Sexual harassments in schools have been identified as one of the factors preventing girls from attending education. Moreover, both female and male students who attend education and witness male teachers harassing female students may perpetuate this behaviour. In Mozambique, research addressing sexual abuse and harassments in school focus on the fact that decrees and policies on zero-tolerance against sexual abuse are not followed up properly. There is little research addressing how students perceive the issue, and even less on male students’ understanding of the phenomenon in relations to female students’ understanding. This study took place at two schools in Maputo, Mozambique, and examines what approach students in secondary school and university, as well as adults working around these students have upon sexual harassments and abuse in school. Furthermore, officials and informants at NGOs addressing gender issues and sexual harassments in schools were interviewed. The purpose was to find out how the informants described the phenomenon, what they believed were the reasons behind it and how they thought it could be prevented. The result has been analysed through a gender and power analysis. The study uses the social constructionist theory of gender, recognising that gender is constructed through interaction and expectations of people (Francis & Skelton 2005:28), and Collen’s (1996) theory of hegemonic masculinity, which explains how the patriarchy is legitimised. Further, in order to analyse the result, Allen’s (1998) theories of power-over, power-to and power-with as well as Lukes’ (2005) theories of different dimensions of power have been used. The informants described sexual harassments as occurring between male teachers and female students at the schools. However, there was a discrepancy between the male and the female students’ perception of whether it is the male teacher or the female student who is the harasser. Despite this, the informants agreed on sexual harassments occurring between female teachers and male students being rare. The explanations to why it occurs range from the patriarchal structures, myths claiming that an older man is given good luck if having sex with a virgin, the female students’ fear of failing in school if not saying yes to the teacher, her interest in getting material benefits and her lack of interest in studying, to the male teacher’s lack of ability to control himself sexually. The different explanations were given depending on how the informant described the phenomenon. This also led to different conclusions to what should be done to come to an end to sexual harassments. An issue brought up was the difficulties to report harassments and the lack of punishment towards the teachers. Further, some believed that the female students should be subjected to awareness raising in order to dress properly and focus on the studies. While the risk of the male students perpetuating the behaviour of male teachers harassing female students is prevalent, the female students interviewed have the power to say no to the teachers, but not the power-to report. There are a number of organisations addressing the issue in different ways and there are regulations on how to report. However, in order to work holistically with the issue, the male students have to be included in the work and the organisations have to co-ordinate their measures in order to find a solution to the problem.

The study “Everybody wants to make love to you” examines female Russian journalists’ experiences of sexism within their profession. The focus of the study is to examine how the journalists navigate through their profession whilst resisting against sexism and oppression. The study is based on material gathered through qualitative interviews with nine female informants with various backgrounds, ages and positions within journalism. All the respondents were (or had been) working in Moscow. The result of the study shows that our respondents have experienced sexism by being diminished, flirted with and sexually harassed in working situations. This is especially relevant when the respondents have met new people while reporting. Sometimes the women are encouraged by colleagues to put on something “sexy” or “play dumb” to, in some interview situations, get more information. The resistance towards gendered oppression often take shape on an individual level or within a person's small circle of people that can be trusted. Our results show that the respondents are using different tactics when facing gender related obstacles, such as using your gender role or through joking about the perpetrators within your inner circle.

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Aujourd’hui, parler de « risques psychosociaux » est devenu monnaie courante. Grâce à la médiatisation fulgurante des suicides au travail, un tabou est enfin levé : le lieu de travail est un terrain hostile !Si le Code du travail n’en fait nullement référence, ces risques psychosociaux sont, semble-t-il, « des risques pour la santé crées par le travail à travers des mécanismes sociaux et psychiques », d’après la Circulaire ministérielle du 18 Avril 2002. Face à un tel vide juridique et parce que ces risques traduisent un malaise social tant sur le plan des relations individuelles que collectives de travail, est venu le temps de l’articulation de l’individuel et du collectif. C’est l’heure pour le législateur d’entrer en scène … / Today, talk about " psychosocial risks " has become commonplace. With the dramatic media coverage of suicides at work, a taboo is lifted: the workplace is an hostile place!If the Labour Code makes no reference about this phenomenon, these psychosocial risks are, as it appears, « the health risks created by working through social and psychological mechanisms », according to the Ministerial Circular of 18 April 2002. Faced with such a legal vacuum and because these risks reflect a social unrest both in individual and collective relationships of labor, it came time for the articulation of the individual and the collective. It's time for the legislature to step in …

At the end of 2017 the hashtag #metoo swept through swedish media and engaged both private households, rulers and professions in the process. This study examines two different generations to look at their similarities and differences when it comes to how they’ve reacted to the news reporting on #metoo. By using semi-structured focus groups this study has analysed these generations opinions on media reporting, generation issues and gender. The results show that there´s differences in some ways, but there’s also similarities. Both groups agree to the facts that their generation is a cause to their thoughts and beliefs in this subject, and the knowledge when it comes to social media has a huge impact in how they respond to  media reporting. The fact that the groups has grown up during different eras results in a disparity in in their values which is a factor to why they interpret the reporting differently. The older group were more critical to the reporting while the younger group meant that the ones who were portrayed in media deserved it. A similarity for both groups was the belief of that the reporting, despite how they felt about it, has affected people's way of thinking and will hopefully, according to the focus groups, lead to something good.

