Sexual Harassment against Women in the Workplace: A Critical Study on the Regulatory Framework in Sri Lanka

Author(s):  
Muthukuda Arachchige Dona Shiroma J Niriella
Author(s):  
Eileen Boris ◽  
Allison Louise Elias

This chapter traces the changing status of women in the workplace by focusing on the individual and collective battles of the 1960s and 1970s that resulted in legal protections for working women. It considers new names for old problems—like sexual harassment—as well as new remedies for workplace discrimination that drew on equal employment law, unionization, and other organizational forms. Race, motherhood, age, and citizenship status distinguished women’s experiences in paid work, and thus this chapter takes an intersectional approach to understanding workplace developments based on women’s diverse identities. Anti-discrimination law has generated single-axis frameworks, which fail to address harms experienced by women of color that stem from their racialized gender and their holding low-paying, sex segregated jobs excluded from many labor standards. After providing an overview of these developments, the chapter ends with some directions for future research.


2020 ◽  
Vol 4 (1) ◽  
pp. 25-40
Author(s):  
Lucia Beltramini ◽  
Federica Bastiani ◽  
Mariachiara Feresin ◽  
Patrizia Romito

The aims of this qualitative study were to describe sexual harassment (SH) as experienced by young Italian women in the workplace and to analyse their reactions and forms of resistance. A sample of 20 university students who mostly held casual jobs was recruited at one university and interviewed in 2017‐18; the transcriptions were analysed using a thematic method.Respondents experienced multiple forms of SH, from sexual comments and requests to physical contacts, carried out by male employers, co-workers and customers. Often SH had a pronounced pornographic nature, and occasionally women were treated as ‘prostitutes’; dress-code implied ‘dressing sexily’, and becomes a form of SH.All women evaluated these behaviours as inappropriate, but no one considered making a formal complaint. They reported confusion, attempts to minimise, going along with a smile, asking the help of colleagues, and using the boyfriend as a protector. Few took direct actions such as confronting the harassers, retaliating or complaining to the employer. Notwithstanding the hostility and humiliation experienced, the young women interviewed retained a strong sense of their dignity as workers, which can count as another form of resistance to a system that consistently tries to objectify them and disqualify them as workers.


Author(s):  
Josefa Sánchez ◽  
Sara Serrat ◽  
Estefanía Castillo ◽  
Alberto Nuviala

Inequalities between men and women in the workplace are reflected in professional sports, specifically in football refereeing. This phenomenon sometimes becomes sexual harassment, since it is a stereotypically considered male profession, in which women are a minority. In order to measure that behaviour, it is necessary to count on valid and reliable tools. Therefore, the goal of this study was to determine the factorial structure and the discriminant and convergent validity of the ‘sexual experiences questionnaire’, version of the Department of Defence (SEQ-DoD). Eighty-nine male football referees and ninety-four female football referees, with a mean age of 23.30 ± 4.85 years, participated in this studio conducted in Andalusia, Spain. A confirmatory factor analysis was performed using the robust maximum-likelihood estimation method. Goodness of fit was assessed and the factorial invariance was calculated to determine the stability of the model. Subsequently, the validity was confirmed. The results corroborated the validity and reliability of the questionnaire adapted to the population studied. Therefore it can be used as a research instrument.


2021 ◽  
Vol 61 (2) ◽  
Author(s):  
CELINA MCEWEN ◽  
ALISON PULLEN ◽  
CARL RHODES

Sexual violence against women in the workplace remains rife and poorly addressed. Sexual harassment is often perpetrated by leaders, managers, or supervisors as the result of abusive power relations. Recognising and addressing the cultural tolerance for sexual violence in organizations and society is one of the steps in addressing this issue. In this paper, we argue that violence is normalised through leadership practices. We suggest that leadership against sexual harassment is essential for organizational redress.


2005 ◽  
Vol 7 (1-4) ◽  
pp. 187-198
Author(s):  
Joëlle Hannelais ◽  
Thierry Gillot

The first laws concerning sexual harassment were passed by the French Parliament in 1992 following the recommendations of the Commission of 27 November 1991 on the protection of the dignity of men and women in the workplace. The law also obliges employers to take all necessary measures to prevent acts of harassment. Sexual harassment is also a crime in France. This article describes the operation and application of those laws, noting the narrow definition of sexual harassment when compared to European Community law. Relatively few sexual harassment complaints have been filed in France, but this may equally be the result of confidential conciliation of complaints as of the restrictive application of the law.


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