scholarly journals Alleen maar een verlangen? jobgerelateerde risicofactoren en seksueel grensoverschrijdend gedrag in de Vlaamse cultuur- en mediasector

2020 ◽  
pp. 159-181
Author(s):  
Mart Willekens ◽  
Jessy Siongers ◽  
John Lievens
Keyword(s):  
Sexual Harassment ◽  
Work Environment ◽  
Occupational Status ◽  
Physical Contact ◽  
Men And Women ◽  
Explanatory Factors ◽  
Professional Network ◽  
Lower Status ◽  
Secondary Factor ◽  
Status Position

In this paper, we analyse how characteristics of the work environment in the cultural industries influence the likelihood of experiencing sexual harassment. We differentiate between communicational (remarks, jokes and infantilization) and behavioural (physical contact and force) forms of sexual harassment. Experiencing the work environment as highly competitive and having a large professional network prove to be the most important explanatory factors. Doing artistic work is a secondary factor that helps explain the prevalence of sexual harassment. Occupational status is also important, but this effect differs for men and women. Men experience sexual harassment more often when they have a lower status position within the cultural and media industries, while this is not the case for women.

scholarly journals Seksuell trakassering – ikke et isolert problem

2021 ◽  
pp. 75-98
Author(s):  
Øystein Gullvåg Holter ◽  
Lotta Snickare
Keyword(s):  
Sexual Harassment ◽  
Work Environment ◽  
Academic Work ◽  
Natural Sciences ◽  
Physical Contact ◽  
Workplace Organization ◽  
Unwanted Sexual Attention ◽  
University Of Oslo

Abstract: Sexual Harassment – not an Isolated Problem Is sexual harassment in academia an isolated problem, or is it linked to the academic work environment and culture? Research at the Faculty of Mathematics and Natural Sciences at University of Oslo supports the latter view. The results show how sexual harassment are associated with problem features of the workplace organization, environment and culture. This is especially clear in the case of unwanted sexual attention, which is closely linked to professional devaluation and other problems. Other more serious forms (unwanted physical contact, coercion, stalking, assault) are less frequent, yet clearly associated with unwanted sexual attention. The chapter presents and analyzes the sexual harassment data in view of other recent research, and discusses why this topic is important, and how research can be improved.

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 Reactions to sexual harassment of the physiotherapist

2008 ◽  
Vol 64 (2) ◽  
Author(s):  
L. Bütow-Dûtoit ◽  
C.A. Eksteen ◽  
M. De Waal
Keyword(s):  
Sexual Harassment ◽  
Work Environment ◽  
Work Performance ◽  
Common Method ◽  
Survey Questionnaire ◽  
Emotional Effect

This  paper follows on a previous paper describing a studyconducted on sexual harassment in the physiotherapy work environment inSouth Africa. A survey questionnaire was used to determine the reactions ofphysiotherapists  after  they  experienced  their  worst  incidents  of  sexualharassment. The most common method of handling the sexual harassmentwas to avoid the perpetrator or situation. The most common effects relatedto work performance after the sexual harassment had occurred, were adecrease in concentration, job pleasure and confidence in job performanceand the most common emotional effect experienced was anger.

Modernization and Status Change among Aged Men and Women

1993 ◽  
Vol 36 (3) ◽  
pp. 171-186 ◽  
Author(s):  
Roger Clark
Keyword(s):  
Economic Development ◽  
Occupational Status ◽  
Status Change ◽  
Elderly Men ◽  
Men And Women ◽  
Using Data ◽  
The Relationship

This study investigates the differences between the relationship between elderly occupational status and modernization for men and women. Consonant with previous findings [1], it finds that economic development is associated with relative losses of elderly men in professional and technical occupations. Augmenting those findings, however, it finds an even stronger association between development and such losses for women. In accounting for the differences, several explanations are advanced and tested, using data from fifty-one nations.

