Background: Occupational hazards have a high potential to adversely impact the sexual and reproductive health of workers regardless of gender or sex. In Canada, workers' reproductive health and safety are protected by federal and provincial/territorial occupational health and safety (OHS) legislation and related policies. It is unknown whether these policies include directives to protect workers from exposure to reproductive health hazards, harassment, sexual harassment, and violence in the workplace. This thesis explores whether Canadian federal and provincial/territorial OHS and related legislation address reproductive health protections for all workers and employees (women+ and men), including pregnant workers' safety, harassment, sexual harassment, and violence in the workplace. Materials and Methods: We adopted the READ approach (readying your materials, extracting data, analyzing data, and distilling findings), a systematic procedure to conduct a policy content analysis to evaluate Canadian federal and provincial/territorial OHS legislation, employment standards and human rights codes all enacted between 2013 and 2023. Data analysis included thematic content analysis to identify codes organized into themes and a frequency analysis of key concepts. We used an SGBA+ (Sex and Gender-Based Plus Analysis) to apply a gender equality lens to our exploration of Canadian legislation in the context of reproductive health protections, harassment, sexual harassment, and violence protection. Results: Our findings revealed a widespread recognition of workplace accommodations for pregnant workers, including pregnancy and parental leaves, in Canadian OHS legislation; however, there was little recognition of workplace-related adverse reproductive health outcomes for workers in federal and provincial/territorial OHS and related legislation. Although gender identity/expression and sexual orientation discrimination to protect harassment are well recognized in the federal and provincial/territorial human rights codes, our review of the Canadian federal and provincial/territorial OHS legislation and employment standards suggests a substantial gap in addressing workplace sexual harassment and violence. Conclusion: Our review of Canadian federal and provincial/territorial occupational health and safety legislation suggests a substantial gap in addressing workplace sexual/reproductive health. An all-hazards/universal precautions approach, not a focused reproductive health protection-specific approach, was adopted within OHS legislation to manage workplace risks. Harassment was mainly recognized with less robust discussion of sexual harassment and violence protections. This thesis revealed a need to modernize Canadian OHS legislation to explicitly address workplace-related reproductive health safety concerns and protections for sexual/gender-based harassment and workplace violence.

