<p dir="ltr">Sexual harassment is regarded as a serious issue in society, with a particularly negative impact on young children and adolescents. Online sexual harassment has recently gained prominence as a significant number of communications have taken place online. Online sexual harassment can happen anywhere in the world because of the global nature of the internet, which transcends geographical barriers and allows people to communicate electronically. Online sexual harassment can occur in a wide variety of environments such as through work mail or chat apps in the workplace, on social media, in online communities, and in games (Chawki & El Shazly, 2013).<br>However, especially for non-native English speakers, due to cultural differences and language barriers, may vary in their understanding or interpretation of text-based sexual harassment (Welsh, Carr, MacQuarrie, & Huntley, 2006). To bridge this gap, previous studies have proposed large language models to detect and classify online sexual harassment, prompting a need to explore how language models comprehend the nuanced aspects of sexual harassment data. Prior to exploring the role of language models, it is critical to recognize the current gaps in knowledge that these models could potentially address in order to comprehend and interpret the complex nature of sexual harassment.</p><p><br></p><p dir="ltr">The Large Language Model (LLM) has attracted significant attention recently due to its exceptional performance on a broad spectrum of tasks. However, these models are characterized by being very sensitive to input data (Fujita et al., 2022; Wei, Wang, et al., 2022). Thus, the purpose of this study is to examine how various LLMs interpret data that falls under the domain of sexual harassment and how they comprehend it after replacing Out-of-Vocabulary words.</p><p dir="ltr"><br>This research examines the impact of Out-of-Vocabulary words on the performance of LLMs in classifying sexual harassment behaviors in text. The study compares the story classification abilities of cutting-edge LLM, before and after the replacement of Out-of-Vocabulary words. Through this investigation, the study provides insights into the flexibility and contextual awareness of LLMs when managing delicate narratives in the context of sexual harassment stories as well as raises awareness of sensitive social issues.</p>

PURPOSE OF THE STUDY The purpose of the study was to determine how many school divisions in the Commonwealth of Virginia had adequate policies which addressed sexual harassment specifically and to determine why school divisions had either developed or failed to develop such policies. An additional purpose was the development of a paradigm to guide school divisions in the construction of policy governing sexual harassment. PROCEDURE All 133 superintendents in Virginia were identified and 119 superintendents participated in the study. Data were collected using a survey questionnaire and copies of policies were requested. All survey data were analyzed using crosstabulation commands on the App-Stat statistical package. Policies which were returned were analyzed in comparison to evaluation criteria taken from the Equal Employment Opportunity Commission (EEOC) Guidelines that prohibit sexual harassment and from the research of sample policies from the public and private sectors. CONCLUSIONS 1. Sixty-eight percent of the school divisions in the Commonwealth indicated they did not have policies and/or administrative regulations which specifically prohibit sexual harassment. 2. Thirty-four of the 81 school divisions in Virginia which did not have sexual harassment policies indicated they were aware of the need for such policy. Twenty of the respondents indicated they had other policies which they believed adequately addressed sexual harassment, and fourteen of the respondents indicated they were developing such policy. 3. Most school divisions that had developed policies had done so because they were aware of their liability or the possibility of litigation. 4. Most policies were inadequate in that they failed to communicate that employers were serious about sexual harassment or they failed to indicate that employees would be made aware of sexually harassing behaviors through awareness training. / Ed. D.

Bakgrund: Sexuella trakasserier på arbetsplatsen är förbjudna enligt lag, ändå är de vanligt förekommande. Detta kan medföra ökad risk att drabbas av psykisk ohälsa, öka arbetsbelastningen och ge ökad risk för sjukskrivning för den som blivit utsatt. Syfte: Att belysa sjuksköterskors erfarenheter av att bli utsatta för sexuella trakasserier på arbetsplatsen. Metod: En allmän litteraturstudie där 13 artiklar granskades och analyserades efter Popenoe´s guide för dataanalys. Resultat: Genom dataanalysen framkom fyra huvudkategorier; förekomst, olika typer av sexuella trakasserier, konsekvenser av sexuella trakasserier och hantering av sexuella trakasserier. Sjuksköterskor världen över har erfarenheter av sexuella trakasserier på arbetsplatsen. Sjuksköterskorna beskrev att verbala sexuella trakasserier i form av smeknamn samt olämpliga kommentarer var den mest förekommande, att sexuella trakasserier kan utgöra konsekvenser för både individ och organisation i form av psykisk ohälsa och minskat arbetsengagemang. Konklusion: Sexuella trakasserier på arbetsplatsen kan leda till psykisk ohälsa och minskad arbetsförmåga hos sjuksköterskor, vilket kan påverka omvårdnaden. / Background: Sexual harassment at the workplace is prohibited by law, still it occures. This can lead to an increased risk of suffering from mental illness, increase the workload and increase the risk of sick leave for the exposed. Aim: To shed light on nurse's experiences of being subjected to sexual harassment at the workplace. Method: A general literature study where 13 articles were reviewed and analyzed according to Popenoe's guide for data analysis. Results: Through the data analysis, four main categories emerged; occurrence, different types of sexual harassment, consequences of sexual harassment and handling of sexual harassment. Nurses worldwide have experiences of sexual harassment at the workplace. The nurses described that verbal sexual harassment in the form of nicknames and inappropriate comments was the most common, that sexual harassment can have consequences for both the individual and the organization in the form of mental illness and reduced work engagement. Conclusion: Sexual harassment in the workplace can lead to mental illness and reduced work ability for nurses, which can affect nursing.

