by Thomas Wong Siu-Kin. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 107-114). / ACKNOWLEDGEMENT --- p.iii / DECLARATION --- p.iv / ABSTRACT --- p.vii / LIST OF TABLES AND FIGURES --- p.viii / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Setting the Stage / Literature Review / Dominant Attitude and Belief Research / Paradigm on Sexual Harassment / Evaluation of the Dominant Paradigm / Sexual Harassment as Political Marginality / Research Significance / Restructuring the Centre/Margins Divide / Discursive Approach: A Micro-Macro Link / Organization of the Thesis / Chapter II. --- "POLITICS, DISCOURSE AND SEXUAL HARASSMENT" --- p.19 / An alternative Conception of Politics / The Politics of Discourse / """Politicizing"" Sexual Harassment" / Chapter III. --- Q METHODOLOGY AND DISCOURSE ANALYSIS --- p.32 / Method arid Politics / Combining Q Methodology and Discourse Analysis / Research Design / Chapter IV. --- "SEXUAL HARASSMENT DISCOURSES AS “THE SPHERE OF THE UNSETTLED""" --- p.44 / Q Factor Interpretation / Discourse A / Discourse B / Discourse C / Discourse -D / Discourse -E / Difference and Commonality / Chapter V. --- AGENCY DISTRIBUTION IN SEXUAL HARASSMENT DISCOURSES --- p.67 / Identifying the Entities / Agency Distribution / Discourse A / Discourse B / Discourse C / Discourse -D / Discourse -E / Chapter VI. --- CONCLUSION --- p.90 / Summary of the Findings / Implications of the Discourse Patterns / APPENDIX --- p.102 / Chapter 1. --- Factor Loadings and Demographic Variables of Research Subjects / Chapter 2. --- Factor Q Sort Values for Each Statement / BIBLIOGRAPHY --- p.107

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

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

The main purpose of the present study was to investigate the effects of individual differences on Sexual Harassment (SH) perceptions at the workplace. Specifically, the effects of attitudes toward women&amp / #8217 / s gender roles and personality attributes (i.e., self-esteem and emotional affectivity) on SH perceptions were examined. Another purpose of the study was to explore the stereotype domains of sexual harassers and to compare it with those of managers. A preliminary study was conducted by interviewing 56 Turkish working women. Based on the content analyses of the responses, a measure of social-sexual behavior manifestations relevant to the Turkish culture and a measure of harasser stereotypes were developed. In the main study, the social-sexual behavior measure was used to assess harassment perceptions and experiences of women, the stereotype measure was used to explore the nature of harasser and manager stereotypes. A total of 353 women employed in various organizations participated in the main study. Social-sexual behavior items based on sexual harassment perceptions yielded six factors (i.e., unwanted personal attention, verbal sexual attention, sexist hostility, physical sexual assault, insinuation of interest, and sexual bribery and sexual coercion). Each factor was regressed on the individual differences variables. Negative affectivity predicted perceptions of unwanted personal attention, verbal sexual attention, and sexist hostility type of behaviors. Attitudes toward women&amp / #8217 / s gender roles predicted physical sexual assault and sexual bribery-sexual coercion type of behaviors. Self-esteem was found to predict all sexual harassment factors, except sexist hostility. Women&amp / #8217 / s stereotypes towards harassers were found to be significantly different from their stereotypes towards managers, except one domain, which was dominancy. Cluster analysis suggested three different profiles of stereotypes towards harassers, and three different profiles of stereotypes towards managers. Women having stereotypes of negative or negative and powerful harassers perceived significantly more sexual harassment than those with ambivalent stereotypes towards harassers.