Dissertation submitted in partial compliance with the requirements for the Master's Degree in Technology: Education (Management), Durban Institute of Technology, 2004. / This study deals with sexual harassment in the Lower Umfolozi District. The researcher investigated speculation that there was sexual harassment in the Lower Umfolozi District. The researcher discovered that there was sexual harassment of Pi temporary and unemployed educators in the Lower Umfolozi District / M

Abstract This study scrutinises sexist harassment and the construction of gender equality policy at the University of Oulu, one of the largest universities in Finland. Furthermore, the study addresses policies that are intended to prevent gender and sexual harassment, the implementation of such policies, and their practical outcomes. Universities are a place of knowledge (re-)production, but research suggests that sexist harassment at least occasionally bothers, and may even call into question, the central tasks of the academy—the creation and maintenance of knowledge. Acker’s theory of gendered organisation is used to frame the analysis of the study on three levels: structures, resources and processes. Lukes’s and Olsen’s views regarding power are used to locate and make visible blind spots of gender equality work related to sexual harassment. Nussbaum’s capabilities approach is used to strengthen the individual agency perspective. Additionally, intersectionality is considered in the analyses. The method of research is a case study. Detailed and intensive knowledge is produced by using various complementary data, analysis methods, vantage points and perspectives. The research contributes to the conceptual-theoretical discussion of the development of gender equality work at organisations. Based on this study, I argue that it would be reasonable to use the term sexist harassment when individual harassment experiences and organisational harassment incidences are discussed. Additionally, the concepts of sexism and sexist discrimination should be considered, especially when the ideology behind the harassment is addressed. Nussbaum’s capabilities approach complements Acker’s theory of gendered organisations in a meaningful manner by providing concrete gender equality indicators for organisations’ gender equality work. / Tiivistelmä Tutkimus tarkastelee seksististä häirintää ja sukupuolten tasa-arvopolitiikan rakentumista Oulun yliopistossa, joka on yksi suurimmista yliopistoista Suomessa. Lisäksi tutkimus paikantuu toimenpiteisiin jotka on tarkoitettu sukupuolisen ja seksuaalisen häirinnän ehkäisemiseen, näiden toimenpiteiden toimeenpanoon ja niiden käytännöllisiin seurauksiin. Yliopistot ovat tiedon tuottamisen paikkoja, mutta tutkimuksen mukaan seksistinen häirintä vähintäänkin tilanteisesti haittaa ja voi jopa kyseenalaistaa akatemian keskeisten tehtävien — uuden tiedon tuottamisen ja ylläpitämisen – toteuttamista. Ackerin sukupuolistuneiden organisaatioiden teoriaa käytetään analyysin kehikkona kolmella tasolla: rakenteet, resurssit ja prosessit. Lukesin ja Olsenin valtakäsitteitä käytetään paikantamaan ja tekemään näkyväksi tasa-arvotyön katvealueita, jotka liittyvät seksuaalisen häirinnän eliminoimiseen. Nussbaumin inhimillisten kyvykkyyksien lähestymistapaa käytetään vahvistamaan yksittäisen toimijan perspektiiviä. Lisäksi analyysissa otetaan huomioon intersektionaalisuus. Tutkimusmenetelmänä on tapaustutkimus. Yksityiskohtaista ja intensiivistä tietoa tuotetaan käyttämällä vaihtelevia ja toisiaan täydentäviä aineistoja, analyysimenetelmiä, näkökulmia ja perspektiivejä. Tutkimus osallistuu käsitteellis-teoreettiseen keskusteluun sukupuolten tasa-arvotyön kehittämisestä organisaatiossa. Tutkimukseen perustuen esitän, että olisi perusteltua ottaa käyttöön käsite seksistinen häirintä, kun häirintää tarkastellaan häirittyjen näkökulmasta kokemuksen tasolla, ja käyttää käsitteitä seksismi ja seksistinen diskriminaatio viitattaessa häirinnän taustalla vaikuttavaan ideologiaan ja häiritsijän teon luonteeseen. Nussbaumin inhimillisten kyvykkyyksien lähestymistapa täydentää mielekkäällä tavalla Ackerin sukupuolistuneiden organisaatioiden teoriaa, koska se tarjoaa konkreettisia indikaattoreita organisaatioille niiden työssä tasa-arvon edistämiseksi.

