LECTURE 7 & 8: SEXUAL HARASSMENT

Question 1

what is workplace sexual harassment?

Answer 1

Unwelcome behaviour in the workplace based on sex, gender, or sexual orientation that negatively affects the work environment or leads to adverse job-related consequences for the employee

Any comment, conduct, gesture that is known or ought to be known to be unwelcome and is likely to cause offense or humiliation

Question 2

Types of sexual harassment: Quid pro quo

Answer 2

Threats to punish someone who refuses to comply with sexual advances

Bribes: Offer of reward for sex (RARE)

E.g. Explicitly or implicitly requiring an employee to dress in a sexualized or gender-specific way

Question 3

What are some key points regarding sexual harassment?

Answer 3

• form of personal discrimination
• subjective: defined from target’s perspective
• mostly occurs at work from clients or customers
• employees experience it from peers or supervisors

Question 4

Types of sexual harassment: Sexual pressure & coercion

Answer 4

Most common & consists of numerous behaviours:

1. Suggestive comments and compliments
2. Questions or discussions about sexual activities
3. Repeated requests for dates
4. Invading personal space
5. Propositions of physical intimacy
6. Unwanted physical touching or leering

Question 5

Types of sexual harassment: Gender harassment

Answer 5

Expression of insulting, degrading, or contemptuous attitudes about people based on gender or sexual orientation

EXAMPLES:
1. Insults about women’s competence or place at work

2. Derogatory language or comments, typically directed toward women
3. Sexual jokes
4. Displaying or circulating pornography

5.Vulgar language related to sex or body parts or sexual orientation

6. Verbally abusing someone based on sex, gender, or sexual orientation

Question 6

What is the general process of reporting sexual assault?

Answer 6

1. victim/survivor tries to resolve issue through the org. internal sexual harassment policy
2. Union representative - violation of collective agreement
3. If experienced discrimination - file complaint w/ the Human Rights Tribunal of Ontario
4. If sexual assault involved, contact local police

Question 7

How are sexual harassment complaints handled?

Answer 7

1. after written complaint is made, investigation is launched to determine if complaint has merit/evidence

(more than 50% chance it happened, move forward w/ complaint)

2. Respondent has opportunity to respond to victim statement
3. witnesses interviewed
4. documents reviewed
5. Determine guilt & consequences

Question 8

Is sexual harassment over-reported?

Answer 8

• False Accusations – person brings forth complaint knowing sexual harassment did not occur
• 57% of Americans equally concerned about men being falsely accused of sexual harassment as they are about female victims of sexual harassment
• Estimates of false accusation rate is low – 4.5%
• Extrapolating from “false” sexual assault claims: % of claims that cannot be sufficiently substantiated to press charges

Question 9

Is sexual harassment under-reported?

Answer 9

• Estimates for Americans – 58% of women who experience harassment, do not report it
• 25% of Canadians who said they experienced sexual harassment in last two years did not report the incident at work
• Among those who did report, 41% said no attempt was made to resolve the issue

Question 10

What are some reasons for lack of reporting in sexual harassment incidents?

Answer 10

• Not sure if the behaviour would meet definitions (ambiguity)
• Afraid their supervisor and/or employer would retaliate against them
• Afraid reporting would hurt their career advancement
• Concerns about the complaint process (e.g., confidentiality, how long it would take)

-Afraid to lose their job

• Pressure to not report

Question 11

Predictors of sexual harassment: Male perpetrator differences

Answer 11

1. Being lower in empathy
   - Low in empathy = lack cues to determine women emotions
   - explained through power
2. endorsing traditional gender roles
   - Men’s job is to advance a situation sexually
3. Holding hostile attitudes toward women, combative views on sex

Question 12

Explain the contingency effect in men’s likelihood of in engaging in sexually harassing behaviours in the workplace

Answer 12

How does org context interacts w/ individual differences?

Weak sanction – no consequences; low empathy more likely to sexually harass

Strong sanction – consequences; both low in engaging in sexually harassment

Shows org context makes a differences – if they can get away with it, they’ll do it

Question 13

Predictors of sexual harassment: Organizational factors

Answer 13

Job gender context:

1. Male dominated occupation – e.g., engineering vs nursing
2. Male dominated organization – e.g., Hockey Canada vs Volleyball Canada
3. Male dominated workgroup – more men in work group, more sexual harassment
4. Having a male (vs. female) supervisor

Question 14

why do variables of the job gender context predict sexual harassment?

Answer 14

Why do these variables predict?

Become norms – women likely to identify scenarios of sexual harassment then men

Men tend to be the perpetrators – more men means they’re likely to engage in these behaviours

Question 15

Why does job gender context matter?

Answer 15

Because more likely to have culture of “masculinity contests”: value strength, stamina, beating others, extreme confidence, bullying others

Tolerant organizational climate: (reports not taken seriously or enforced)

Question 16

Predictors of Sexual Harassment: Victim/Survivor individual differences

Answer 16

1. Women with more masculine personalities (e.g., assertive, independent, dominant)

• Way of putting them in their place/pushing them out of where they’re not wanted

2. Women with non-traditional beliefs and career ambitions
3. Younger women (15-24, 25-34) vs. older women
4. Women with disabilities more likely to be harassed (70%)
5. LGBTQ more likely to be sexually harassed (68%)

Question 17

Describe instances of sexual harassment in men

Answer 17

1. Men (more) often harassed by other men

• Women who harass men are more likely to hold positions of higher power

2. Often harassed for being effeminate
3. Victims feel few supports at work, which are largely geared to women
4. Victims fear they will be disbelieved, shamed, mocked; will be seen as gay
5. Victims fear they will be blamed for not being “manly” enough to prevent harassment

Question 18

What are the consequences of sexual harassment?

Answer 18

1. Worsened mental health (e.g., depression, anxiety)
2. Worsened physical health (e.g., headaches, sleep disturbance)
3. Greater PTSD (post traumatic stress disorder)
4. Lower coworker satisfaction
5. Lower workgroup productivity
6. Greater work withdrawal – escape work(e.g., lateness, absenteeism)
7. Similar negative outcomes for observers/bystanders: greater team conflict, lower cohesion

Question 18

What are 3 personal consequences of sexual harassment?

Answer 18

1. feeling self-blame
2. questioning competence
3. fear of how to handle situation

Question 19

What are the 5 main aspects of an effective sexual harassment policy?

Answer 19

1. Clearly outlines the types of behaviours considered to be sexual harassment
2. What steps employees should take if aware of sexual harassment
3. Explains how the organization will respond to allegations
   - Ideally step-by-step w/ timelines
4. Explicitly promises victim protection against retaliation
5. Provides multiple channels for reporting

Question 20

How can organizations prevent sexual harassment?

Answer 20

1. Ensure employees are trained about the policy, have access to policy.
2. Training, in-house, for all employees/managers
3. Investigate every complaint.
4. Ensure confidentiality
5. Make sure that offenders are appropriately disciplined or terminated.
6. Make sure victims receive support.