Abstract P001: Retirement Age And 20-year Cognitive Decline: The Atherosclerosis Risk In Communities Neurocognitive Study

Circulation ◽  
2021 ◽  
Vol 143 (Suppl_1) ◽  
Author(s):  
Albert Liu ◽  
Mehul D Patel ◽  
Alden L Gross ◽  
Thomas Mosley ◽  
Andreea Rawlings ◽  
...  
Keyword(s):  
Black Women ◽  
Cognitive Decline ◽  
Black Men ◽  
Occupational Status ◽  
White Men ◽  
Men And Women ◽  
Atherosclerosis Risk In Communities ◽  
Status Score ◽  
Lower Baseline ◽  
Atherosclerosis Risk

Background: The effect of retirement on cognitive functioning is not clear. We examined the association between age at retirement, midlife occupation, and cognitive decline in the large Atherosclerosis Risk in Communities (ARIC) biracial community-based cohort. Methods: Retirement status after ARIC visit 4 (1996-98) was reported in annual follow-up questionnaires administered in 1999-2007 (n= 8,426), and classified as occurring before or after age 70. Current or most recent occupation at visit 1 (1987-89) was categorized based on 1980 US census major occupation groups and tertiles of Nam-Powers-Boyd occupational status score (a measure of socioeconomic status of occupations, hereby used as a proxy for occupational complexity). Generalized estimating equation models were used to examine the associations of retirement with trajectories of a global cognitive factor score, assessed in 1990-92 (visit 2), 1996-98 (visit 4) and 2011-2013 (visit 5). Models were a priori stratified by race and sex and adjusted for demographics and comorbidities. To account for attrition, we also performed multiple imputation by chained equations. Results: Retirement before age 70 is associated with higher educational level and higher occupational status score in white men and women, and in black men. We observed associations between retirement before age 70 and lower baseline cognitive scores, as well as slower cognitive decline in white men and women, and in black men (Figure). The results did not change substantially after adjusting for the occupational status score or accounting for attrition. Conclusion: Retirement before age 70 was significantly associated with lower baseline cognitive scores and slower cognitive decline in whites and in black men. The lack of similar associations in black women and the investigation of reasons for the observed associations warrant further research.

Sexual Harassment Laws and Their Impact on the Work Environment

2019 ◽  
pp. 657-683
Author(s):  
Philippe W. Zgheib
Keyword(s):  
United States ◽  
Sexual Harassment ◽  
Work Environment ◽  
The United States ◽  
Judicial System ◽  
Willingness To Disclose ◽  
The Usa ◽  
The Difference ◽  
The Impact

This chapter examines the impact of sexual harassment laws in a work environment. Different contexts are examined with different sexual harassment laws. The most vulnerable individuals are identified. The particular case of Lebanon is inspected where few laws regulate this matter. A comparison is established with the USA. Lebanon and the United States have a different view of sexual harassment. In Lebanon, no clear laws protect women. In addition, Lebanon is more tolerant than the United States. The difference in cultures also contributes in people's willingness to disclose harassment. In the United States, people are used to the concept of right and a judicial system that preserves it. In Lebanon, such a matter is taboo, and people are discouraged from disclosing to preserve their reputation.

Sexual Harassment

2014 ◽  
pp. 112-114
Author(s):  
Andrew P. Levin ◽  
Merrill Rotter
Keyword(s):  
Sexual Harassment ◽  
Work Environment ◽  
Hostile Work Environment

Chapter 19 describes cases that involve sexual harassment in the workplace. As a group, they have defined and applied such important concepts as a “hostile work environment” and “quid pro quo” and have established standards that forensic practitioners need to know when conducting evaluations for cases involving sexual harassment. The cases in this chapter are Meritor Bank v. Vinson, Harris Forklift Systems, Inc., and Oncale v. Sundowner Offshore Services, Inc.

scholarly journals Discrimination, Sexual Harassment, and the Impact of Workplace Power

2019 ◽  
Vol 5 ◽  
pp. 237802311985389 ◽  
Author(s):  
Vincent J. Roscigno
Keyword(s):  
Sexual Harassment ◽  
Occupational Status ◽  
General Social Survey ◽  
Full Time ◽  
Social Survey ◽  
Workplace Relations ◽  
Gender And Age ◽  
Interaction Modeling ◽  
The Impact ◽  
Workplace Power

