Suffering in Silence: Procedural Justice Versus Gender Socialization issues in University Sexual Harassment Grievence Procedures

Although some studies suggest that sexual harassment is a prevalent problem in academia, it is accompanied by consistently low reporting rates. An examination of the relative explanatory power of procedural justice (Lind & Tyler, 1988) and gender socialization (Riger, 1991) to account for this situation was conducted. Demographic, situational, and attitudinal variables representing various obstacles to filing formal grievances were assessed in two groups: reporters and nonreporters of sexual harassment. Results indicate that procedural justice (e.g., skepticism regarding the response efficacy of filing a complaint) was more related to nonreported sexual harassment than was gender socialization (e.g., a caring vs. a justice perspective). Results are discussed in terms of their implications for a broader theoretical framework and for the ways in which formal agencies that are mandated to protect university members from sexual harassment could refine their grievance procedures.     

Sexual Harassment: A Female Counseling Student's Experience

A counseling student describes her experience as a target of long-term, systematic harassment in the form of sexual seduction. The harassing professor was the student's practicum supervisor. The author recounts the effects of experiencing the harassment, confronting her harasser, and enduring an investigation. The events of the case demonstrate that sexualization of the professor-student relationship has a powerful potential to destroy trust, a fundamental element in the student's future profession. They also demonstrate that taking action can empower a student to resolve the experience for herself, gain strength from her actions, and move forward with her life.     

Self-Labeling Sexual Harassment

This study was designed to examine personal, stimulus, and organizational factors that predict the self-labeling of sexual harassment. Hypotheses were developed based on the social cognitive schema framework, which suggests that the activation of a victim's schema of sexual harassment influences self-labeling incidents as sexual harassment. Results of a secondary analysis of the 1995 Department of Defense Gender Issues dataset generally supported the hypotheses in that self-labeling is a multi-faceted process. Several findings were in the opposite direction from that predicted (e.g., perceptions that the military was implementing sexual harassment policies were negatively associated with self-labeling). Alternative explanations for the complexity of the self-labeling process were also examined. Portions of this article were presented as a poster at the 2000 Association for Women in Psychology conference in Salt Lake City, Utah. Authorship is listed alphabetically, both authors contributed equally to this study.     

Acknowledging Sexual Harassment: A Test of Alternative Models

Few victims of sexual harassment acknowledge that their experience constitutes sexual harassment. In this study, we examined five general models gleaned from the literature on observers' or laypersons' perceptions of sexual harassment to examine their efficacy in explaining victims' acknowledgment processes: type-of-harassing experience; personal characteristics of the target/observer; and affective consequences of the event(s), attributions, and power (status) of the offender. Data were collected in a campus-wide survey of students, faculty, and staff at a large midwestern university (N = 1,147), which measured incidence rates of eight forms of sexual harassment and the situational characteristics of, responses to, and consequences of the most dramatic experience. Results from single-model and multiple-model hierarchical logistic regression analyses partially support each of the models. The following general model emerged: Individuals who experience unwanted sexual attention are more likely than others to acknowledge being sexually harassed if (a) they perceived their experience as part of a larger problem in their environment, (b) they had a strong emotional reaction to it, (c) the perpetrator was a superior, (d) they were sensitive to the issue of sexual harassment (e.g., they were women instead of men). However, differences in this pattern emerged across various subsamples. This research warrants further theoretical development on victimization acknowledgment processes.     

The Sexual Harassment Coercive Offer

There is disagreement in the coercion literature over whether an offer, which necessarily lacks a threat, could be coercive, which tends to imply at least some affinity with coercion, which, in paradigm cases, includes a threat. In one difficult sexual harassment case, someone is offered a promotion in exchange for sex, but there is, due to the arrangement of the case, no implied threat or repercussion for refusal. I argue this case counts as coercive since the offer‐making attempts to recast the agent's self‐image simply by making the offer: the harasser attempts to define his employee as a sexualized object in the workplace to whom it is acceptable to make this kind of offer. Yet, such an offer can only be acceptably made to a woman who would accept sexual intrusions in her career, and it can never be right to assume others are willing to have their business lives sexualized. Thus, the offer is coercive in its disrespect for the employee's autonomy, although it involves no threat.     

Brief Report: The Sexual Harassment of Faculty Members by Students

We investigated sexual harassment by college students toward faculty members using modified versions of the Sexual Experiences Questionnaire (SEQ) developed by Fitzgerald and colleagues. The SEQ measures three major constructs of sexual harassment: gender harassment, sexual coercion (bribery), and unwanted sexual attention. The student version of the SEQ was completed by 359 college students (85% White); 102 faculty members (92% White) completed the faculty version. Although we did not ask about their social class, they are typically middle class. Female faculty reported experiencing significantly more unwanted sexual attention from students and were more bothered by it than male faculty. While the frequency of gender harassment did not differ significantly between male and female faculty, the latter were significantly more bothered by it than the former. Concerning students' responses to the SEQ, there were no significant gender differences. Sexual harassment as both a tool and a result of male dominance in society is discussed.     

Organizational Costs of Sexual Harassment

Working women were surveyed regarding their probable initial reactions to different forms of sexual harassment. Many indicated they would either quit their jobs or report sexual harassment to external authorities. Discusses organizational costs of sexual harassment, ways of preventing such costs, and implications for employment counselors.     

