Sexual Harassment in Small‐Town New Zealand: A Qualitative Study of Three Contrasting Organizations

This research investigates women's experiences of sexual harassment in three different organizations in the same New Zealand town. Women working at the local meat‐processing plant, a retail store and a local bank were interviewed about their personal experiences of sexual harassment. The interviews revealed that sexual harassment took different forms and was interpreted and responded to differently in each organization. Women at the meatworks were often socially isolated from other women and had few effective strategies for combating the verbal and physical harassment collectively perpetrated by male employees. In contrast, women at the store had a range of collective coping strategies which enabled them to regard harassment from fellow‐workers and customers as an irritant rather than a serious threat. Women at the bank also had various collective coping strategies, but were more constrained by customer service norms in the organization. These findings are discussed in relation to three key themes; firstly, the influence of the local environment on organizational life; secondly, the effects of differing organizational structures and cultures on the expression and interpretation of sexual harassment and thirdly, the effectiveness of the various ‘communities of coping’ which women develop to combat sexual harassment in the workplace.     

Customer First and Customer Sexual Harassment: Some Evidence from the Taiwan Life Insurance Industry

Empirical research suggests that customer sexual harassment is a far more common problem than employee to employee harassment for female salespeople. However, to date, there has been relatively little research conducted on the problem of customer sexual harassment. Insurance salespeople sometimes need to meet customers outside the company, and customer sexual harassment problems may occur. Hence, by using Taiwan's life insurance industry as an example, this study explores three research questions: (1) When the idea of ‘customer first’ is fully recognized by insurance salespeople, does it make the salespeople more tolerant of customer sexual harassment problems? (2) When the idea of customer first is supported by the insurance company, will insurance salespeople expose customer sexual harassment problems? (3) Will insurance salespeople tend to be more tolerant of quid pro quo sexual harassment? A total of 223 full‐time and self‐employed insurance salespeople participated in and completed this study survey. The results showed that the company's attitude may significantly affect the respondents' intention to expose the customer sexual harassment, but the personal belief in ‘customer first’ may not affect the respondents' intention to expose the customer misconduct. Since the three research questions have been less studied in the literature, and customer sexual harassment problems could have serious effects on salespeople, we think the results of this empirical study may have some implications for researchers and practitioners.     

Work,Bodies and Boundaries: Talking Sexual Harassment in the New Economy

This article examines sexual harassment in the context of the new economy and highlights the manner in which the changing nature of work — and in particular the acknowledged rise of sexualized ‘body work’ — troubles conventional understandings of what constitutes sexual harassment in the workplace and the means to address it. Using data from a small‐scale qualitative study of service workers and professional employees, we explore the ways in which those definitions of sexual harassment now fail to match participants' accounts of their working lives. We examine sexual harassment in the context of the rise of service roles that require forms of increasingly sexualized ‘body work’ from employees, increased demands for workers to ‘self‐manage’, and new flexible modes of employment that blur the boundaries between being ‘on’ and ‘off’ the job. We conclude that these ‘new’ modes of work may provide the conditions for the revival of ‘old’ stories which limit the capacity of individuals to recognize and label behaviours as ‘sexual harassment’.     

Sexual orientation, income, and non-pecuniary economic outcomes: new evidence from young lesbians in Australia

Although there is a growing international literature examining the relationship between sexual orientation and income or wages, there is far less evidence on whether sexual minorities experience systematically different non-pecuniary economic outcomes. I use confidential representative data on over 9,000 young Australian women age 22–27 with information on self-reported sexual orientation, income, and non-pecuniary economic outcomes such as: workplace harassment, job search difficulty, work stress, and job satisfaction. After controlling for demographic and work characteristics, I find that in comparison to heterosexual women the young lesbians in my sample: (1) have lower personal incomes; (2) have significantly higher odds of reporting distressing harassment at work, difficulty finding a job, losing a job, and decreased income; and (3) are significantly more dissatisfied with and report more stress about economic aspects of their lives (e.g. work, career, money). Differentials for non-economic aspects of life are generally smaller. These results for young lesbians in Australia suggest that lesbians are not a universally “privileged” minority and highlight the need for more research into lifecycle variations into both pecuniary and non-pecuniary aspects of economic well-being.