Submitted by Deidre Raquel Whitfield (deidre.whitfield2015@fgvmail.br) on 2015-01-26T14:28:47Z No. of bitstreams: 1 CIM Thesis Modification - TNR Discrimination in the Workplace - 29 November 2014.pdf: 6213678 bytes, checksum: c71a107036fdb9510410fef984976165 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2015-01-28T14:08:09Z (GMT) No. of bitstreams: 1 CIM Thesis Modification - TNR Discrimination in the Workplace - 29 November 2014.pdf: 6213678 bytes, checksum: c71a107036fdb9510410fef984976165 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-02-05T16:21:04Z (GMT) No. of bitstreams: 1 CIM Thesis Modification - TNR Discrimination in the Workplace - 29 November 2014.pdf: 6213678 bytes, checksum: c71a107036fdb9510410fef984976165 (MD5) / Made available in DSpace on 2015-02-05T16:26:12Z (GMT). No. of bitstreams: 1 CIM Thesis Modification - TNR Discrimination in the Workplace - 29 November 2014.pdf: 6213678 bytes, checksum: c71a107036fdb9510410fef984976165 (MD5) Previous issue date: 2014-10-29 / Discrimination, in its best form, is a hard concept to fathom as an employee or ordinary citizen. In the workplace, there are times when discrimination is necessary due to extenuating circumstances that revolve around the form or act of discrimination. It could be conveyed to save a life or avoid future conflict. However, it must be clearly stated as a written law that the act is lawful. When unlawful discrimination occurs, it stages an entirely different tone, as it is mainly conducted out of malice, hatred, greed, control, or ignorance. Over the last few decades, discrimination has existed in the workplace, although Federal laws mandate that it does not occur. It does not exist in just one geographical area or is country specific, but covers a wide spectrum, linking countries together from their points of view to creating rifts amongst those who are affected and those who are not, not only from a business perspective, but social humanistic relationships as well. This thesis will use quantitative and qualitative data to support discrimination of sexual harassment, race or color, and gender issues, as well as personal experiences, and how it has and will continue to impact businesses if the acts do not cease, permanently. Leadership, from the Presidents and Heads of Countries, Chief Executive Officers (CEOs), managers, lowest-ranking supervisor, and employees should make it their personal goal to ensure these issues do not continue or arise in their perspective areas of responsibilities. When employees understand that they are valued, will be taken seriously when reporting acts of discrimination, and that some form of action will be taken, performance and productivity will escalate, and morale will increase in the workplace, resulting in higher productivity and subsequently higher profit margins for the company.

Eggplant Emoji is a documentary film that reveals a range of feminist perspectives on dick pics, sexting and online sexual harassment. Through intimate and hilarious interviews with women between the ages of 22 and 35, the film harnesses a collective voice that speaks back to the large and small ways patriarchy wields power in modern spaces, especially through sending unsolicited dick pics. By intertwining the testimonies of a dynamic group of female storytellers sitting amongst their close friends, the film provides candid and diverse commentary on this unique moment we are in, where the lines between private and public, online and offline are increasingly blurred. Until there are greater consequences, whether legal, social or otherwise, for men disrespecting women's choices and personal space, the domain of sexting is in a self-policing state and women are left to expend emotional labor to let men know why what they sent is unwanted or violating. Ultimately, the subjects' testimonials coalesce to provide suggestions for respectful, consensual sexting practices and fill in the gaps where sex education often neglects the importance of consent and communication altogether.

This master thesis investigates abusive conduct in circus schools. Focus is put on the management level in order to achieve and provide knowledge of measures and attitudes related to prevention. The theoretical framework for the thesis is built on understanding knowledge as situated and the creation of normative borders producing ways for practitioners of identifying with artistic disciplines. Moreover, the thesis takes a structural understanding of abusive conduct. Stating the lack of research within circus schools, the thesis builds upon a research background relying on sports and academia as fields of reference. Research from these related fields are argued to help artistic education such as circus schools to make up for lost time. The data of this thesis comes from a survey conducted within a global federation of professional circus schools, FEDEC, and the results were thematically analyzed in eight categories. The results reflect circus schools as mainly willing actors against abusive conduct. However, the survey also shows a discipline that is in need of deeper knowledge in order to better apply policies and effectively prevent abuse. The respondents show varying degrees of uncertainty regarding policies and in certain cases refer to direct unwillingness to engage with designated safeguarding procedures, attitudes that must be seen as incompatible with management of any artistic school. In conclusion, this thesis argues that circus (and indeed other artistic) schools are in need of better knowledge and further research in order to better account for transparency, active leadership and bystanding dynamics within the specific social fields of the respective disciplines. Finally it is suggested that further research into identifying and naming problems related to cultures of abuse may help circus schools and other social actors within Circus to put these questions on the agenda. / Ce mémoire de Master étudie les comportements violents au sein des écoles du cirque. Il se concentre sur le rôle de la direction des écoles, dans le but de procurer les connaissances nécessaires à l’application des mesures et des attitudes relatives à la prévention. Le cadre théorique de ce mémoire s’appuie sur les concepts de “savoir situé” et de “frontières normatives”, permettant aux professionnel-le-s de s’identifier eux-mêmes et elles-mêmes aux disciplines artistiques. Ce mémoire inclut par ailleurs une analyse structurelle des comportements violents. Ayant constaté le peu d’observations effectuées au sein des écoles du cirque, il s’appuie sur des recherches ayant comme terrains de référence le sport et le milieu universitaire. La recherche issue de ces domaines connexes est utilisée pour permettre au secteur de l’éducation artistique, dont les écoles du cirque, de rattraper le temps perdu. Les données reprises dans ce mémoire proviennent d’une enquête menée au sein de la fédération mondiale des écoles du cirque, la FEDEC, et l’analyse des résultats est répartie en huit thématiques distinctes. Les résultats montrent que les écoles de cirque sont pour la plupart disposées à lutter contre les comportements violents. Cependant, l’enquête pointe également que la discipline requiert des connaissances plus approfondies pour pouvoir appliquer au mieux les règles en vigueur et empêcher efficacement les violences. Les répondant-e-s montrent des degrés divers de scepticisme concernant ces règles et, dans certains cas, une réticence directe à appliquer des mesures de protection spécifiques ; attitudes qui doivent être considérées comme incompatibles avec la gestion de toute école artistique. Enfin, il est suggéré que des recherches supplémentaires sur l’identification et la désignation des problèmes liés à la culture de la violence pourraient aider les écoles du cirque et d’autres acteurs sociaux au sein du monde du cirque à mettre ces questions à l’ordre du jour. En conclusion, ce mémoire soutient que les écoles de cirque (et bien d'autres établissements d’enseignement artistique) ont besoin de meilleures connaissances et de recherches plus approfondies afin de mieux rendre compte de la transparence, du leadership actif et des dynamiques d'observation au sein des domaines sociaux spécifiques des disciplines respectives. / <p>The English version was examinated 2021-06-11 and published 2021-07-01. The thesis was translated into French by the author. The translation was published 2022-03-31.</p>

