Practices of Implementation of Sexual Harassment Policies: Individual Versus Collective Strategies1

abstract This article examines the implementation of sexual harassment law in the workplace in Germany and the United States. Both countries have developed different approaches to the issue, with certain trade‐offs for the pursuit of gender equality and changes in gender workplace culture. Germany has developed a corporatist, collective strategy. Yet, few German employers have adopted policies and training programs. New policy approaches focus on sexual harassment as a group‐based, but gender‐neutral, issue in the context of general unfair workplace practices of “mobbing.” In contrast, sexual harassment is primarily understood as an individual rights issue in the U.S. This approach emphasizes individual (internal) redress. Social and organizational change comes at a high cost for individuals who have been harassed. Employers’ practices in both countries have turned sexual harassment into a gender‐neutral issue. I conclude that a synthesis of both individual and collective approaches with an explicit focus on gender inequality would be desirable.     

Revising Road Safety Policy: The Role of Systematic Evidence in Switzerland

In recent years, interest has grown in promoting and employing “evidence‐based policymaking.” This has been accompanied by an increase in available information about the performance of public policies. While existing research concludes that evidence about “what works” rarely prevails in democratic politics, it is inconclusive about which conditions affect the relevance of such evidence in decision‐making processes. This article aims first to clarify these conditions, and second, to present empirical findings from two case studies of road safety policy revision. The findings show how the creation and diffusion, as well as the political context, affect the role evidence plays in legislative policy revision in Switzerland.