Race, threat and workplace sexual harassment: The dynamics of harassment in the United States, 1997–2016

Evidence That Pervasive Body Gaze Behavior in Heterosexual Men Is a Social Marker for Implicit, Physiological, and Explicit Sexual Assault Propensities

Deliberate and effortful attempts to gaze at the bodies of women is emerging as a valuable marker of sexual objectification in men. Some preliminary evidence suggests that pervasive body gaze behavior may also accompany insidious attitudes which can facilitate sexual assault. The present study aimed to further explore this potential by examining pervasive body gaze associations with explicit, implicit, and physiological sexual assault propensity measures. We presented 110 heterosexual male participants with images of fully and partially dressed women with and without injuries while measuring their skin conductance responses. We also captured implicit and explicit sexual assault measures in addition to self-reported pervasive body gaze behavior. Pervasive body gaze behavior was significantly correlated with rape myth acceptance attitudes, prior perpetration of sexual assault, a stronger implicit association between erotica and aggression, and lower physiological reactivity during exposure to partially dressed injured women. These findings suggest that body gaze towards women could be a behavioral marker for inclinations to victim blame, preferences for rough sexual conduct, and a physiological desensitization towards female victims. This study further validates a five item self-reported body gaze measure as a valuable tool for detecting deviant sexual objectification attitudes and affective states. As such, measurement and observation of body gaze behavior could be useful for developing risk assessments, estimating intervention efficacy, and enhancing public awareness.

Sexual harassment and implicit gender-career biases negatively impact women's life expectancy in the US: a state-level analysis, 2011-2019

BACKGROUND

Despite some gains, women continue to have less access to work and poorer experiences in the workplace, relative to men. The purpose of this study was to examine the relationships among women's life expectancy and two work-related factors, sexual harassment and gender-career biases.

METHOD

We examined the associations at the state level of analysis (and District of Columbia) in the US from 2011 to 2019 (n = 459) using archival data from various sources. Measures of the ratio of population to primary health providers, year, the percent of adults who are uninsured, the percent of residents aged 65 or older, and percent of residents who are Non-Hispanic White all served as controls.

RESULTS

Results of linear regression models showed that, after accounting for the controls, sexual harassment and gender-career biases among people in the state held significant, negative associations with women's life expectancy.

CONCLUSION

The study contributes to the small but growing literature showing that negative workplace experiences and bias against women in the workplace negatively impact women's health.

Bystanders' thresholds for intervention in Black vs. White women's sexual harassment

Black women's sexual harassment is often overlooked and dismissed relative to White women's harassment. In three pre-registered experiments, we test whether this neglect extends to bystander intervention in sexual harassment. Participants observed an ostensibly live job interview between a man manager and a Black or White woman job candidate. The manager's questions were pre-programmed to grow increasingly harassing, and participants were asked to intervene if/when they found the interview inappropriate. A meta-analysis of the three studies (N = 1487), revealed that bystanders did not differ in their threshold for intervention when sexual harassment targeted the Black vs. White woman. Despite evidence for the relative neglect of Black women in responses to sexual harassment, these data suggest that bystanders may respond similarly for Black and White women.

Testing the effectiveness of interactive training on sexual harassment and assault in field science

Fieldwork is a critical tool for scientific research, particularly in applied disciplines. Yet fieldwork is often unsafe, especially for members of historically marginalized groups and people whose presence in scientific spaces threatens traditional hierarchies of power, authority, and legitimacy. Research is needed to identify interventions that prevent sexual harassment and assault from occurring in the first place. We conducted a quasi-experiment assessing the impacts of a 90-min interactive training on field-based staff in a United States state government agency. We hypothesized that the knowledge-based interventions, social modeling, and mastery experiences included in the training would increase participants' sexual harassment and assault prevention knowledge, self-efficacy, behavioural intention, and behaviour after the training compared to a control group of their peers. Treatment-control and pre-post training survey data indicate that the training increased participants' sexual harassment and assault prevention knowledge and prevention self-efficacy, and, to a lesser extent, behavioural intention. These increases persisted several months after the training for knowledge and self-efficacy. While we did not detect differences in the effect of the training for different groups, interestingly, post-hoc tests indicated that women and members of underrepresented racial groups generally scored lower compared to male and white respondents, suggesting that these groups self-assess their own capabilities differently. Finally, participants' likelihood to report incidents increased after the training but institutional reports remained low, emphasizing the importance of efforts to transform reporting systems and develop better methods to measure bystander actions. These results support the utility of a peer-led interactive intervention for improving workplace culture and safety in scientific fieldwork settings. PROTOCOL REGISTRATION: "The stage 1 protocol for this Registered Report was accepted in principle on August 24, 2022. The protocol, as accepted by the journal, can be found at: https://doi.org/10.6084/m9.figshare.21770165 .

