The impact of increasing vs. decreasing harassing behaviours on perceptions of hypothetical instances of repeated sexual harassment

ABSTRACT

Sexual harassment is a traditionally underreported crime. One factor that might affect perceptions and willingness to report harassment is its occurrence over time: harassing behaviours that gradually increase or decrease in severity over time might impact its perception. In the present research, 177 female participants read a series of daily scenarios about increasing, decreasing, or steady harassment, and completed measures regarding their perceptions of and willingness to report it. Participants displayed increases and decreases in negative reactions as harassment increased and decreased, respectively, suggesting that each instance of sexual harassment is interpreted independently of earlier harassing behaviours, and that early, strongly harassing behaviours have little impact on how subsequent instances of harassment are perceived. This explanation is supported by the similar ratings in the midpoint (day 4) of the scenario series, regardless of whether harassment was increasing or decreasing.     

The sexual harassment and exploitation in employment as a manifestation of discrimination in a workplace

＂Sexual harassment＂ is a key-word used for determining the most different behaviours. In the past Polish legal system there were no terms of harassment, sexual harassment or mobbing, but nowadays those terms have legal definitions in Polish law. The sexual harassment at the work according to the Polish Labour Code is defined as not-accepted behaviour about sexual character or referring to the sex of an employee, of which infringing an employee＇s dignity or humiliating her or him is a purpose or an effect of it. The sexual harassment is a form of harassment. The sexual harassment can be classified not only as a violation of labour laws but also as a prohibited act within the meaning of criminal law or civil law delict. The Sexual harassment can be a single behavior or can also occur as a sequence of behavior. This must be the unacceptable behaviour by a particular victim （not by reference to a standard employee, and generally prevailing standards）. The lack of consent must be expressed in some way on the outside by verbal opposition or demonstrated that opposition in other ways, such as pushing back the perpetrator. Behavior of the offender must be deliberate and intentional and the effect as that does not necessarily has to occur because it is enough to just act intentional. The sexual harassment can include physical, verbal or non-verbal elements. A sequence of behaviour （several activities） which accomplish characteristics of sexual harassment and in addition realize the condition of permanence and durability can also fulfill the characteristics of mobbing.     

Consequences of sexual harassment in sport for female athletes

Abstract

Sexual harassment research was first undertaken in the workplace and educational settings. Research on sexual harassment in sport is scarce but has grown steadily since the mid-1980s. Even so, very little is known about the causes and/or characteristics and/or consequences of sexual harassment in sport settings. This article reports on the findings from interviews with 25 elite female athletes in Norway who indicated in a prior survey (n = 572) that they had experienced sexual harassment from someone in sport. The consequences of the incidents of sexual harassment that were reported were mostly negative, but some also reported that their experiences of sexual harassment had had no consequences for them. ‘Thinking about the incidents’, a ‘destroyed relationship with the coach’, and ‘a more negative view of men in general’ were the most often negative consequences mentioned. In addition, a surprising number had chosen to move to a different sport or to drop out of elite sport altogether because of the harassment.     

Explaining Sexual Harassment Judgments: Looking Beyond Gender of the Rater

Law and Human Behavior - In two decades of research on sexual harassment, one finding that appears repeatedly is that gender of the rater influences judgments about sexual harassment such that...     

Sexual harassment stories: testing a story-mediated model of juror decision-making in civil litigation

The story model of juror decision-making proposes that jurors use personal experience and information presented at trial to create stories that guide their verdicts. This model has received strong empirical support in studies using criminal cases. The research presented here extends the story model to civil litigation and tests a story-mediated model against an unmediated model of jury decision-making. In Phase 1, content analysis of mock juror responses to 4 realistic sexual harassment cases revealed prototypic plaintiff and defense stories. In Phase 2, these prototypic stories were included as mediators in a model predicting verdicts in 4 additional sexual harassment cases. Mock juror attitudes, experiences, and demographics were assessed, then attorneys presented abbreviated versions of 4 actual sexual harassment cases. Path analyses provided support for the story-mediated model, which added significantly to the amount of variance accounted for in the outcome measures of verdict, commitment to verdict, and confidence times verdict. Implications for sexual harassment and other types of civil cases are discussed.     

Selective Sexual Harassment: Differential Treatment of Similar Groups of Women Workers

If male workers categorize different groups of women coworkers and, subsequently, treat them differently, the experiences of women from one of these groups would not be indicative of the experiences of women from another group. When this different treatment involves hostile environment sexual harassment of one group, but not the other, then the law must recognize the possibility of "selective sexual harassment." Without this understanding of the nuances of the workplace dynamics, a court could mistake the women of the unharassed group as representing "reasonable women" and the women of the harassed group as simply oversensitive. This paper draws on empirical data to demonstrate such a situation and advocates for a version of the "reasonable victim" standard to facilitate a closer analysis of hostile environment sexual harassment suits.     

