Gender inequity and sexual harassment in the pharmacy profession: Evidence and call to action executive summary

2021 ◽  
Vol 4 (11) ◽  
pp. 1375-1378
Author(s):  
Brittany D. Bissell ◽  
Jackie P. Johnston ◽  
Rebecca R. Smith ◽  
Andrea Sikora Newsome ◽  
Melissa L. Thompson Bastin ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Executive Summary ◽  
Gender Inequity ◽  
Call To Action ◽  
Pharmacy Profession

scholarly journals Gender inequity and sexual harassment in the pharmacy profession: Evidence and call to action

2021 ◽  
Author(s):  
Brittany D Bissell ◽  
Jackie P Johnston ◽  
Rebecca R Smith ◽  
Andrea Sikora Newsome ◽  
Melissa L Thompson Bastin ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Gender Inequity ◽  
Call To Action ◽  
Final Version ◽  
Pharmacy Profession ◽  
Final Article

Disclaimer In an effort to expedite the publication of articles related to the COVID-19 pandemic, AJHP is posting these manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time.

Workplace romance versus sexual harassment: a call to action regarding sexual hubris and sexploitation in the #MeToo era

2020 ◽  
Vol 35 (4) ◽  
pp. 329-347
Author(s):  
Lisa Mainiero
Keyword(s):  
Sexual Harassment ◽  
Power Relations ◽  
Organizational Leaders ◽  
Content Type ◽  
Privacy Concerns ◽  
Call To Action ◽  
Workplace Romance ◽  
Lower Status ◽  
Sexual Harassment Policies ◽  
Dominant Coalition

Purpose The #MeToo movement has brought questions of sexuality and power in the workplace to the forefront. The purpose of this paper is to review the research on hierarchial consensual workplace romances and sexual harassment examining the underlying mechanisms of power relations. It concludes with a call to action for organizational leaders to adopt fair consensual workplace romance policies alongside strong sexual harassment policies. Design/methodology/approach This paper represents a conceptual review of the literature on consensual workplace romance, sexual harassment, passive leadership and power relations. Passive leadership leads to a climate of incivility that in turn suppresses disclosures of sexual harassment (Lee, 2016). Consensual workplace romances across hierarchical power relations carry significant risks and may turn into harassment should the romance turn sour. Findings Two new concepts, sexual hubris and sexploitation, are defined in this paper. Sexual hubris, defined as an opportunistic mindset that allows the powerful to abuse their power to acquire sexual liaisons, and its opposite, sexploitation, defined as a lower-status member using sexuality to gain advantage and favor from an upper-level power target, are dual opportunistic outcomes of an imbalanced power relation. Sexual hubris may increase the likelihood for sexual harassment such that a mindset occurs on the part of the dominant coalition that results in feelings of entitlement. Sexploitation is a micromanipulation tactic designed to create sexual favoritism that excludes others from the power relation. Research limitations/implications Sexual hubris and sexploitation are conceptualized as an opportunistic mechanisms associated with imbalanced power relations to spur future research to tease out complex issues of gender, sexuality and hierarchy in the workplace. Sexual hubris serves to protect the dominant coalition and shapes organizational norms of a climate of oppression and incivility. Conversely, sexploitation is a micromanipulation tactic that allows a lower-status member to receive favoritism from a higher-power target. Four research propositions on sexual hubris and sexploitation are presented for future scholarship. Practical implications Most organizational leaders believe consensual romance in the office cannot be legislated owing to privacy concerns. Passive leadership is discussed as a leadership style that looks the other way and does not intervene, leading to workplace hostility and incivility (Lee, 2016). Inadequate leadership creates a climate of passivity that in turn silences victims. Policies concerning consensual workplace romance should stand alongside sexual harassment policies regardless of privacy concerns. Social implications The #MeToo movement has allowed victims to disclose sexual misconduct and abuse in the workplace. However, the prevalence of sexual harassment claims most often can be traced to a leadership problem. Employers must recognize that sexual hubris and sexploitation arise from imbalances of power, where sex can be traded for advancement, and that often consensual workplace romances end badly, leading to claims of sexual harassment. Consensual romance policies must stand alongside sexual harassment policies. Originality/value Sexual hubris and sexploitation are offered as novel concepts that provide a mechanism for conceptualizing the potential for abuse and manipulation from unbalanced power relations. These are original concepts derived from the arguments within this paper that help make the case for consensual workplace romance policies alongside sexual harassment policies.

scholarly journals Komunikasi Gender Dan Hubungannya Dengan Kepuasan Kerja Karyawan (Gender Communication Related Employees Job Satisfaction)

2016 ◽  
Vol 14 (2) ◽  
Author(s):  
Putri Asih Sulistiyo ◽  
Aida Vitayala Hubeis ◽  
Krishnarini Matindas
Keyword(s):  
Job Satisfaction ◽  
Economic Development ◽  
Sexual Harassment ◽  
Social Construction ◽  
Standpoint Theory ◽  
Traditional View ◽  
Gender Inequity ◽  
Gender Communication ◽  
Job Position

Harding and Hills’s standpoint theory said that human perspectives are shaped by their social and political experiences. Gender is a social construction that acquired through interaction and changes over times. Based on that theory, this study used to analyze are the rapid increased of woman labour, gender equitymovement in economic development, may affect the the traditional view about how women and men should act and communicate, and established the new meaning of masculinity and feminity in workplace area. The conclusion showed that gender inequity still exist toward women. Women’s job position and the level of gender communication based on dimensional stereotype, discrimination, subordination, and sexual harassment are worse than men, but yet women showed no complains and reported the same level of job satisfaction compared men.Keywords: gender, communication, job satisfaction

scholarly journals Call to Action on Use and Reimbursement for Home Blood Pressure Monitoring: Executive Summary

Hypertension ◽  
2008 ◽  
Vol 52 (1) ◽  
pp. 1-9 ◽  
Author(s):  
Thomas G. Pickering ◽  
Nancy Houston Miller ◽  
Gbenga Ogedegbe ◽  
Lawrence R. Krakoff ◽  
Nancy T. Artinian ◽  
...  
Keyword(s):  
Blood Pressure ◽  
Blood Pressure Monitoring ◽  
Home Blood Pressure ◽  
Home Blood Pressure Monitoring ◽  
Pressure Monitoring ◽  
Executive Summary ◽  
Call To Action
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