Sexual harassment is an ever increasing drain on the resources of the modern employer, as well as serving to take up much time in terms of legal battles and court cases. The concept of sexual harassment has undergone much revision over the past decades, and South Africa is now firmly committed to the eradication of this problem. The Constitution protects and enshrines important rights like dignity, equality and the right to fair labour practices. These are further defined and protected through the application of various statutes, including the LRA, EEA, PEPUDA and the revised Code of Good Practice. In terms of statutory liability, the employer will be liable for the harassment of its employees, unless it takes a proactive stance and implements comprehensive sexual harassment policies. In this way it will escape liability. The common law vicarious liability of the employer cannot be escaped as easily. The entire concept of the law of delict is to remedy harm suffered. In terms of the common law, employers will be held vicariously liable for the harassment of their employees if it can be shown that the harassment occurred within a valid working relationship, if the harassment actually occurred through a delict, and if the act occurred within the course and scope of employment. The best way for employers to minimize their liability for sexual harassment is the implementation of training and educational policies that serve to make employees aware of what is permissible in the workplace. This will aid the employer in showing that it has done everything possible to reduce the risk of harassment, which will in turn serve to reduce the employer’s liability. To protect against the risk of expensive litigation, many employers are now investigating the matter of liability insurance – they would rather pay increased premiums than suffer alone when their employees take legal action against them. Sexual harassment is a problem that can only be solved through a concerted effort on the part of the legislature, judiciary, employers and employees. Together, these parties must ensure that all of those involved in the world of work are aware of the problem of harassment, as well as taking steps to educate and train employees so as to prevent it. Only in this way will we be able to take action to reduce this terrible problem in our country.

Sexual harassment has been in existence for a long time in the workplace without any attempt to understand, define and effectively combat this rather undesirable and serious form of misconduct. Until fairly recently, the growing problem of sexual harassment and its damaging effect have been given much attention by legal authorities and society at large. The effect of sexual harassment is that it embarrasses or humiliates the victim. The victim may also suffer from trauma which, in turn, affects his/her performance at work. Numerous definitions have been provided on what constitutes sexual harassment. Sexual harassment takes place when a women‟s sexual role overshadows her work role in the eyes of the male, whether it be a supervisor, co-worker, client or customer. In other words, her gender receives more attention than her work. Sexual harassment is also seen as unwanted conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace.1 The Bill of Rights in the Constitution2 entrenches the rights of everyone. Worth mentioning are the “right to equality”, “the right to dignity”, “the right to privacy” and “the right to fair labour practices”. Furthermore, section 6(3) of the Employment Equity Act3 states that “harassment is a form of unfair discrimination” which is prohibited in terms of section 6(1) of the same Act. Section 60 of the Employment Equity Act deals with statutory vicarious liability where the employer is held liable for his acts and/or omission to take measures to against sexual harassment or a failure to put a grievance procedure in place. Where such an employer has done what is reasonably necessary to prevent and to address sexual harassment, he/she will escape liability for the misconduct of the employee. This section also provides for mechanisms that an employer may employ to minimise liability where harassment has taken place. In addition to statutory vicarious liability is the common law vicarious liability, where the employer is vicariously liable for the delict of the employee. This form of liability is also referred to as “no-fault liability”. The employer will be held liable where the following requirements for vicarious liability in common law are met: firstly, there must be an “employer-employee relationship”, secondly, a “delict must be committed” and thirdly, the “employee must have been acting in the scope or course of employment when the delict was committed”. Liability can also be directly imputed on the employer. In this instance, it has to be proven that “the employer committed an act or omission; the act or omission was unlawful; the act or omission was culpable, intentional or negligent, and a third party suffered harm; either patrimonial damage or injury to personality; and the act or omission caused that harm”.

The objective of this thesis is to introduce negative phenomena in the workplace, specify various forms in which they occur (such as mobbing, bossing, bullying and sexual harassment), define the related terms and find factors which affect the desirable environment within a company as well as the occurrence of the negative factors. The contribution of the practical part of the thesis lies in the analysis of a survey which is focused on the existence of individual phenomena and on determining the strengths and weaknesses of a labour-law relation based on an evaluation of the relation between importance and satisfaction. The thesis concludes by summarizing the general principles of preventive approaches to the occurrence of negative phenomena, and by specifying the roles of individual levels of the company's management.