Sexual Harassment

Legal Definition Quid pro Quo Quid pro Quo Hostile Working Environment Hostile Working Environment “Sexual behavior at work can therefore remind men and women of their unequal status in society more broadly and reinforce their inequality at work” (Cortina and Berdahl p3.) “Sexual behavior at work can therefore remind men and women of their unequal status in society more broadly and reinforce their inequality at work” (Cortina and Berdahl p3.)

Harasser can be of same sex Harasser can be of same sex Harasser can be employed for another business Harasser can be employed for another business Victim does not have to be the one targeted. Victim does not have to be the one targeted. In 2000, there were 5332 sexual harassment charges filed with the EEOC……….. In 2000, there were 5332 sexual harassment charges filed with the EEOC………..

Social Psychological Definitions These definitions do not require that negative outcomes for victims….. These definitions do not require that negative outcomes for victims….. 1) sexist remarks/behavior 1) sexist remarks/behavior 2) inappropriate sexual advances that do not result in work punishments 2) inappropriate sexual advances that do not result in work punishments 3). Quid pro quo (wanted or unwanted) 3). Quid pro quo (wanted or unwanted) 4) Sexual assault 4) Sexual assault

Women are more likely to see behavior as sexually harassing. Women are more likely to see behavior as sexually harassing. What does this mean to workplace behavior? What does this mean to workplace behavior?

Men are less likely to be sexually harassed and more harassed for not adopting traditional conceptions of gender. For example, they may be teased for cooking at home. Men are less likely to be sexually harassed and more harassed for not adopting traditional conceptions of gender. For example, they may be teased for cooking at home. Women are also gender harassed Women are also gender harassed

Sexual Racism Combination of racist sexual harassment. Combination of racist sexual harassment. This type of harassment is discussed, but hasn’t been studied. This type of harassment is discussed, but hasn’t been studied.

Theorizing SH Nature Nature Nurture Nurture Power Power Nurture and Power Nurture and Power

Who Harasses? 86-90% SH cases are filed by women % SH cases are filed by women. 93% of harassers are men. 93% of harassers are men. Race/Ethnicity has not been studied as much. Seems like women of color would more likely be targets…..power. Race/Ethnicity has not been studied as much. Seems like women of color would more likely be targets…..power.

Outcomes to Harassment 1) Lowered productivity 1) Lowered productivity 2) Victims lose: 2) Victims lose: Mental health Mental health Money Money Job stability Job stability

Reporting SH Very few victims report SH. Very few victims report SH. Victims fear blame, disbelief, inaction and retaliation. 2/3 of women who DID report validate that these fears are true!!!! Victims fear blame, disbelief, inaction and retaliation. 2/3 of women who DID report validate that these fears are true!!!! Most women do NOT confront the harasser. Most women do NOT confront the harasser. Most women look for support among informal networks. Most women look for support among informal networks. But most women: avoid, deny and endure. But most women: avoid, deny and endure.

Eliminating SH 1) Most organizations have SH policies. But top management must be willing to enforce policies. The more active organizations are at taking a firm stand against harassment, the less likely workers report harassment. 1) Most organizations have SH policies. But top management must be willing to enforce policies. The more active organizations are at taking a firm stand against harassment, the less likely workers report harassment. Options for Organs: Best to have wide range of choices Options for Organs: Best to have wide range of choices Formal Grievance Procedure Formal Grievance Procedure Informal Dispute Resolution Informal Dispute Resolution

Training is the option most employers choose. However, research does not show that training reduces SH. Training is the option most employers choose. However, research does not show that training reduces SH. Research shows that employing more women in high places and more women overall helps with preventing harassment. Research shows that employing more women in high places and more women overall helps with preventing harassment.