Thesis (MA (Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Due to the extensive prevalence of sexual violence permeating the present day South African society, the social relevance of a study of the extent and nature of sexual harassment among university students, cannot be overestimated. This is particularly evident if one takes into account the growing number of research studies undertaken in South Africa and elsewhere on the African continent indicating the presence of this social evil on campuses of higher education. The purpose of this study was to determine the prevalence, effects, correlates and perceptions of different types of sexual harassment among a student sample at Stellenbosch University. The methodology applied in this study can be viewed as quantitative in nature as it entailed the use of a survey design. The researcher developed a new questionnaire to investigate the pervasiveness of students’ experience of, reaction to, and beliefs about sexual harassment. This questionnaire consisted of sub-scales, of which some were newly developed by the researcher, and others, based on existing scales, were adapted for the purposes of this study. The design took the form of a questionnaire that covered the time period during which the students were enrolled at Stellenbosch University. Both undergraduate and post-graduate students from the four campuses of Stellenbosch University (i.e., Bellville, Saldanha, Stellenbosch and Tygerberg) were invited to participate in the study. The total sample consisted of 1679 students. The electronic questionnaire consisted of a total of 27 separate questions with some of the questions having various sub-sections. Data were obtained on the socio-demographic profile of students. The questionnaire explored student perceptions of which behavioural types constituted sexual harassment, the number of times a participant had been a victim of a particular type of sexual harassment, whether alcohol or drugs played a contributory role in the victimisation, whether the participant sought help from available support services following the victimisation, the location of the incidents of sexual harassment and whether the offender was known to the victim or not. Gender role attitudes of students, indicating the extent to which sexual harassment is tolerated by the student community, were also investigated. The questionnaire furthermore explored issues of same-sex sexual harassment, the occurrence of group harassment and the possible effects, be it social, emotional or academic, that the victim might have suffered. The relationships between certain measurement scales were also investigated. With the utilisation of statistical packages, frequencies and statistical differences amongst various sub-groups were determined. Significant findings of the study included gender, racial and sexual orientation subgroup differences in terms of the perception of, rate of prevalence and tolerance of sexual harassment. Significant statistical differences between gender, racial and sexual orientation subgroups were also established for certain variables related to the familiarity of the perpetrator, the locations of sexual harassment, help-resource utilisation following incidents of sexual harassment and the effects of sexual harassment. / AFRIKAANSE OPSOMMING: Vanweë die uitgebreide voorkomssyfer van seksuele geweld tans in die Suid-Afrikaanse samelewing, kan die sosiale relevantheid van 'n studie oor die omvang en aard van seksuele teistering nie oorbeklemtoon word nie. Hierdie veronderstelling word duidelik ondersteun deur die groeiende aantal studies in Suid-Afrika en elders in Afrika wat hierdie sosiale euwel op tersiêre kampusse ondersoek. Die doel van hierdie studie was om die voorkomssyfer, gevolge, korrelate en persepsies van verskillende tipes seksuele teistering by 'n studentesteekproef van die Universiteit van Stellenbosch te bepaal. Die metodologie van hierdie studie kan beskryf word as kwantitatief van aard aangesien daar van ‘n opnameontwerp gebruik gemaak is. Die navorser het 'n nuwe vraelys ontwikkel om die omvang van studente se ervaring van, reaksie op, en opvattings oor seksuele teistering te ondersoek. Hierdie vraelys het bestaan uit subskale, waarvan sommige nuut geskep was deur die navorser en ander wat vanuit bestaande bronne aangepas is vir die doel van hierdie studie. Die ontwerp is in die vorm van 'n vraelys wat die tydsperiode dek waarin die studente ingeskryf was by die Universiteit van Stellenbosch. Beide voorgraadse en nagraadse studente van die vier kampusse van die Universiteit van Stellenbosch (i.e., Bellville, Saldanha, Stellenbosch en Tygerberg) is genooi om deel te neem aan die navorsing. Die totale steekproef het uit 1679 studente bestaan. Die elektroniese vraelys het 27 aparte vrae gehad waarvan sommiges verskeie onderafdelings bevat het. Data is verkry oor die sosio-demografiese profiel van studente. Die vraelys het studente se opvattings bepaal oor watter gedragstipes seksuele teistering behels, asook die aantal kere wat ‘n deelnemer 'n slagoffer van 'n spesifieke soort seksuele teistering was. Verdere vrae het ondersoek of alkohol en dwelms bygedra het tot die teistering, of die deelnemer bystand gesoek het by beskikbare ondersteuningshulpbronne na die teistering, die plekke waar die seksuele teistering voorgekom het, en of die oortreder bekend was aan die slagoffer of nie. Studente se houdings oor geslagsrolle, wat aanduidend was van die mate waarin seksuele teistering verdra word in die studentegemeenskap, is ook nagevors. Die vraelys het verder kwessies verken soos selfde-geslag seksuele teistering, die voorkoms van groepsteistering en die moontlike nadelige gevolge daarvan vir die slagoffer, hetsy sosiaal, emosioneel of akademies. Die verbande tussen sekere metingskale is ook ondersoek. Met behulp van statistiese pakkette is die frekwensie en statistiese verskille tussen verskeie subgroepe op die kampus bepaal. Beduidende bevindings van die studie sluit in: geslag-, ras- en seksuele oriëntasiesubgroepverskille in terme van die persepsie van, voorkomssyfer van en verdraagsaamheid teenoor seksuele teistering. Beduidende statistiese verskille tussen die geslag-, ras- en seksuele oriëntasie-subgroepe is ook bevind met betrekking tot sekere veranderlikes wat verband hou met die bekendheid van die oortreder, die plekke van teistering, die benutting van ondersteuningshulpbronne na teistering en die gevolge van seksuele teistering.