Notre projet vise à mesurer l’impact de l’interdiction du harcèlement psychologique au travail sur les droits de direction de l’entreprise au Québec (art.81.18 et s., L.n.t ), comme dans ce domaine d’autres pays se sont illustrés en tant que pionniers par l’instauration d’un cadre législatif interdisant le harcèlement moral au travail et par souci d’avoir une vision plus globale du phénomène, nous avons trouvé utile d’aborder le sujet sous une approche de droit comparé, analysant simultanément les droits français, belge et québécois. En effet, pour contrer la violence en milieu de travail, sur le plan légal, la Belgique et la France ont interdit les actes de harcèlement et leur répétition, en modifiant et en ajoutant des dispositions pénales dans leurs lois du travail respectives. Le Québec a agi dans le même sens en modifiant sa Loi sur les normes du travail . Toutes ces normes ont en commun d’instaurer un régime de protection en faveur du salarié victime de harcèlement psychologique ou moral. Le fondement de cette protection procède pour une grande part de la promotion des droits fondamentaux de la personne dans l’ordre juridique interne. À titre d’exemple, en droit européen, le harcèlement moral au travail est considéré comme une forme de discrimination portant atteinte au principe d’égalité de traitement en matière d’emploi et de travail . Or, on sait que « la raison d’être principale du droit du travail », ainsi que le soulignent Pierre Verge et Guylaine Vallée, « est de limiter le pouvoir que possède l’employeur sur le salarié » , lequel se manifeste à travers ses droits de direction . Ces droits concèdent à l’employeur une large marge de manœuvre dans la conduite de ses affaires. Il peut ainsi « effectuer des changements de structures de l’entreprise ou d’organisation de travail, modifier les procédés de production, implanter et utiliser des nouvelles technologies, réduire la production ainsi que la main-d’œuvre, etc.» . Il peut aussi prendre toute mesure disciplinaire, y compris congédier tout salarié qui ne se soumettra pas à ses ordres. Comme on le voit, dans plusieurs domaines liés à la gestion de son organisation, l’employeur a longtemps décidé librement . Ainsi, soulever la question de l’interdiction du harcèlement psychologique ou moral au travail sans tenir compte des droits de direction de l’employeur semble remettre en question sa liberté quant à la régulation de son entreprise . Notre objectif en abordant le sujet est de comprendre les justifications qui sous-tendent cette intervention de l’État dans un domaine qui jusqu’alors n’était pas spécifiquement ciblé par le droit et l’impact de cette interdiction sur les droits de direction, afin de confirmer ou infirmer notre hypothèse d’une dynamique de mutation normative interne de l’entreprise impulsée par cette interdiction. Pour y parvenir, nous ferons appel à la méthode d’analyse jurisprudentielle et doctrinale infléchie toutefois par une perspective sociojuridique. Celle-ci nous permettra de comprendre s’il y a eu une transformation de la nature des droits de direction eu égard à la nouvelle donne. Si oui, comment et dans quelle(s) mesure (s), sinon, pourquoi ? / Our project aims to measure the impact of the prohibition of psychological harassment at work on the company's management rights in Quebec (art.81.18 and seq., L.n.t). Moreover, as in this area other countries have distinguished themselves as pioneers by the introduction of a legislative framework prohibiting bullying at work and for the sake of having a more global vision of the phenomenon, we have found it useful to approach the subject under a comparative law approach, simultaneously analyzing French, Belgian and Quebec law. Indeed, to counter violence in the workplace, legally, Belgium and France have banned acts of harassment and their repetition, by amending and adding penal provisions in their respective labor laws. Quebec has moved in the same direction by amending its labor standards act. All these standards have in common the establishment of a protection regime for employees who are victims of psychological or moral harassment. The basis of this protection is to a large extent the promotion of fundamental human rights in the domestic legal order. For example, in European law, workplace bullying is considered to be a form of discrimination that undermines the principle of equal treatment in employment and occupation. However, we know that the main raison d'être of labor law as emphasized by Pierre Verge and Guylaine Vallée, is to limit the power that the employer has over the employee, which manifests itself through his rights of direction. These rights effectively grant the employer a wide margin of maneuver in the conduct of its business. He can thus «affect changes in company structures or work organization, modify production processes, implement and use new technologies, reduce production and labor force, etc. » He can also take any disciplinary measure, including dismissing any employee who does not comply with his orders. As we can see, in several areas related to the management of his organization, the employer has long decided freely. Thus, raising the question of psychological or moral harassment at work seems to question the power that the employer has to freely regulate his business. Our objective in approaching the subject is to understand the justifications underlying this intervention of the state in a field that until then was not specifically targeted by the law and the impact of this prohibition on the rights of direction so as to confirm or refute our hypothesis of a dynamics of internal normative change of the company impelled by this prohibition. To achieve this, we will use the method of jurisprudential and doctrinal analysis inflected by a socio-legal perspective. This will enable us to understand whether there has been a change in the nature of management rights in light of the new situation. If so, how, and in what measure (s)? If not why?

