure of peer review, telling the truth to colleagues and students, and concerns raised by (...) intercollegiate athletics. Cahn selects two key readings in each area to offer a readable introductory guide to these critical subjects for students studying academic ethics and higher education policy. In addition to the selections and a general introduction, Cahn provides study questions for use in the classroom. Contributors include Scott F. Aikin, Derek Bok, William G. Bowen, Myles Brand, Richard T. DeGeorge, Paul D. Eisenberg, Leslie Pickering Francis, Martin P. Golding, Philip Kitcher, Charles R. Lawrence III, David Lewis, Paul J. Olscamp, Nancy Tuana, David Shatz, George Sher, Robert L. Simon, Robert B. Talisse, Stephan Thernstrom, Abigail Thernstrom, Laurence Thomas, Robert Paul Wolff, and the editor. (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)

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 (...) class='Hi'>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)

That women tend to see harassment where men see harmless fun or normal gendered interaction is one of the more robust findings in sexual harassment research. Using in-depth interviews with employed men and women, this article argues that these differences may be partially explained by the performative requirements of masculinity. The ambiguous practice of “girl watching” is centered, and the production of its meaning analyzed. The data suggest that men's refusal to see their behavior as harassing may (...) be partially explained through the objectification and attenuated empathy that the production of masculine identities may require. Thus, some forms of harassment and their interpretations may more accurately be seen as acts of ignoring than states of ignorance. Implications for anti-sexual harassment policies and training are explored. (shrink)

Sexual harassment is often understood as a subjective notion that asks the woman if she has been victimized. This paper argues that we need not ask women if they are victims by conceptualizing sexual harassment as an objective notion that holds the perpetrator accountable for his actions. In making my case, I will apply an objective conception of sexual harassment to the U.S. Supreme Court case Meritor Savings Bank v. Vinson by drawing on the (...) feminist view of sexual harassment given by Anita Superson and the role of equality and autonomy as motivated by Ronald Dworkin and James Griffin, respectively. (shrink)

This case note reviews the guidelines issued by Morison J. in the Employment Appeal Tribunal at the end of the decision in Reed and Bull Information Systems Ltd v. Stedman [1999] I.R.L.R.299. The author argues that while the judge’s decision is to be welcomed in adopting an approach more sympathetic to victims of sexual harassment, it also raises a number of problems by placing a burden on the victim to place the harasser on notice that she does not (...) welcome his conduct. The guidelines are likely to be usefully applied in any jurisdiction that has rules forbidding sexual harassment. The author considers the guidelines from both a practical and a doctrinal angle and indicates that the right to be free from sexual harassment is one that the courts are reluctant to protect like other civil rights. (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)

The question of what constitutes sexual harassment—from suggestive remarks to outright threats, from off-color jokes to lewd posters on office walls—is contentious, as is the question of how to address sexual harassment. Do all instances of sexual harassment constitute sex discrimination? Are some instances merely sexual attraction gone wrong? Do social policies aimed at eliminating sexual harassment in the workplace violate freedom of expression or do they make working relationships possible between (...) women and men? In this uncompromising yet respectful debate, two philosophers of widely divergent views present clear arguments and then respond directly to each other's reasoning. LeMonchek argues for a feminist perspective on sexual harassment that is sensitive to the politics of gender. Hajdin contends that this perspective is both morally confusing and legally problematic, and that sexual harassment can be better addressed by traditional moral and legal categories. (shrink)

This article examines how sexual harassment has been conceptualized by French feminists in an increasingly global political environment, demonstrating how feminist ideas, politics and legal initiatives are transformed as they travel across space and time. I argue that feminist networks have been a central determinant of the ways in which ideas about sexual harassment have spread across the globe in the past 20 years. However, I further contend that there were basic national differences in political, legal (...) and cultural traditions that made it likely that feminist concepts and policies would be translated as they traveled. Moreover, I show how certain social actors heightened the importance of such cultural differences through `symbolic boundary work'. Finally, I discuss how feminist activists both distance themselves from negative stereotypes of American feminist approaches to sexual harassment and simultaneously draw on international networks and ideas to expand the scope of French sexual harassment law. (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)

This paper extends Corporate Social Responsibility (CSR) scholarship to focus on issues of sexual harassment and sexual violence. Despite a significant body of work on gender and CSR from a variety of feminist perspectives, long-standing evidence of sexual harassment and sexual violence in business, particularly in global value chains, and the rise of the #MeToo movement, there has been little scholarship focused specifically on these issues in the context of CSR. Our conceptual paper addresses (...) this gap in the literature through two key contributions. First, we extend the theoretical base of CSR scholarship by drawing upon and explicating radical feminist theory, a resource that has been underutilized in the field to date. This theoretical perspective is well placed to offer insights around the issues of sexual harassment and sexual violence, and to explain the centrality of these concerns to the gender equality agenda in business and in CSR. Second, building upon insights from radical feminism, and from research on CSR and human rights, we explicate a business and human rights approach to sexual harassment, sexual violence and CSR. We point to ways in which this approach might be more effective in addressing these issues than previously adopted strategies and suggest directions for future research arising from our analysis. (shrink)

In determining when sexual behavior in the workplace creates a hostile working environment, some courts have asked, Would a reasonableperson view this as a hostile environment? Two recent court decisions, recognizing male-female differences in the perception of social sexual behavior at work, modified this standard to ask, Would a reasonablevictim view this as a hostile environment? As yet, there is no consensus in the legal community regarding which of these standards is just.We propose that moral theory provides the (...) framework from which business people can construct just procedures regarding sexually hostile environments. We argue that the natural duty of mutual respect of persons and the natural duty not to harm the innocent compels business people to identify sexually hostile work environments from the perspective of the reasonable victim, usually from the woman's perspective. (shrink)