Research on workplace discrimination has tended to focus on a singular axis of inequality or a discrete type of closure, with much less attention to how positional and relational power within the employment context can bolster or mitigate vulnerability. In this article, the author draws on nearly 6,000 full-time workers from five waves of the General Social Survey (2002–2018) to analyze discrimination, sexual harassment, and the extent to which occupational status and vertical and horizontal workplace relations matter. Results demonstrate important and persistent race, gender, and age vulnerabilities, with positive vertical (i.e., supervisory) and horizontal (i.e., coworker) relations generally reducing the likelihood of discriminatory and sexually harassing encounters. Interaction modeling further reveals a heightened likelihood of both gender and age discrimination for those in higher status occupational positions but uniform vulnerabilities across the occupational hierarchy when it comes to women’s experiences of sexual harassment and minority encounters with racial discrimination.

scholarly journals Who Is Pulling the Leash? Effects of Human Gender and Dog Sex on Human–Dog Dyads When Walking On-Leash

Animals ◽  
2020 ◽  
Vol 10 (10) ◽  
pp. 1894 ◽  
Author(s):  
Hao-Yu Shih ◽  
Mandy B. A. Paterson ◽  
Fillipe Georgiou ◽  
Nancy A. Pachana ◽  
Clive J. C. Phillips
Keyword(s):  
Physical Contact ◽  
Men And Women ◽  
High Position ◽  
Pull Strength ◽  
Behavioural Interactions ◽  
Shelter Dogs ◽  
Walking Exercise ◽  
Women Volunteers

Previous studies have indicated that human gender and canine sex influences human–dog interactions. However, the majority of studies have considered the interaction when dogs were off-leash and the behavioural interactions when dogs are walked on a leash have not been addressed. This study investigated human–dog interactions when shelter volunteers take shelter dogs for an on-leash walk. Video records were made of 370 walks, involving 74 volunteers and 111 shelter dogs, and a leash tension meter was used to determine the pull strength of dogs and walkers. Human gender and canine sex had dyadic effects during the walk. Male dogs tended to pull more frequently and created increased leash tensions. Dogs displayed more stress related behaviours when interacting with men than women, with the signs being spending less time holding the tail in the high position, and more frequent gazing and lip-licking behaviours. Finally, there was a greater pre-disposition in women to use verbal commands, and language typically used with babies, while men were more inclined to have physical contact with dogs. This study’s results may be used to match shelter dogs with appropriate men and women volunteers for walking exercise of the dog, and to improve potential dog socialisation efforts by shelters.

Psychological distress and work and home roles: a focus on socio-economic differences in distress

2001 ◽  
Vol 31 (4) ◽  
pp. 725-736 ◽  
Author(s):  
S. MATTHEWS ◽  
C. POWER ◽  
S. STANSFELD
Keyword(s):  
Psychological Distress ◽  
Social Class ◽  
Social Inequalities ◽  
Social Gradient ◽  
Psychological Status ◽  
Men And Women ◽  
Class Differences ◽  
Explanatory Factors ◽  
Work Factors ◽  
The Impact

Background. Home and work factors have been linked to psychological status, but less is known about their contribution to social inequalities in psychological status. We examine whether social inequalities in psychological distress can be explained by work–home factors and whether the impact of these potential explanatory factors is similar for men and women.Methods. Data are from the 1958 British birth cohort study. We sought to explain social class differences in psychological distress at age 33. Explanatory factors were classified as work–home roles: i.e. employment, marital status, domestic responsibility, children and elderly care; and work–home characteristics: i.e. job-strain, insecurity, unsocial working hours, youngest child's age, number of children and level of involvement in childcare.Results. A social gradient in psychological distress was found: odds ratios for classes IV and V v. I and II were 2·65 (men) and 3·02 (women). Work factors had consistently stronger associations with psychological distress and with social class among men than women. Work factors had a greater impact on class differences in psychological distress in men. Associations for home roles and characteristics were less consistent and their combined effect on class differences in distress was negligible for both sexes.Conclusion. Explanations for the social gradient differ for men and women. Work may be more important for men than women, but the impact of home factors was not strong during the early adulthood of this cohort.

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