Query: Sexual harassment

title: #Ustoo: How I O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training
abstract: Recent events in the workplace, government, and college campuses in the US have brought the issues of sexual harassment and assault to the forefront of media and public discussion. Industrial and organizational (I O) psychologists are uniquely suited to help address these issues by aiding in intervention development. Specifically, I O psychologists can provide key insight regarding the context, design, development, and evaluation of sexual harassment and assault training efforts. Although some empirical evidence suggests that trainings are effective in the short term, there is little evidence to suggest long term attitudinal or behavioral change outside of the training environment. Much of the research in this area, however, has focused solely on the training intervention, excluding the pre and post training environment. Thus, the present effort focuses on designing trainings that promote transfer, as well as improving measurement of desired outcomes, to provide a framework for improving sexual harassment and assault training. This framework addresses how individual differences, needs analysis, training design, evaluation, and post training support contribute to lasting change while addressing the unique challenges associated with sexual harassment and assault. Last, this framework provides guidance for improving research in this area as well as practical suggestions for improving training programs.

title: Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine

title: Sexual Harassment in Medicine #MeToo.
abstract: Sexual Harassment in Medicine #MeToo The problem of sexual harassment seems as severe in medicine as elsewhere, and standing up to harassers is hard for victims and institutions alike. As we work to become more proactive, it's valuable to participate in the now open conversation about workplace harassment.

title: It Is Time for Zero Tolerance for Sexual Harassment in Academic Medicine.
abstract: While more women are in leadership positions in academic medicine now than ever before in U.S. history, evidence from recent surveys of women and graduating medical students demonstrates that sexual harassment continues in academic health centers. Academic medicine's ability to change its culture is hampered by victims' fear of reporting episodes of harassment, which is largely due to fear of retaliation. In this Perspective, the authors describe efforts in scientific societies to address the issue of sexual harassment and to begin to establish safe environments at national meetings. The authors contend that each institution must work to make it safe for individuals to come forward, to provide training for victims and for bystanders, and to abolish "locker room" talk that is demeaning to women.

title: A Longitudinal Examination of Homophobic Name Calling in Middle School: Bullying, Traditional Masculinity, and Sexual Harassment as Predictors
abstract: Being a target of homophobic name calling is associated with adverse outcomes for youth. Few studies have examined homophobic name calling longitudinally among middle school youth. To address this gap, this longitudinal study examined predictors of changes in homophobic name calling including bullying, sexual harassment, dismissiveness of sexual harassment, and traditional masculinity over the course of 2 years of middle school.  Participants included 1,655 students in 5th 8th grade from 4 public middle schools in the Midwest. The survey assessed demographic characteristics, homophobic name calling, bullying, sexual harassment, and traditional masculinity across 4 waves of 2 years of data collection.  Homophobic name calling increased over time; however, the rate of acceleration slowed. Higher within person and between person bullying was associated with increases in homophobic name calling, but increases in dismissiveness of sexual harassment and traditional masculinity were not associated with increases in homophobic name calling. Increases in within person sexual harassment were associated with contemporaneous increases in homophobic name calling. Relations between bullying and homophobic name calling were especially pronounced for those at high levels of dismissiveness of sexual harassment for both within and between person models.  To effectively address school bullying among early adolescents, it is imperative that antibullying policies and prevention programs work to address homophobic name calling and dismissiveness of sexual harassment.

title: Ending Sexual Harassment in Academic Medicine.
abstract: Ending Sexual Harassment in Academic Medicine A National Academies report shows that sexual harassment is more likely to occur in environments that are male dominated and where sexually harassing behaviors are tolerated, hierarchical relationships are enforced, and training environments may be isolating.