Women in Law Enforcement: Subverting Sexual Harassment with Social Bonds

Female law enforcement officers who have strong social bonds with their colleagues can reduce the effect that sexual harassment has on job satisfaction. Social bond theory was tested to examine the relationship between sexual harassment and job satisfaction in a sample of 109 active-duty male and female police and correctional officers. Law enforcement personnel are thought to be particularly vulnerable to stressors on the job, like sexual harassment, but they can significantly benefit from strong departmental and colleague support. With some progress toward gender equity, this study shows that female officers still face barriers that are linked to this predominantly male-dominated career.     

Sexual Harassment in the Norwegian Theatre World

ABSTRACT

The aim of this article is to provide insight into the phenomenon of sexual harassment in the theatre world. A survey among Norwegian actors is presented showing that sexual harassment is much more prevalent in the theatre world than in Norwegian work life in general. Further, the article aims at understanding why the prevalence is as high as it is. Based on qualitative interviews, the article points out some risk factors that shed light on the high prevalence of sexual harassment. Lastly, the risk factors are related to charismatic authority as an important power base in the theatre world.     

Moral disengagement and self-reported harassment proclivity in men: the mediating effects of moral judgment and emotions

Three online studies investigated the association between moral disengagement and men’s self-reported harassment proclivity. Participants (total N?=?336) were required to read a vignette depicting either quid pro quo harassment (studies 1 and 2) or hostile work environment harassment (study 3). A salience manipulation was used in each study to explore the causal directionality of this association. The mediating effects of moral judgment, negative affect (guilt and shame) and positive affect (happiness) about the harassment were also assessed as participants were asked to imagine themselves as the harassment perpetrator. Across the three studies, it was shown that moral disengagement had an indirect effect in predicting men’s proclivity to harass by lowering their moral judgment and negative affect about the harassment, conversely amplifying positive affect. Overall, the findings support social cognitive theory, indicating that moral disengagement may enable people to self-regulate their own behavioural inclinations to harass.     

Exploring sexual harassment and related attitudes in Beninese high schools: a field study

Sexual harassment severely impacts the educational system in the West African country Benin and the progress of women in this society that is characterized by great gender inequality. Knowledge of the belief systems rooting in the sociocultural context is crucial to the understanding of sexual harassment. However, no study has yet investigated how sexual harassment is related to fundamental beliefs in Benin or West African countries. We conducted a field study on 265 female and male students from several high schools in Benin to investigate the link between sexual harassment and measures of ambivalent sexism, gender identity, and rape myth acceptance. Almost half of the sample reported having experienced sexual harassment personally or among peers. Levels of sexism and rape myth acceptance were very high compared to other studies. These attitudes appeared to converge in a sexist belief system that was linked to personal experiences, the perceived probability of experiencing and fear of sexual harassment. Results suggest that sexual harassment is a societal problem and that interventions need to address fundamental attitudes held in societies low in gender equality.     

职场性骚扰雇主替代责任说质疑

雇主对职场中发生的性骚扰行为承担责任的性质,存在着替代责任说和自己责任说两种相对立的观点。解决职场性骚扰情况下雇主责任的承担有两种路径：侵权责任法和劳动法。通过侵权责任法解决职场性骚扰的责任,雇主承担对自己安全保障义务违反的不作为责任,属于过错责任,自己责任。在劳动社会保障法领域,雇主承担对劳动者保护的法定义务,应该提供给劳动者较好的工作环境,如果雇员违反法定义务致使雇员受到损害,雇主应该承担赔偿责任,是违反劳动法规定的法定义务承担的后果,其实质仍然是一种自己责任。     

性骚扰防治对策探析

性骚扰危害受害人的身心健康，影响婚姻关系的建立与稳定，影响职业发展、造成经济损失，扰乱社会秩序。我国现行法律在不同的立法层面上明确了反对性骚扰的法律原则，妇女权益保障法又将性骚扰纳入了法律范畴，但没有关于性骚扰的专门立法；现行法律规定过于原则、笼统、空泛，缺乏可操作性；法律规定不周全、不延续。应加强立法，填补法律空白，并在刑法典中增设“性骚扰罪”的有关规定；建立起性骚扰的社会预防和防治机制。     