Sexual Harassment in the Creative Industries: Tolerance,Culture and the Need for Change

The economic, social and cultural contributions of the creative industries are essential elements of many societies and their governments' policies. However, there is growing evidence that precarity, competition and lack of regulation within these industries is exacerbating inequalities with respect to gender, race and class. With a focus on gender and sexual harassment among female workers, this study involved 32 in‐depth interviews with women working in the Netherlands' creative industries. Data were analyzed using content analysis. Findings suggest that sexual harassment is prevalent, and many women considered it to be part of their occupational culture and career advancement. Four factors influenced this phenomenon: competition for work; industry culture; gendered power relations; and the importance of informal networks. Implications include the need for a climate of non‐tolerance, sector‐specific research and guidelines, sensitivity training and further work with unions and professional associations to provide worker protection strategies traditionally undertaken by organizations. The article concludes that effective sexual harassment prevention requires action at the individual, educational, sectoral and governmental levels, beginning with public conversations to convey the message that sexual harassment is never acceptable.     

Risk and Protective Factors Associated with Personal Mastery Among Sexual Minority African-American Female Sex Workers

Research among sexual minorities has traditionally examined problems such as substance use, HIV risk, mental health problems, and victimization. Among sexual minority street-based female sex workers, these vulnerabilities can be magnified. Grounded in theories of resilience, this study examines risk and protective factors associated with a high level of personal mastery among a vulnerable population of women. Data are drawn from baseline interviews from street-based African-American female sex workers enrolled in a randomized intervention trial in Miami, Florida. We compare sexual minority (N = 197) and heterosexual (N = 365) women on measures of risk and protective factors; among sexual minority women we present logistic regression analyses which reveal that severe mental distress and HIV transmission risk are associated with low levels of personal mastery, while protective factors of transportation access and social support are associated with high levels of personal mastery. These findings suggest that these protective factors may potentially facilitate the development of personal mastery and represent beneficial avenues for intervention efforts.     

Job insecurity and coworker support among U.S. Workers

Abstract

The negative outcomes associated with job insecurity have been well established in the literature. Yet, scholars know very little about how job insecurity is related to coworker relationships in the workplace. Informed by the life stress perspective, this study examines the relationship between job insecurity and coworker support among U.S. workers. It also considers whether relationships diverge by gender. We use data from a nationally representative sample of U.S. workers (N?=?2,822) to examine these relationships. The results showed that job insecurity was negatively related to coworker support among both men and women, with no evidence of gender disparities. Altogether, the findings suggest job insecurity is damaging to the workplace environment, creating barriers to supportive coworker relationships among both men and women.     

Enough Time for Housework? Low‐Wage Work and Desired Housework Time Adjustments

Although studies examine preferences for hours spent in paid employment, little attention has been given to preferences for hours spent in unpaid household labor. This study examines the extent to which women working in low‐paid retail jobs would prefer to spend more or less time on household work and how alignment between preferred and actual time on housework is related to characteristics of paid work. Using original survey data and company records on a sample of women working at a U.S. retail firm (N = 277), the authors found that mismatch between preferred and actual time on household work was common. Roughly 42% wanted more time on household work and 18% wanted less. Working multiple jobs, work schedule unpredictability, and nonstandard work timing contributed to wanting more time on housework. Findings add to understanding of how low‐wage, precarious employment shapes workers' ability to attend to necessary tasks of household management.     

Harassment Due to Gender Nonconformity Mediates the Association Between Sexual Minority Identity and Depressive Symptoms

The visibility of a stigmatized identity is central in determining how individuals experience that identity. Sexual minority status (e.g., identifying as gay, lesbian, or bisexual) has traditionally been identified as a concealable stigma, compared with race/ethnicity or physical disability status. This conceptualization fails to recognize, however, the strong link between sexual minority status and a visible stigma: gender nonconformity. Gender nonconformity, or the perception that an individual fails to conform to gendered norms of behavior and appearance, is strongly stigmatized, and is popularly associated with sexual minority status. The hypothesis that harassment due to gender nonconformity mediates the association between sexual minority status and depressive symptoms was tested. Heterosexual and sexual minority–identified college and university students (N = 251) completed questionnaires regarding their sexual minority identity, experiences of harassment due to gender nonconformity, harassment due to sexual minority status, and depressive symptoms. A mediational model was supported, in which the association between sexual minority identity and depressive symptoms occurred via harassment due to gender nonconformity. Findings highlight harassment due to gender nonconformity as a possible mechanism for exploring variability in depressive symptoms among sexual minorities.     