Sexual Harassment: A Preliminary Test of an Integrative Model1

Despite the recent increase in research on sexual harassment, most studies have examined the relevant variables in isolation, and little is known concerning the ways in which they may interact or the relative importance of their effects for individuals or organizations. Fitzgerald and her colleagues (Fitzgerald, Hulin, & Drasgow. 1995; Fitzgerald & Ormerod, 1993) proposed a model of the antecedents and outcomes of sexual harassment in organizations. The present study examines a modified version of this model using path analysis with a sample of women employed by the federal government in the late 1980s. These analyses support the basic form of the model, suggesting that sexual harassment is a joint function of the gender context of the victim's job, her relative vulnerability, and the tolerance of the organization for sexual harassment. In turn, harassment was shown to have a negative impact on work and health-related outcomes, exacerbated by assertive coping responses. The implications for organizations are discussed along with recommendations for more stringent tests of the model.     

Contrapower Sexual Harassment: A Survey of Students and Faculty Members

We conducted two studies to shed light on contrapower sexual harassment in an academic setting. In the first study, we surveyed a random sample of 158 college students (83.4% White) concerning their potentially sexually harassing behaviors toward professors, sexist attitudes toward women, and proclivities to harass sexually. Almost one third of the students reported having sexually harassed a professor at least once. Male students were more likely than female students to be the perpetrators. In the second study, all tenured and tenure-track faculty were mailed a survey; 209 professors (88.9% White) completed the survey concerning their experiences with sexual harassment from students as well as their coping responses, definitions of sexual harassment, and reactions to hypothetical scenarios. Over one half of the professors reported having been at least once sexually harassed by students. Although male and female professors experienced similar rates of sexual harassment from students, the psychological outcome was worse for women than for men. Male and female professors defined sexual harassment similarly. However, when more contextual information was provided in the hypothetical scenarios, several gender differences emerged. In addition, men and women used both internal and external coping responses to different types of sexual harassment. Sexual harassment as both a tool and a result of male dominance in society is discussed.     

Measuring Sexual Harassment: Theoretical and Psychometric Advances

This article describes a program of research designed to yield a conceptually grounded, psychometrically sound instrument for assessing the incidence and prevalence of sexual harassment in the workplace. Following the specification of a theoretical framework that is consistent with both legal guidelines and psychological research, we review the development and evaluation of a three-dimensional model of sexual harassment (gender harassment, unwanted sexual attention, and sexual coercion). Based on this model, we describe the development of a revised version of the Sexual Experiences Questionnaire (SEQ; Fitzgerald et al., 1988). Following extensive pilot work, the instrument was field tested in a large regulated utility. Data from 448 employed women (professional, technical, clerical and blue collar workers) support the reliability of the scales, and confirmatory factor analysis in this new sample confirms the stability and generalizability of the theoretical model. Following a brief review of validity data recently reported in the literature, implications for further measurement improvements are discussed.     

Disability Harassment: A New Term for a Long-Standing Problem

The authors present definitions of the term harassment from the literature and government sources and propose a definition of disability harassment, Existing literature related to disability harassment is reviewed, including anecdotal accounts. Legal findings are summarized from several cases concerning disability harassment of federal employees, and data on disability harassment complaints filed with the Equal Employment Opportunity Commission are provided. The authors suggest that the harmful psychological effects of any form of harassment are similar and a model from the literature on sexual harassment is used as a basis for understanding the effects. Implications for counseling practice and future research are discussed.     

Interpersonal Violence Victimization and Sexual Harassment: A Prospective Study of Revictimization

This study examined associations between past interpersonal victimization (including both child and adult victimization) and sexual harassment (SH); and it examined intervening and moderating variables of the association of past victimization with SH, including posttraumatic stress symptoms (PTSS) and job-gender context. In addition, we examined an alternative hypothesis for revictimization that abuse survivors are hyper-sensitive to perceptions of sexual harassment. Employed women residing in Kentucky (U.S.) who had received an order of protection from a male partner and who were followed-up 12 months later (n?=?445, 78 % White, mean age?=?31.98, SD?=?8.60) were selected for this analysis. SH experienced between baseline and follow-up interviews was associated with baseline assessments of child nonsexual assault experiences (r?=?0.24, p?<?0.001) and intimate partner violence victimization (r?=?0.20, p?<?0.000), demonstrating a revictimization effect. PTSS mediated the relationship between child sexual assault, child nonsexual assault and subsequent SH. Further, working in a job with a male supervisor or in a male-dominated workgroup increased associations between child nonsexual abuse and subsequent SH. No support was found for the hyper-sensitivity hypothesis. Findings are consistent with prior research that identifies sexual harassment as a form of interpersonal violence that mental health and victim service providers and researchers should include in their assessment and treatment strategies. Employers should also understand that working in male-dominated work environments compound the risk of sexual harassment for those with prior abuse histories and should be vigilant to reducing these risks.     

Organizational Resources for Addressing Sexual Harassment

The author acknowledges the difficulties in arriving at a definition of sexual harassment. Employing a definition that has become commonplace, she distinguishes between quid pro quo and hostile environment harassment. The obligations of organizations are outlined and attention is given to the development of appropriate policies and procedures. The effect of the organization's climate on institutional responsiveness to this issue is discussed, and pertinent educational and training interventions are provided.     

Sexual Harassment in the Workplace: Exploring the Effects of Attractiveness on Perception of Harassment

This study was designed to explore the effect of attractiveness on perceptions of sexual harassment. Male and female college students (N = 150) rated four scenarios depicting ambiguous incidents of sexual harassment, each paired with photos of a male boss and a female secretary. Male and female attractiveness was varied in a 2 × 2 factorial design. Participants were asked to rate each photo on a series of traits before making harassment judgments. Overall, females perceived more harassment. The behavior of attractive males was less likely to be seen as harassing. Attractive females were more likely to be seen as harassed, especially when the potential harasser was unattractive. The possible mechanisms underlying the effects of attractiveness were explored with the results supporting a direct effect of stereotypes over a mediating role for implicit personality theories.