Here comes the judge: the influence of judge personal characteristics on federal sexual harassment case outcomes

This study explored the effects of judges' personal characteristics (gender, race, age, and political affiliation) and case characteristics on the outcomes of federal cases of hostile environment sexual harassment. Results revealed that even after controlling for the effects of relevant case characteristics (e.g., severity of the harassment), judges' personal characteristics influenced case outcomes. Specifically, younger judges and Democrat judges were more likely to find for the plaintiff (the alleged victim of harassment). The probability that the decision would favor the plaintiff was only 16% when the case was heard by an older judge but 45% when heard by a younger judge. The probability that the decision would favor the plaintiff was only 18% when the case was heard by a judge who had been appointed by a Republican president but 46% when the judge had been appointed by a Democrat president.     

An overview of the literature on antecedents,perceptions and behavioural consequences of sexual harassment

Abstract

The detrimental effects of sexual harassment have been documented in the literature over the past 35 years, and recognized as a serious problem for all working women. In this paper, we review the existing research surrounding the phenomenon of sexual harassment, focusing upon the factors that may facilitate its occurrence. We also provide an overview of the differences in perceptions of what constitutes sexual harassment according to gender, organisational power and context. The negative impact of sexual harassment on its victims is also reviewed. Finally, the relatively new research on victims' responses to sexual harassment experiences and the link between this work and the stress and coping literature is recognized. Several suggestions are made for future research, policy making and treatment avenues.     

Sexual violence perpetrated against women in India: the role of forensic evidence

ABSTRACT

In response to the upsurge in acts of sexual violence against women in India, Parliament passed the Criminal Law (Amendment) Act of 2013, amending existing statutes and rules of evidence relating to crimes of sexual violence and the practices of forensic professionals in the country. While a step in the right direction, this law paid little attention to forensic evidence in sexual violence cases, which can provide a more objective, scientific account of events, aid in the reconstruction of crimes, and help strengthen cases against perpetrators. The objectives of this article are twofold: to raise awareness for the need for a more prominent role of forensic evidence in sexual violence cases and to recommend ways to establish uniform and comprehensive policies and procedures on the collection and preservation of forensic evidence in order to ensure that cases of sexual violence against women are heard in Indian courts.     

Sexual victimization against transgender women in prison: Consent and coercion in context

In this article, we conjoin two long‐standing lines of inquiry in criminology—the study of prison life and the study of sexual assault—by using original qualitative and quantitative data from 315 transgender women incarcerated in 27 California men's prisons. In so doing, we advance an analysis of the factors and processes that shape their experience of sexual victimization in prison. The results of qualitative analysis of 198 reported incidents of sexual victimization exhibit a range of types of sexual victimization experienced by transgender women in prison and reveal the centrality of relationships to their experiences of victimization. Findings from logistic regression models buttress the qualitative results, highlighting a factor that consistently and powerfully indicates vulnerability to sexual victimization is involvement in consensual sexual relationships with male prisoners. Together, the data demonstrate the prominence of intimate partner violence in prison, complicate the distinction between consent and unwanted sexual experiences in the lives of transgender women in prisons for men, and shine a light on the workings of gender in a total institution that privileges heteronormativity at the expense of the safety of transgender women in prisons for men. We discuss the implications of our findings in light of timely policy concerns.     

职场性骚扰雇主责任的法经济学分析

职场性骚扰雇主责任就是雇主要为其雇员的性骚扰行为负责任。通过法经济学的分析,对于监督管理者雇员实施的交换型性骚扰雇主承担严格责任;对于敌意环境型性骚扰雇主承担过错责任。这对预防与抑制职场性骚扰更有效率,同时,可以使社会成本降到最低。     

Defining appropriateness in coach-athlete sexual relationships: The voice of coaches

Abstract

The sporting culture, with omnipotent coaches, fierce competition for recognition and funding, and ‘win at all costs’ ethos, creates an environment conducive to sexual exploitation of athletes. Recent increased public awareness and the development of child protection policies in sport have led to the questioning of previously accepted coach-athlete relationships. This study is an exploratory investigation into male swimming coaches' perceptions of appropriateness of coach-athlete sexual relationships. Sexual relationships with athletes under the age of 16 were unanimously considered totally inappropriate. With regard to sexual relationships with athletes above the age of consent, opinions ranged from ‘totally inappropriate’ to ‘it’s a question of civil liberties.' These results are discussed in relation to how coaches have adapted their own behaviours in the face of public scrutiny but are still reluctant to restrict the rights of their fellow coaches.