The restaurant industry is often described as a hard and tough working environment. The restaurant industry is the industry that are most subjected to sexual harassment witch can affect the occupational health both physically and psychologically. The aim of this study was to explore the experience of sexual harassment among staff in the restaurant industry. To get a view and understanding of earlier research a systematic literature review was conducted. To get an understanding of restaurant staffs experience of sexual harassment a qualitative interview study with a phenomenology approach was performed. The main results showed that the informants experienced sexual harassment as a process of acclimatization. It starts with a sexual jargon that is customary and the informant describes a fear of reporting. The jargon and fear becomes a part of everyday life and informants describes that they don’t define it to be sexual harassment anymore. The informants describe it as the borders have moved or become blurred when it comes to sexual harassment witch can defines like a normalization of sexual harassment. / Restaurangbranschen beskrivs ofta som en bransch med hårt och otrivsamt klimat. Av alla branscher är restaurangbranschen den bransch där minst är nöjda med sitt arbete samt utsätts de för flest sexuella trakasserier. Sexuella trakasserier inom arbetslivet är ett uppträdande av sexuell natur som kränker en annan arbetstagare. Sexuella trakasserier kan påverka arbetshälsan både fysiskt och psykiskt och kan yttra sig genom ångest, rädsla, trötthet, huvudvärk och depression. Tidigare forskning kring sexuella trakasserier mellan arbetstagare och chefer var begränsat vilket tyder på att det behövs ökad kunskap och forskning kring det. Tidigare forsknings resultat påvisar att sexuella trakasserier inom restaurangbranschen beror på makt, att det är en form av maktutövande. För att få förståelse om problematiken och restaurangpersonalen upplevelse om sexuella trakasserier genomfördes en kvalitativ intervjustudie med en fenomenologisk ansats. Syftet var att undersöka upplevelsen av sexuella trakasserier bland anställda i restaurangbranschen. Resultatets essens kan beskrivas som en acklimatiseringsprocess där sexuella trakasserier upplevs som en skämtsam jargong med sexuella kommentarer, essensen utrycks samt genom en rädsla när det kommer till att anmäla sexuella trakasserier. Rädslan kring att anmäla utrycks som att informanterna är rädda för ryktesspridning, att mista gemenskapen eller att bli utfryst från kollegor/restaurangbranschen. Jargongen och rädslan blir tillslut en del av vardagen och informanterna beskriver sig att inte tänka på det längre, sexuella trakasserier blir efter en tid normalt. En normalisering sker utav sexuella trakasserier där informanterna beskriver att de inte uppmärksammar sexuella trakasserier på samma sätt längre. Informanterna beskriver det som att gränserna har flyttats eller suddats ut när det kommer till sexuella trakasserier, det har blivit en självklar del av arbetsmiljön och restaurangbranschen. Jargongen, rädslan och normaliseringen av sexuella trakasserier kan beskrivas som en acklimatiseringsprocess. Informanterna har acklimatiserat sig till en arbetsmiljö som inkluderar sexuella trakasserier.

This diploma thesis analyzes the phenomenon known as stalking. The psychological part is deals with the studies of two target groups of stalking - stalkers and their victims. I am pointing out especially the typology that can predict potential violence, and those that show means that limit, respectively stop stalker's conduct, such as effect of legal sanction or comply with medical care. I also examine, in detail, some legislations of Common law countries and the legislation of the Czech Republic. I focuse on civil, administrative and criminal means of legal protection against stalking.

MARKETING HARASSMENT AS THE FACTS OF UNFAIR COMPETITION Abstract This master's thesis titled "Marketing harassment as the facts of unfair competition" focuses on the legal regulation of marketing harassment, which was introduced by Act No. 89/2012 Sb, Civil Code. This Act lays out what is considered the statutory facts of unfair competition. These particular facts concern the phenomenon of unsolicited advertising that is unprecedently common in present-day society. The establishment of the institute of "marketing harassment" in the new Czech Civil Code can be considered a positive measure taking into account that its purpose is to protect the privacy of a legal entity. However, the very formulation of marketing harassment in the abovementioned Act can hardly be judged as a distinctively positive one. The objective of this thesis is not only a detailed analysis of marketing harassment itself and evaluation of its positives and negatives, but also a comparison with the regulation of similar issues found in other regulations as well as self-governing regulations (specifically in the Code of Advertising). The attempt to outline possible changes in these facts in terms of de lege ferenda is an integral part of this thesis. The thesis is divided into five chapters. The first chapter contains a brief overview of...