Sexual Harassment is a phenomenon that is widely disseminated around the globe. Sexual harassment has many forms not only physical but also verbal through unwelcomed comments. This thesis will focus on analysing the topic of sexual harassment from an Islamic perspective using Egypt as a case study to examine the phenomenon. The mentioned perspective will deliberately examine different apprehensions of Quranic verses in Islam related to roles and rights of women in society. In that context, the thesis will discuss how some interpretations, among the interpretations presented in the paper, for certain Quranic verses can pragmatically lead to inequality between males and females in Egyptian society, which, eventually might cause/ lead to sexual harassment; the thesis will also focus on the other interpretations provided by Quranic scholars that presents different meanings to these verses, which endorses women’s rights and consequently rebukes sexual harassment against women in society. This paper will narrow down the study to discuss the root cause that creates the culture of the epidemic of sexual harassment in Egypt in terms of linking other factors to interpretations of the certain Quranic verses as referenced earlier. The reasons as it will be indicated in the paper are education, social norms, weak law implementation, and controversial interpretation of Quranic verses related to women’s rights and obligation in the society or in the household. The main question that this thesis is aiming to answer is how can different interpretations of Quranic verses related to women rights and obligations provoke sexual harassment against women in the Egyptian society? Are these interpretations embedded within the cultural norms and traditions? The paper will also discuss the state’s legal frameworks and its implementation against sexual harassment and how can the state response be improved. Moreover, the role of NGOs will also be discussed and what hinders their action against this phenomenon. The thesis has two main theories that are used throughout the whole paper which are Islamic Hermeneutics and Islamic Feminism, which mainly contributes to providing different doctrine interpretations of controversial Quranic verses related to women rights and the relevance of the verses within a certain context. In addition to that, the paper aims to discuss the relevance of the idea of having an Islamic approach to combat sexual harassment in collaboration with NGOs, International organizations, and some religious institutions.

<p dir="ltr">Sexual harassment remains prevalent, underscoring the urgent need for an updated approach to training aimed at reducing its occurrence. Previous studies have revealed that interventions focusing on elements of empathy, such as empathetic concern and perspective-taking, have been effective in diminishing antisocial attitudes like prejudice (Galinsky & Moskowitz, 2000; Levin et al., 2016; Paluck & Green, 2009). Thus, I suggest that cultivating empathy and perspective-taking may target the root cause of sexual harassment by disrupting the mechanisms that sustain its prevalence. The current study uses a 3 (training modality: Empathy Video Plus Exercises, Empathy Video, Control Video) × 2 (gender: Female and Male) between-subjects research design to investigate the effectiveness of empathy training, encompassing a ten-minute video and perspective-taking exercises, in fostering empathy toward targets of sexual harassment. The empathy video features a Ph.D. graduate student, "Diana," recounting her experiences with sexual harassment, based on a true story and portrayed by a professional actor. Participants engaged in perspective-taking exercises where they described the harassment experience from Diana's perspective and identified short and long-term consequences of experiencing sexual harassment. As anticipated, empathy training significantly increased feelings of empathy, aligning with the findings of Bolinger et al. (2023). Empathy training also significantly increased feelings of personal distress. This heightened feeling of empathy and personal distress subsequently bolstered intentions to engage in bystander intervention and supportive behaviors. However, empathy training did not yield a significant impact on reducing the acceptance of sexual harassment myths. Lastly, empathy training did not diminish intentions among men to engage in sex-based harassment. These findings underscore both the potential and limitations of empathy training in addressing attitudes and behaviors related to sexual harassment.</p>

In Leiden, The Netherlands following recent incidents of street harassment young women have expressed their concerns: they want to be able to live a normal life. The response given from the authorities to young women was to be extra vigilant. Street harassment is defined as an intimidating approach by a stranger in public. Studies show that women are more often the victim of general discourtesy and harassment in public places compared to men. Street harassment has proven to have physical, mental, and emotional effect on its target. The aim of this study was to understand how Leiden makes the city safer for women and how young women perceive these approaches. This study is part of a research project named ‘Leren met de Stad’ translated into Learning with the City. The data of this study was collected through semi-structured interviews with three individuals from the authorities and a focus group interview of six young women. The qualitative data of this study was processed through a six-phase thematic analysis. The results indicated that as for now the effort to prevent or decrease street harassment is not high on the agenda of Leiden due to minimal reports of street harassment incidents. The young women who participated in this study addressed the normalization from society, negligent behaviours from the authorities and the importance of providing a solution for an issue that according to them is urgent. The conclusion of this study is that there should be a strong desire to positively change social norms on all societal levels, create more awareness and cooperation between authorities to improve the safety of women in Leiden.