title: A Systematic Look at a Serial Problem: Sexual Harassment of Students by University Faculty
abstract: One in ten female graduate students at major research universities report being sexually harassed by a faculty member. Many universities face intense media scrutiny regarding faculty sexual harassment, and whether women are being harassed out of academic careers in scientific disciplines is currently a subject of significant public debate. However, to date, scholarship in this area is significantly constrained. Surveys cannot entirely mesh with the legal/policy definition of sexual harassment. Policymakers want to know about serial (repeat) sexual harassers, where answers provided by student surveys are least satisfactory. Strict confidentiality restrictions block most campus sexual harassment cases from public view. Taking advantage of recent advances in data availability, this Article represents the most comprehensive effort to inventory and analyze actual faculty sexual harassment cases. This review includes over 300 cases obtained from: (1) media reports; (2) federal civil rights investigations by the U.S. Departments of Education and Justice; (3) lawsuits by students alleging sexual harassment; and (4) lawsuits by tenure track faculty fired for sexual harassment. It also situates this review within the available and most relevant social science literature on sexual harassment and violence in education and the workplace, as well as on methodological limitations of litigated case data, which tend to contain a higher concentration of high severity cases compared to a random sample. Two key findings emerged from the data. First, contrary to popular assumptions, faculty sexual harassers are not engaged primarily in verbal behavior. Rather, most of the cases reviewed for this study (53% involved faculty alleged to have engaged in unwelcome physical contact dominated by groping, sexual assault, and domestic abuse like behaviors. Second, more than half (53% of cases involved professors allegedly engaged in serial sexual harassment. Thus, this study adds to our understanding of sexual harassment in the university setting and informs a number of related policy and legal questions including academic freedom, prevention, sanctions, and the so called "pass the harasser" phenomenon of serial sexual harassers relocating to new university positions.

title: Women's experiences with general and sexual harassment in online video games: Rumination, organizational responsiveness, withdrawal, and coping strategies
abstract: Online video games can be a toxic environment for women. A survey assessed women's (N 293) experiences with general harassment and sexual harassment in online video games, including frequency of harassment, rumination about the harassment, perceptions of organizational responsiveness (i.e. efforts the gaming company made to address harassment) and withdrawal from the game. Women reported coping strategies to mitigate harassment, including gender bending or gender neutralization through screen name or avatar choice, avoiding communication with other players, and seeking help or social support inside and outside the game. Both general and sexual harassment predict women's withdrawal from online games. Sexual harassment, but not general harassment, leads to rumination and subsequent withdrawal. The path from sexual harassment to withdrawal was also mediated by organizational responsiveness, indicating the video game industry plays a key role in whether women continue to participate after harassment occurs.

title: The Economic and Career Effects of Sexual Harassment on Working Women
abstract: Many working women will experience sexual harassment at some point in their careers. While some report this harassment, many leave their jobs to escape the harassing environment. This mixed methods study examines whether sexual harassment and subsequent career disruption affect women's careers. Using in depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. We find that sexual harassment increases financial stress, largely by precipitating job change, and can significantly alter women's career attainment.

title: Sexual harassment in care work Dilemmas and consequences: A qualitative investigation.
abstract: Care workers are often exposed to sexual harassment from patients. Research shows that such exposure may have detrimental effects on mental health of the care workers. Inappropriate sexual behaviour from patients is a particular challenge for formal and informal care workers alike. There is a scarceness of studies investigating the experience and the handling of sexual harassment from patients.  To investigate the experience and handling of sexual harassment from patients in care work.  The study follows an explorative qualitative approach based on group interviews (n=19) with 39 care workers.  Ten workplaces participated in the study, including hospitals, nursing homes, community health centres, rehabilitations care centres, and psychiatric residential facilities.  We conducted group interviews with care workers (employees) managers, shop stewards and/or safety representatives. The majority of the interviewees were trained nurses.  The interviews revealed that sexual harassment is a complex and multifaceted phenomenon. The care workers often separated between intentional and unintentional behaviours initiated by cognitively impaired patients. Thus, they often refrain from using the term harassment, because it implies that the actions were intentional. However, the interviews revealed that, in practice, this separation was very difficult, and that sexual harassment often creates a range of dilemmas in the daily work. At the same time, sexual harassment is a taboo. The managers, shop stewards and safety representatives in this study were often not aware of the frequency and the impact of the episodes had on the care workers. The workplaces participating in this study, rarely had guidelines or policies for managing and/or preventing sexual harassment or inappropriate sexual behaviours, but often responded to episodes in an ad hoc and case by case manner.  The term sexual harassment might not be appropriate in the context of care work, because many patients who display inappropriate behaviours are cognitively impaired. While the interviews revealed that there is no universally accepted term, it might be more prudent to avoid the term harassment and refer it to as sexual behaviours. Considering the demographic development with a rising number of elderly and the increase in various forms of dementia, the management of inappropriate sexual behaviour by patients will be even more pressing in the future. It is time to address the prevention of sexual harassment and the management of patients' sexuality as an explicit part of the professional organisational culture of care work.