Dancing Across Borders: ‘Exotic Dancers,’ Trafficking,and Canadian Immigration Policy

This article analyzes a Canadian immigration program that authorizes issuance of temporary work visas to ‘exotic dancers.’ In response to public criticism that the government was thereby implicated in the transnational trafficking of women into sexual exploitation, Citizenship and Immigration Canada retained the visa program de jure but eliminated it de facto. Using a legal and discursive analysis that focuses on the production of female labor migrants variously as workers, as criminals and as bearers of human rights, the article argues that the incoherence of Canadian policy can only be rendered intelligible when refracted through these different lenses. The article concludes by considering policy options available to the state in addressing the issue.     

African-American Women in the Workplace:

This article looks at the perceptions and professional perspectives of African-American female EAPs who work with African-American women in various industries. It provides an exploration into the attitudes of African-American women about several workplace and personal issues including:

• sexual harassment and discrimination

• racial discrimination

• career opportunities

• work assignment disparity

• organization culture and sensitivity

• organizational supports

These concerns have been examined against a backdrop of actual demographic changes that have occurred for minority and all women over the last decade. The author has used her own experiences as an EAP professional for the last ten years, in addition to those of other African-American women EAPs, in order to highlight and identify the central issues of concern for Afiican-American female clients. The data were gathered through indepth, face-twface interviews with six African-American female Employee Assistance professionals. Their experiences illustrated the difficulty that EAPs are still having in effecting the problems of sexual discrimination and harassment, racial discrimination, and general career barriers that African-American women face in the workplace. As our current cadre of intervention strategies are not yet successful, new approaches are called for as we move toward ihe next century, especially if EAPs are to enhance our effectiveness in helping clients confront some of the most significant problems they face.     

Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination

This paper examines survey-based reports of sexual harassment and sex discrimination in order to identify the stylized facts about the nature of the relationship between them. In particular, we are interested in assessing whether these concepts measure similar forms of gender-biased behavior and whether they have the same effect on workers’ job satisfaction and intentions to leave their jobs. Our results provide little support for the notion that survey-based measures of sexual harassment and sex discrimination capture the same underlying behavior. Respondents do appear to differentiate between incidents of sexual harassment and incidents of sex discrimination in the workplace. There are gender differences in the consequences, however. Both sex discrimination and sexual harassment are associated with a higher degree of job dissatisfaction. However, women’s intended job changes appear to be more sensitive to experiencing sex discrimination, while men’s are more sensitive to experiencing sexual harassment. Although exploratory, when taken together these results give us hope that in the future sufficiently detailed surveys could provide a useful foundation for quantifying the link between sexual harassment and sex discrimination. They also suggest that the best prospect for developing—and then testing—a conceptual framework of gender bias lies in adopting a multi-disciplinary approach incorporating the insights of disciplines such as sociology, psychology, and economics.     

Women in India: The Context and Impact of HIV/AIDS

ABSTRACT

The response to the HIV/AIDS epidemic on the Indian subcontinent has been hampered by several factors, including societal stigma, lack of educational resources, lack of economic opportunities, and the competing priorities for a nation just growing and developing an infrastructure for education, industry, and health. In particular, Indian women are silent victims in this epidemic because they do not readily have a respected voice in decision making and priority setting for the government. The epidemic is increasingly affecting and infecting Indian women (e.g., female commercial sex workers, married women, and pregnant women). The status of Indian women has placed them at extreme disadvantage because India is a country with socially progressive laws but has been slow to change its social norms. The reported HIV prevalence is low although many researchers agree a large amount of underreporting occurs. For India to address this emerging epidemic among women appropriately, it should focus on three intervention areas: (1) short-term solutions such as treatment options for those already infected with HIV to prevent further infection to sexual partners and children; (2) intermediate solutions such as education for those who are uninfected but engaging in behaviors that may put them at risk, such as injection drug use, engaging in commercial sex work, engaging in extramarital sexual relations, and having sexual partners who are not monogamous; and 3) long-term solutions such as addressing the root causes of inequality (e.g., disparities in education and employment and unwillingness to change social norms).     

‘But It's Your Job To Be Friendly’: Employees Coping With and Contesting Sexual Harassment from Customers in the Service Sector

This article analyses how employees in the service sector respond to sexual harassment from customers and attempts to explain why this is so. There are only a small number of previous studies examining the issue of customer‐perpetrated sexual harassment. Those that have been conducted have detailed the nature and prevalence of sexual harassment from customers, but this research lags behind employee experience and some emerging policy responses to this issue. The extant literature, whilst growing, remains largely limited to documenting the phenomenon. In this article, we attempt to create a deeper analysis of customer‐perpetrated harassment by conducting a new review of the literature to develop propositions about how employees respond to it and the factors that influence their responses. These propositions are analysed in relation to a qualitative pilot study with 15 interviewees who had experienced sexual harassment from customers to understand how they reacted and why. The article shows how the social norms and precarious working conditions of the service sector constrain employees from seeking formal redress, leading to the enactment of informal coping strategies and temporary contestations of the situation. This research is important for building our understanding of the influence of workplace context for framing employee responses to customer sexual harassment.     