Doctor of Philosophy / Department of Sociology, Anthropology, and Social Work / Dana M. Britton / Feminists and anti-violence activists are increasingly concerned about street harassment. Several scholars, journalists and activists have documented street harassment during the last two centuries, and the recent development of organizations such as Hollaback! and Stop Street Harassment, as well increased attention from mainstream and feminist press, suggests street harassment is a serious social problem worthy of empirical investigation. In this dissertation, I focus on street harassment, fear of violence, and processes of doing gender. I take an intersectional approach to understand the relationships between gender, race, and sexuality, street harassment, fear, and social control. Furthermore, I investigate how accountability to being recognizably female is linked to street harassment and fear of crime for lesbians and other queer women. Drawing on semi-structured interviews with thirty white and women of color lesbians and bisexuals, I explore street harassment experiences, perceptions of fear and risk, and strategies for staying safe from the perspectives of queer women in rural, suburban, and urban locations in the Midwest. I discuss several key findings. First, there are distinct links between “doing gender” and the types of harassment these women experience, as well as links between “doing gender “and the types of assault they fear. Second, race matters - institutional violence shapes the fears and safety strategies of the queer women of color in my sample, and white privilege affects women’s willingness to consider self-defense in response to their fears. Finally, responses to fear and street harassment are shaped by the incite/invite dilemma. The incite/invite dilemma describes the predicament women face during street harassment encounters when they try to avoid responses that might incite escalated violence while also avoiding responses that might be viewed as an invitation for more aggressive harassment. This study extends research on accountability and doing gender, street harassment, fear of rape, and the gender differential in fear of crime. There are several practical implications of these findings. Chief among them is the need for activists and scholars to be attentive to the ways in which racism and racial inequality shape street harassment for women of color. In addition, feminists who work to end street harassment should broaden their focus to include a host of other pressing issues that influence the severity of and risks connected to street harassment for members of queer communities and communities of color. There are also theoretical implications for the theory of doing gender. Knowledge about accountability to sex category remains incomplete. Findings suggest the need to further investigate processes of accountability to sex category, with particular attention to diverse arrangements of orientations to sex category, presumptions about sex category, race, and queer gender identities.