Most schools are not safe environments for lesbian, gay, and bisexual students or for individuals who are questioning their sexual orientation. Harassment and victimization of lesbian, gay, bisexual, and questioning (LGBQ) students is pervasive. The harassment and victimization result in these students having higher rates of absenteeism and lower academic achievements than their peers. To date, most research has focused on primarily high school lesbian, gay, and bisexual students. Very few studies have included students questioning their sexual orientation. This quantitative descriptive study utilized an anonymous survey to gather information about middle school LGBQ students’ experiences with harassment. The study included 208 middle school students. The results were compiled into three groups (lesbian/gay/bisexual, questioning, and straight) and compared. Findings indicated that LGBQ students experience significantly more harassment than straight students and questioning students are more likely to experience victimization that lesbian, gay, bisexual, and straight students. The findings support the need for middle school administrators and staff members to take steps to create more inclusive school climates for LGBQ students.

La Charte des droits et libertés de la personne (CDLP) interdit de harceler sur la base d’un motif prohibé. Depuis juin 2004, la Loi sur les normes du travail (LNT) interdit le harcèlement psychologique au travail. Par cette disposition, le législateur a voulu augmenter l’accessibilité aux recours pour les salariés. Désormais, la personne salariée victime de harcèlement discriminatoire en milieu de travail a accès aux deux recours. Les victimes se prévalent maintenant presqu’exclusivement du recours fondé sur la LNT. En effet, le Tribunal des droits de la personne (TDP) n’a rendu qu’une seule décision en la matière après 2004. Ce nouveau recours a aussi modifié le traitement juridique du harcèlement discriminatoire en milieu de travail. Notre objet d’étude aborde la question de l’incidence d’une loi du travail sur la protection des salariés ainsi que le concept de constitutionnalisation du droit du travail. Nous nous intéressons à la continuité dans le temps de la notion de harcèlement discriminatoire en milieu de travail non syndiqué (de 1990 à 2010). Notre étude repose sur des méthodes qualitatives variées: comparaison des recours existants; revue de la doctrine et étude comparative de soixante-dix (70) décisions jurisprudentielle du TDP et de la Commission des relations du travail (CRT). Nos résultats ont déterminé qu’il y a rupture dans la façon de traiter les plaintes de harcèlement discriminatoire au travail depuis l’entrée des dispositions de la LNT. Outre la juridiction saisie, des ruptures sont constatées au plan des éléments constitutifs du harcèlement et des sources de droit utilisées. Cette recherche permet de fournir une évaluation essentielle à la compréhension de l’efficience des recours récents mis à la disposition des personnes salariées victimes de harcèlement discriminatoire. / The Québec Charter of Human Rights and Freedoms prohibits harassment on the basis of a discriminatory ground. Since June 2004, the Act respecting Labour Standards (ARLS) prohibits harassment in the workplace. By this provision, the legislature intended to increase the availability of recourse for employees. Now, the employee who is victim of discriminatory harassment in the workplace has access to both remedies. Currently, the victims rely almost exclusively on the action based on the ARLS. Indeed, the Human Rights Tribunal (HRT) has only pronounced one decision on the matter after 2004. This new remedy has also modified the legal treatment of discriminatory harassment in the workplace. Our study focuses on the impact of a Labour Act on the protection of employees as well as on the concept of constitutionalized Labour Law. We examine the continuance of discriminatory harassment in the non-unionized workplace from 1990 to 2010. Our study is based on various qualitative methods: comparison of existing remedies; review of the doctrine and comparative study of seventy (70) law cases of the HRT and the Commission des relations du travail (CRT). Our results show that failures exist in the treatment of complaints of discriminatory harassment in non-unionized workplace since the provisions enforcement of the ARLS. Except from the court seized, discontinuities are identified in the constitutive elements of the harassment and the sources of law. This research provides an essential assessment to understand the efficiency of the recent recourses available for employees who are victim of discriminatory harassment in the workplace.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal.

LL.M. (Labour Law) / A university is a community of adults in which close personal relationships between adults can develop. These institutions of higher learning recognise the need for policies prohibiting sexual harassment but few have addressed the subtle issues surrounding consensual and special amorous relationships between academic staff members and students and whether they have the right to regulate private behaviour between adults. The aim of this minor dissertation is to explore the issue of the university having a responsibility to ensure that it maintains an environment for study free from sexual harassment. The question lies in whether the university policies should prohibit not only sexual harassment but also consensual sexual engagement and special relationships between academic staff and students, taking into account the development of the legal theory of sexual harassment as a violation of the fundamental rights of workers and the emergence of employment law both in the United States of America (USA) and South Africa. The issues herein will be the debate against stricter prohibitions on relationships with the argument of engaging the rights of students to enter into relationships that are not prohibited by law, the question of freedom of association and privacy and the enforcement and implementation of such policies. It will become clear that the law of employment discrimination stands in sharp contrast to the understanding of academic freedom and these parameters may well be lost in translation when entering the academic world. This then raises the argument about whether any consent was real and voluntarily bestowed, with factors such as power, undue influence, fear and favour playing major roles.