A Woman's Place Is in the Cab:

This article examines the situation of women train operators in the New York City Transit Authority. Many of the problems women faced when they first became train operators in the 1970s--sexual harassment and resentment, unsafe working conditions, inadequate facilities, lack of benefits important to women--remain unresolved today. The article focuses on the women who choose this job, why they do so, the problems they face, and why women stay. It also looks at the role of the workers' union in meeting the needs of its women members and suggests implications for human services workers.     

From Consensus to Division: Tracing the Ideological Divide Among American Catholic Women, 1950–1980

This article examines the changing images of womanhood within two American Catholic publications: Catholic Mind and Catholic Digest. In the early 1950s, the periodicals had similar constructions of women, with a divergence in thought in the 1960s. Catholic Mind wrote very little on women for the majority of the decade. Catholic Digest in the 1960s featured women who worked in traditionally male roles while they also maintained that women’s primary sphere was in the home. The difference between the two publications becomes stark in the 1970s. Catholic Digest leaned conservative to mainstream and focused on women’s roles in home and secular society without asking ecclesial questions. Catholic Mind’s articles on women primarily examined ecclesial roles (e.g., women’s ordination) and demanded equality in the secular world. This fissure in female identity among American Catholics coincides with the political divide in the United States more generally.     

Absent men: paid domestic work,sexual exploitation and male domination in the family in the USA

This article analyzes the sexual exploitation of paid domestic workers in the US through the lens of male domination in employing families. Departing from the dominant tendency in studies of paid domestic work to focus on relationships between female employers and workers, the article addresses the role of male domination and patriarchal family structures within employing families in the sexual exploitation of domestic workers by male employers. Using materialist feminist approaches, the article argues that domestic workers’ experiences should be seen as embedded in the patriarchal environment created by male household heads who appropriate the labor of other household members, including wives, children and paid domestic workers. The sexual exploitation of domestic workers is then analyzed as being a result of the appropriation of women’s entire personhood by men within the relationship of sexage outlined by Colette Guillaumin.     

Mentoring,Sexual Harassment,and Black Women Academics

ABSTRACT

The #MeToo Movement both within academia and popular culture has largely been seen as an issue for white women (and men). While the phrase Me Too was originally coined by Tarana Burke in 2006 to raise public awareness of sexual harassment, violence and assault experienced by women of color, the Movement has largely been whitewashed by primarily depicting victims and survivors as white women. Black women academics, like myself, also experience sexual harassment. By highlighting the ways that race-based sexual harassment further marginalizes already underrepresented groups in political science, I use my personal story to elucidate how a gender-only lens misses the complexities of Black women’s experiences with power inequities in academia. Throughout this narrative I underscore the importance of mentorship, professional networks, and the ability to harness scholarship as a vehicle to combat the pervasiveness of sexual harassment, violence, and assault for Black women in political science.     

Working for Men-at the Intersection of Power, Gender, and Sexuality

This article examines the dynamics of Bazooms. a "restaurant" in which power, gender, and sexuality come together to color relations between the three major "players" involved: waitresses, managers, and customers. Job-based power relations and inequities, gender roles, implicit and explicit sexual roles, and sexual harassment are all "at work" in such a workplace. But definitions of power, gender roles, sexual identities. and harassment are in constant flux with each interaction among the players inside the Bazooms world. The women who work at Bazooms–the "Bazooms girls"—are disadvantaged in these interactions, but they are not helpless. Dynamics within the restaurant are constantly being negotiated and altered (within constraints) as these women exercise agency in the workplace.     

Working for Men-at the Intersection of Power, Gender, and Sexuality

This article examines the dynamics of Bazooms. a "restaurant" in which power, gender, and sexuality come together to color relations between the three major "players" involved: waitresses, managers, and customers. Job-based power relations and inequities, gender roles, implicit and explicit sexual roles, and sexual harassment are all "at work" in such a workplace. But definitions of power, gender roles, sexual identities. and harassment are in constant flux with each interaction among the players inside the Bazooms world. The women who work at Bazooms–the "Bazooms girls"–are disadvantaged in these interactions, but they are not helpless. Dynamics within the restaurant are constantly being negotiated and altered (within constraints) as these women exercise agency in the workplace.