Esta pesquisa representa um esforço teórico no sentido de evidenciar ao Direito do Trabalho a possibilidade de se compreender o fenômeno do assédio moral no trabalho por mais um referencial: a cultura do narcisismo. A consideração da cultura do narcisismo em estudos sobre assédio moral sinaliza ao Direito do Trabalho a tendência de banalização do assédio moral no trabalho e a necessidade primordial de se combater e prevenir tal fenômeno em uma perspectiva coletiva e social, promovendo debates que não estejam restritos ao ambiente de trabalho, mas que também considerem a discussão do agir do trabalhador como ser humano em outras esferas sociais que não apenas a produtiva. Encarar o assédio moral considerando a cultura do narcisismo implica forçosamente reconhecer que respostas individuais na justiça do trabalho são meramente paliativas e circunscrevem-se à categoria de reparação e não de efetiva transformação social. O Direito deve implementar mecanismos que contribuam para a conscientização sobre o assédio moral no atual contexto da cultura do narcisismo e para seu efetivo combate. / This research is a theoretical effort to demonstrate how the phenomenon of moral harassment at work can be understood in Labor Law using the culture of narcissism. When considering the culture of narcissism while studying moral harassment, it is possible to bring to Labor Laws attention the trend toward the trivialization of moral harassment at work and the primordial need for fighting against and preventing such phenomenon in a collective and social manner. Such fight and prevention should be carried out by promoting debates which are not restricted to the work environment and which also consider the discussion of the workers acting as human beings in areas other than the productive one. Viewing moral harassment with the narcissism culture in consideration necessarily entails recognizing that individual responses in labor justice are merely palliative and are confined to repairing an issue rather than socially transforming it. Law should implement mechanisms that contribute to raising the awareness of and fighting against moral harassment in the current context of the culture of narcissism.

O presente trabalho tem como objetivo identificar as práticas de assédio moral mais recorrentes no mundo corporativo. Verificou-se a forma que o judiciário, os sindicatos patronais e os de trabalhadores entendem sobre essa prática, em especial no que se refere às diferenças de tratamento entre homens e mulheres e às diferenças de entendimento entre o primeiro e segundo grau de jurisdição, com relação a procedências e improcedências das respectivas demandas judiciais. Trata-se de pesquisa qualitativa exploratória, realizada com a análise de 85 (oitenta e cinco) processos judiciais, através da qual se averiguaram as decisões tanto de 1º (primeiro), quanto de 2º (segundo) grau, o que totalizou 170 (cento e setenta) decisões prolatadas desde o ano de 2005 até o ano de 2012. Fez-se, igualmente, coleta de dados por meio de oito entrevistas semiestruturadas, cujos sujeitos são membros do judiciário e também líderes sindicais, tanto dos sindicatos dos empregados, como dos patronais. A posterior análise dos dados coletados foi feita baseada na literatura tida como referencial teórico. Os conceitos de Freitas, Hirigoyen, Barreto e Soboll são utilizados no fundamento do assédio moral. A análise da pesquisa demonstra divergências não apenas entre o entendimento do judiciário e dos administradores e líderes sindicais, mas também entre estes, dentro de suas próprias categorias. Considerando-se, ainda, os resultados encontrados, observa-se a evolução em espiral das práticas de assédio, onde se mantêm basicamente as mesmas práticas, porém com evolução na forma de aplicá-las. Evidenciou-se a dificuldade não somente na identificação e demonstração do assédio moral, como também na parametrização do valor de seu ressarcimento, de modo a compensar o lesado e, ao mesmo tempo, inibir a repetição da conduta. / The objective of the work here presented is to identify the most frequent ways in which moral harassment occurs in a work place, verifying and comparing the different understandings, regarding this practice, of the judiciary (both in the first and in the second degree of jurisdiction), the labor union and the employers associations, especially regarding how different men and women are treated in the working place. It is a exploratory qualitative research, more precisely, the analysis of 85 lawsuits, examining their decisions both at first (1st) as well as at the second (2nd) degree, totalizing 170 judicial decisions handed out from 2005 to 2012. Data was also collected by performing eight semi-structured interviews, whose respondents were members of the three classes whose understanding about moral harassment I was comparing, i.e., members of the judiciary, union leaders, and employers association. Posterior data analysis was made based on the theoretical framework given by leading dominant literature on the subject. The concepts of Freitas, Hirigoyen, Barreto e Soboll are used to characterize moral harassment. The analysis shows divergences on the understating and how the subject is dealt not only between the classes analyzed, but also among members of the same class. The results also show that occurred a spiral evolution of the moral harassment practices, i.e., the same harassments still happens, only the way they are inflicted changed/evolved. From our research, it became evident the difficulty not only in identifying and demonstrating moral harassment, but also in stipulating the amount of the compensatory damages to be paid, so that this kind of practice in inhibited.

