Symposium 31: Sport and gender: Gender and theories of sexual harassment

2003 ◽  
Author(s):  
Kari Fasting
Keyword(s):  
Sexual Harassment ◽  
And Gender

Women-Friendly Policies being adopted by Organizations: An Innovative aspect

2016 ◽  
Vol 3 (01) ◽  
Author(s):  
Shlesha Singh ◽  
Mrinalini Pandey
Keyword(s):  
Sexual Harassment ◽  
Glass Ceiling ◽  
Gender Stereotype ◽  
The Other ◽  
Family Responsibilities ◽  
Other Hand ◽  
The Family ◽  
Workplace Barriers ◽  
Women In The Workforce ◽  
And Gender

Organizations are these days realizing the importance of women in the workforce and to tap that talent, organizations are now-a-days putting extra efforts. Workplaces were designed keeping men in mind and which has been intercepting women from continuing the competitive jobs and career along with the family responsibilities. On the other hand, there are various workplace barriers which are adding to the other problems. Women face several barriers at the workplace like sexual harassment, glass ceiling and gender stereotype.

Sexual Harassment Sensitivity and Gender: Clarifying the Differences

1996 ◽  
Vol 5 (4) ◽  
pp. 289-301
Author(s):  
Lillian Y. Fok ◽  
Sandra J. Hartman ◽  
Stephen M. Crow
Keyword(s):  
Sexual Harassment ◽  
And Gender

scholarly journals Associations of Relationship Experiences, Dating Violence, Sexual Harassment, and Assault With Alcohol Use Among Sexual and Gender Minority Adolescents

2021 ◽  
pp. 088626052110014
Author(s):  
W. J. Kiekens ◽  
L. Baams ◽  
J. N. Fish ◽  
R. J. Watson
Keyword(s):  
Sexual Assault ◽  
Alcohol Use ◽  
Sexual Harassment ◽  
Dating Violence ◽  
Heavy Episodic Drinking ◽  
Gender Minority ◽  
Minority Adolescents ◽  
Relationship Experiences ◽  
Sexual And Gender Minority ◽  
And Gender

Sexual and gender minority (SGM) adolescents report higher rates of dating violence victimization compared with their heterosexual and cisgender peers. Research on dating violence often neglects diversity in sexual and gender identities and is limited to experiences in relationships. Further, given that dating violence and alcohol use are comorbid, research on experiences of dating violence could provide insights into alcohol use disparities among SGM adolescents. We aimed to map patterns of relationship experiences, sexual and physical dating violence, and sexual and physical assault and explored differences in these experiences among SGM adolescents. Further, we examined how these patterns explained alcohol use. We used a U.S. non-probability national web-based survey administered to 13–17-year-old SGM adolescents ( N = 12,534). Using latent class analyses, four patterns were identified: low relationship experience, dating violence and harassment and assault (72.0%), intermediate dating experiences, sexual harassment, and assault and low levels of dating violence (13.1%), high dating experiences, dating violence, and sexual assault (8.6%), and high dating experiences, dating violence, and sexual harassment and assault (6.3%). Compared to lesbian and gay adolescents, bisexual adolescents reported more experiences with dating, dating violence, and sexual assault, whereas heterosexual adolescents reported fewer experiences with dating, dating violence, and sexual harassment and assault. Compared to cisgender boys, cisgender girls, transgender boys, and non-binary/assigned male at birth adolescents were more likely to experience dating violence inside and outside of relationship contexts. Experiences of dating, dating violence, and sexual harassment and assault were associated with both drinking frequency and heavy episodic drinking. Together, the findings emphasize the relevance of relationship experiences when studying dating violence and how dating violence and sexual harassment and assault might explain disparities in alcohol use.

A Case Study of a Hospital Workplace Culture of Injustice for Women Physicians

2020 ◽  
Vol 10 (1) ◽  
pp. 15-36
Author(s):  
Darrell Norman Burrell ◽  
Anton Shufutinsky ◽  
Shanta Bland ◽  
Cherise M. Cole ◽  
Jorja B Wright ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Organizational Development ◽  
Corporate Culture ◽  
Equal Employment Opportunity Commission ◽  
Female Physicians ◽  
Diversity And Inclusion ◽  
Medical Centers ◽  
And Gender ◽  
Survey Responses

Decades after the U.S. Equal Employment Opportunity Commission (EEOC) issued regulations surrounding sexual harassment, hospital medical centers still struggle to identify and implement policies and practices to proactively address and mitigate occurrences of sexual harassment and gender inequality. An organizational development intervention occurred in which all the female physicians completed a climate survey developed to evaluate the hospital's toxic corporate culture around equity and diversity. Survey responses highlight significant issues of concern around diversity and inclusion from the perspective of women in toxic workplace hospital settings, especially for female physicians.

scholarly journals Effects of a Perpetrator’s Physical Attractiveness, Socioeconomic Status and Gender on Behaviour Perception of the Participants of Sexual Harassment Situations

Psichologija ◽  
2019 ◽  
Vol 60 ◽  
pp. 58-71
Author(s):  
Gabija Petrauskaitė ◽  
Ksenija Čunichina
Keyword(s):  
Socioeconomic Status ◽  
Sexual Harassment ◽  
Physical Attractiveness ◽  
Modern Society ◽  
Younger Adults ◽  
Negative Appraisal ◽  
Societal Changes ◽  
Extralegal Factors ◽  
And Gender ◽  
The Impact

Sexual harassment is still a widespread problem in today’s modern society. Therefore, it is important to identify extralegal factors that shape society’s attitudes towards sexual harassment cases and why, sometimes, the victim of sexual harassment is being blamed for the situation. Most of the previous studies do not explore the causal relationship between the characteristics of the accused and the attitudes towards the cases. Moreover, the results of many existing studies are contradictory. Therefore, the aim of this study is to determine the impact of sex, physical attractiveness and socioeconomic status (SES) of the perpetrator on the attitudes towards sexual harassment situations. A hundred seventy-nine respondents participated in the study. During the research, a fictional news report and situation assessment scale were used. It was found that only a perpetrator’s physical attractiveness and socioeconomic status had a statistically significant impact on the appraisal of the perpetrator and victim’s behavior in the situation. The physical attractiveness of the perpetrator resulted in a statistically significant positive appraisal of his behavior and a more negative appraisal of the victim’s behavior. SES only had a statistically significant impact on the appraisal of perpetrator’s behavior: when the perpetrator was of high SES, his behavior in a sexual harassment situation was perceived more negatively than that of low SES. Results of this research not only emphasize the importance of extralegal factors on the attitudes toward the sexual harassment victims and perpetrators among younger adults, but also indicates possible societal changes – diminished gender and opposite SES effects on the attitudes toward the aforementioned situations.

Understanding the Value of Gender Equity in Healthcare and How to Pursue It

2020 ◽  
pp. 64-74
Author(s):  
Emma Adriana Gans
Keyword(s):  
Organizational Culture ◽  
Sexual Harassment ◽  
Gender Equity ◽  
Gender Diversity ◽  
Communication Styles ◽  
Preventative Care ◽  
Leadership Qualities ◽  
Female Physicians ◽  
Double Burden ◽  
And Gender

Female and male physicians practice medicine differently. Female physicians engage in different communication styles, allocate more time to preventative care, and show different leadership qualities. Because gender diversity is still lacking in the top academic and clinical positions, medical organizations are not fully benefiting from these strengths. This chapter will identify three barriers that prevent women from advancing to these positions: the double burden syndrome, sexism and sexual harassment, and gender bias. This chapter will take a critical look at organizational culture and propose changes that can contribute to the pursuit of gender equity.

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