Industry Culture Matters: Sexual Harassment in the South Korean Film Industry

This study analyzes factors of sexual harassment in the workplace based on sample survey data on women working in the Korean film industry (n = 449) using logistic regression analysis. It finds higher education, younger age, and union membership increase harassment risk, suggesting backlash against feminism post-#MeToo. A higher proportion of men at shooting locations raises harassment likelihood, reflecting the industry's unique conditions. Longer work hours also increase harassment probability. The findings highlight the importance of considering industrial context in addressing workplace harassment. They emphasize the need for policies improving gender representation in film.

The intersection of race and femininity in the classroom

This vignette told in eight graphic panels illustrates a story about how emotional responses associated with White femininity are used to derail a classroom discussion about racial injustice in a university setting. The panels show how this weaponization of femininity occurs and how it shields those who wield it from external criticism while centering themselves in conversations about race. Women of other races typically cannot access this psychological tactic, thus it constitutes a strategic intersectional use of race, psychology, and privilege to access a power position. In offering suggestions on how to respectfully engage in situations in which racial injustice is a topic of discussion, we unveil how failure of emotional regulation is part of the core psychological framework that leads to these kinds of power dynamics.

Sexual harassment in the workplace: Rituals as Prevention and Management Strategies in COVID-19 Crisis

This study aims to increase our understanding regarding the use of rituals as the prevention and management strategies for the external consequences resulting from sexual harassment in the workplace during the COVID-19 crisis. We conducted a qualitative study through semi-structured interviews (N = 30) with employees in five hospitals and analyzed the data with a grounded theory approach. The results indicated that rituals could positively influence reputation repair and legitimacy construction. Moreover, interaction patterns between organizations and stakeholders mediated the relationships between rituals and prevention and management results heterogeneously. Managerial perceptions, ritual factors and cultural factors influence rituals to achieve more effective results in terms of prevention and management. By presenting a process model illustrating rituals' unique capacity to prevent and manage the threats of workplace sexual harassment, we contribute to the literature on workplace sexual harassment and rituals in three ways. First, we extend the workplace sexual harassment literature by exploring prevention and management strategies for external consequence/reputation threats. Second, we present a process model to illustrate how rituals impact the results of sexual harassment prevention and management strategies. Third, we illustrate the mediating and moderating factors and their contributions toward developing better rituals that function in such prevention and management strategies.

Twitter misogyny associated with Hillary Clinton increased throughout the 2016 U.S. election campaign

Online misogyny has become a fixture in female politicians' lives. Backlash theory suggests that it may represent a threat response prompted by female politicians' counterstereotypical, power-seeking behaviors. We investigated this hypothesis by analyzing Twitter references to Hillary Clinton before, during, and after her presidential campaign. We collected a corpus of over 9 million tweets from 2014 to 2018 that referred to Hillary Clinton, and employed an interrupted time series analysis on the relative frequency of misogynistic language within the corpus. Prior to 2015, the level of misogyny associated with Clinton decreased over time, but this trend reversed when she announced her presidential campaign. During the campaign, misogyny steadily increased and only plateaued after the election, when the threat of her electoral success had subsided. These findings are consistent with the notion that online misogyny towards female political nominees is a form of backlash prompted by their ambition for power in the political arena.

Sexual misconduct reporting: the silencing effects of hegemonic masculinity

Purpose

Drawing on hegemonic masculinity theory, this study provides evidence supporting how gender, race and sexual identity, may shape the rates of sexual misconduct reporting, by keeping those targets who traditionally enjoy positions of power (i.e. white, cisgender men) silent.