Higher prevalence of gender harassment has previously been identified in male dominated workforces, but not in academia. Factors such as implicit bias, male dominance, perceived gender threat, and heightened masculinity may increase the likelihood of gender harassment occurring in an academic setting. Two studies investigated this. In Study 1, one hundred seventy-one (92 male, 79 female) participants from male dominated and gender equivalent majors completed an online survey in which their explicit attitudes regarding gender and authority (GAM; see Rudman & Kilianski, 2000), and implicit associations regarding gender and careers (IAT; see Greenwald, McGhee, & Schwartz, 1998) were measured. Additionally, female participants completed a sexual experiences questionnaire (SEQ; see Fitzgerald et al., 1988). Men from male dominated majors did not exhibit more explicit attitudes favoring men in authority than men from gender equivalent majors (p = .220, d = .26), but did exhibit more implicit bias stereotyping men as associated with careers and women with the family (p = .017, d = .51). Females from male dominated majors experienced more gender harassment than females from gender equivalent majors (p = .017, d = .55). In Study 2, one hundred fifty-four male participants self-reported their masculinity, completed a group task with a female confederate leader serving as a gender threat in half the conditions, and then had their subsequent affect, perceptions of leadership effectiveness, and behavioral aggression measured. Men from male dominated majors and men who had received a gender threat did not differ from men from gender equivalent majors and men who had not received a gender threat on affect, perceptions of leadership effectiveness, or behavioral aggression (ps > .201, ηp2s ≤ .007). However, additional analyses revealed that as masculinity increased among men from male dominated majors under gender threat, they became more behaviorally aggressive (b = 5.92, p = .003) and perceived their female's leader's leadership as being less effective (b = -0.83, p = .076). Based on these findings, it is recommended that future research on gender harassment focus on men from male dominated majors who are high on masculinity.

Prior research shows that female police officers experience more incidents of harassment than male police officers, and these experiences of harassment have been shown to have negative effects on their mental and physical health, retention, and job satisfaction. The current study examined the experiences of harassment of 20 female police officers from agencies around Southern California. A survey interview was used, and it was found that none of the women had experienced quid pro quo harassment, but every woman recalled experiencing environmental harassment at some point throughout their career. Hostility towards women was more commonly experienced than harassment which was sexual in nature. Several themes arose from responses to open-ended questions. Female police officers reported that: gender related comments/jokes are not “unwanted”; that they participate in the jokes; gender related jokes are part of the policing culture; and that female officers are negatively targeted because of their sex. Some women stated they did not want to report the harassment and risk ruining their career.

The primary purpose of this study was to observe the dynamics between sexual harassment (SH), social identity theory, and justice perceptions. Furthermore, participants’ past experience with SH may have created conspiracy mentalities to explain outgroup members (e.g., males) behavior towards women. From a social identity perspective, women who strongly identify with being female should be more prone to view lower justice perceptions when a male investigator denies an SH claim, but equally high levels of justice perceptions when male or female investigators confirm SH and when a female investigator denies SH. Four scenarios were created where female participants (N = 283) were randomly assigned to one of four scenarios: Scenario 1 involved a female investigator who confirmed an SH claim; Scenario 2 involved a female investigator who denied an SH claim; Scenario 3 involved a male investigator who confirmed an SH claim; and Scenario 4 involved a male investigator who denied an SH claim. Regression analyses revealed that social identity (i.e., gender identity) had no predictive value regarding justice perceptions, but that the decision of the investigators influenced justice perceptions. Furthermore, an ANOVA was utilized and discovered significant mean differences between the four scenarios, suggesting that there were differences when the investigator confirmed SH (both male and female) or denied SH (both male and female), but there was no significant interaction. Participants had low justice perceptions when SH was denied and higher justice perceptions when SH was confirmed. Practical and theoretical implications are discussed, as well as directions for future research.