Design/methodology/approach

Across 3,230 gender harassment, 890 sexual advance harassment and 570 sexual assault incidents that occurred within a traditionally masculine organization, the authors conducted tests of independence and hierarchical regression analyses to examine whether targets' social identity characteristics (i.e. sex, race, sexuality and gender alignment), predicted the reporting of sexual misconduct.

Findings

Although reporting rates varied based on the type of incident, white men were less likely than their colleagues to report workplace sexual misconduct. In general, men were approximately half as likely as women to report. Lower rates of reporting were similarly seen among all white (vs BIPOC) targets and all cisgender and heterosexual (vs LGBT) targets, when controlling for other identity characteristics.

Originality/value

Research on sexual misconduct has largely privileged the experiences of (white, heterosexual) women, despite knowledge that men, too, can experience this mistreatment. This research broadens this lens and challenges the notion that sexual misconduct reporting rates are uniform across employee groups. By articulating how the pressures of hegemonic masculinity serve to silence certain targets – including and especially white, cisgender men – the authors provide means of better understanding and addressing workplace sexual misconduct underreporting.

Gender Prototypes Shape Perceptions of and Responses to Sexual Harassment

We provide a model describing how the narrow prototype of women as having conventionally feminine attributes and identities serves as a barrier to perceiving sexual harassment and appropriately responding to sexual-harassment claims when the victims of harassment do not resemble this prototype. We review research documenting that this narrow prototype of women overlaps with mental representations of sexual-harassment targets. The prototype of women harms women who diverge from this prototype: Their experiences with sexual harassment are less likely to be perceived as such, and they experience more negative interpersonal, organizational, and legal consequences when they experience harassment. Perceptions of sexual harassment are the catalyst by which sexual harassment is recognized and remedied. Thus, narrow gender prototypes may impede the promise and potential of civil rights laws and antiharassment policy.

Extending the boundaries of psychological ownership research: measurement, outcomes, cultural moderators

Purpose

Psychological ownership (PO) theory and extended self theory explain why someone feels like the owner of his/her job or organization. Yet, there is limited prior research examining whether PO differs as an individual versus collective phenomenon, and in different cultural contexts. The authors extend this literature by examining the dimensionality of PO, multiple outcomes and cultural values as boundary conditions.

Design/methodology/approach

Data from surveys of 331 supervisors from Mexico and the US were collected to examine the relationships between the theorized constructs. The authors apply two-stage least squares (2SLS) regression analysis to alleviate endogeneity concerns and produce robust results.

Findings

Both individual and collective PO (IPO and CPO) are positively associated with organization-based self-esteem (OBSE) and a new outcome, paternalistic leadership behavior. Cultural values are significant moderators with an individualistic orientation enhancing and a power distance orientation attenuating these relationships.

Originality/value

This study extends PO theory and extended self theory by investigating whether IPO and CPO have different outcomes considering contextual differences in cultural values. Additionally, the authors capture the frequency of paternalism instead of its mere occurrence.

Workplace Sexual Harassment and Vulnerabilities among Low-Wage Hispanic Women

Workplace sexual harassment is particularly widespread in industries with many low-wage jobs where Hispanic women are likely to work. This qualitative study examines the experiences of Hispanic women in low-income jobs to identify workplace sexual harassment situations, support seeking actions, barriers to report, and forms of retaliation. A qualitative research design with one-on-one structured interviews provided an in-depth understanding of the experiences of Hispanic women in low-wage jobs regarding workplace sexual harassment situations and potential contributing factors. Second, a conceptual framework is proposed to integrate the reported organizational factors and social vulnerabilities that interact, eroding the individual's ability to cope effectively with workplace sexual harassment. These include organizational resources for preventing and reporting, community and family resources for support, and health effects attributed to sexual harassment. Workplace sexual harassment was described by participants as escalating over time from dating invitations, sex-related comments, unwanted physical contact to explicit sexual propositions. Temporary workers reported being very often subject to explicit quid pro quo propositions. While these patterns might not differ from those reported by other groups, work organization factors overlap with individual and social characteristics of Hispanic women in low-income jobs revealing a complicated picture that requires a systems approach to achieve meaningful change for this vulnerable population.