I Sverige är hotell- och restaurangbranschen den bransch där flest anställda utsätts för sexuella trakasserier på arbetsplatsen, där en sexistisk och hård jargong är en betydande faktor. Studiens övergripande syfte är att undersöka hur arbetstagare inom branschen upplever sexuella trakasserier, arbetsgivarens arbete mot detta samt vad som påverkar beslutet att anmäla. För att undersöka detta skickades en webbenkät till arbetsgivare som delade enkäten med sina arbetstagare samt delades på en Facebookgrupp för anställda inom hotell- och restaurangbranschen. Den besvarades av totalt 79 personer, med tämligen jämn könsfördelning. Resultatet visade att 64% av deltagarna har utsatts för sexuella trakasserier på sin arbetsplats samt att kvinnor är signifikant mer utsatta än männen. Deltagare vittnade om att de blivit utsatta för sexuella trakasserier fysiskt, verbalt och icke-verbalt från kunder, kollegor och chefer. Resultatet visade även att upplevelsen av att känna stöd från arbetsgivaren kan predicera en upplevd meningsfullhet att anmäla sexuella trakasserier. Studien ger en bild av en bransch vars arbete mot sexuella trakasserier bör förbättras och stärkas. / The hotel and restaurant industry in Sweden has the highest relative number of sexual harassments occur at the workplace. The harsh, and often sexual, jargon has been identified as a significant contributing factor. The overall purpose of the study is to investigate how employees within the industry are experiencing sexual harassment, how organizations work to counteract sexual harassment and the employee’s decision to report. To investigate this aweb-based questionnaire was sent to employers who distributed it to their employees, andthrough a Facebook group for employees working in the hotel and restaurant industry. The questionnaire was answered by 79 employees, with a gender distribution that was approximately even. The results show that 64.4% of the participants state that they have been subjects of sexual harassment in their workplace. Furthermore, there is a significant difference between women and men, where women are victimized to a larger extent than men. Participants testify that they have been subject to physical, verbal, and non-verbal harassment by customers, colleagues, and managers. The results show that the feeling of support from the employer can predict whether the employee finds it meaningful to report sexual harassment. Moreover, the report indicates that the industry should improve and strengthen its ongoing efforts against sexual harassment.

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Over the past decades, the scholarly discourse of violent video games as a possible influence for aggressive behaviors has gained much attention, primarily relying on the content of such games. This study aims to explore the environment of competitive multiplayer gaming interms of technicality (e.g. game mechanics), social interactions within a video game, and additional resources outside of the game as possible influential factors for toxic behaviors in competitive multiplayer games. Bourdieusian social theory is applied to gain a better understanding of the relationship between agents (players) and the field (competitive gaming) and the relevance of gaming capital. This study is based on a digital ethnographic approach to gain a comprehensive understanding of the gaming environment, and reports on semi-structured online interviews with 14 participants aged between 17-40, to gain insight on players’ perception and responses towards toxic behaviors in competitive games. This study proposes a spectrum of toxic behaviors in competitive multiplayer games, in which actions may be distinguished based on the form of expression (eg. verbal, physical or in-game). Primary findings suggest there may be a causal relationship between a player’s knowledge ofa game and their conveyance of toxicity, regardless of age and gender. The degree of toxicity may vary depending on the player, and is more frequently performed by men. Lastly, toxic behaviors should not be examined in isolation from contextual factors such as game mechanics or social interactions, but need to be further explored as a medium-specific phenomenon.

Syfte: Syftet med detta examensarbete är att undersöka huruvida det mansdominerade byggarbetet och den machokultur som i vissa fall finns på arbetsplatsen påverkat kvinnliga tjänstemän i deras val av arbete, samt om de upplever att de märker av och påverkas av rådande normer och strukturer i arbetet. Metod: Examensarbetets datainsamling har genomförts på ett kvalitativt sätt i form av semistrukturerade intervjuer med sju kvinnliga tjänstemän från fyra olika byggföretag i Jönköpings län. Utöver det gjordes en litteraturstudie som lade en grund för undersökningen. Resultat: De intervjuade kvinnorna har i det tidiga stadiet av karriären reflekterat olika mycket på machokulturen och den manliga jargongen som skulle kunna tänkas uppenbara sig på deras framtida arbetsplatser. Vidare visar undersökningen att respondenterna i senare skeden upplevt machokulturen i liten eller större skala. Alla såg det dock inte som något särskilt anmärkningsvärt eller negativt, medan vissa vittnade om situationer som direkt går att anknyta till machokultur. Slutligen visade undersökningen att vissa intervjurespondenter upplevt skillnader gällande förutsättningar till att både utföra sitt arbete och att göra karriär. Konsekvenser: De flesta kvinnorna är ensamma på byggarbetsplatserna och har i viss mån upplevt machokulturen. Alla intervjurespondenter är eniga om att vi går åt rätt håll gällande såväl förutsättningar som bemötande. Vissa berättar dock om situationer med såväl arbetskollegor och företagsledningen som på något sätt fått dem att känna sig illa eller orättvist behandlade.  Rekommendationen är att företagen bör marknadsföra byggbranschen och då framförallt produktionsplatsen mot kvinnor. Fler studiebesök från skolans håll, då kan entreprenadföretagen visa upp byggarbetsplatsen och de yrkesroller som finns där. Byggföretagen bör också försöka få in fler kvinnor i ledande positioner som i sin tur kan bli förebilder för andra kvinnor. Förutsättningarna bör också bli jämnare när det kommer till bland annat arbetskläder och omklädningsrum. Byggföretagen bör slutligen se över om det går att förändra tjänsterna till att bli mer flexibla med arbetstiderna. Begränsningar: Då studien endast undersöker ett litet antal kvinnor på ett geografiskt begränsat område, bedöms arbetet inte ge några generaliserbara slutsatser för byggbranschen som helhet. Resultaten ger en bild av några kvinnors tankar och upplevelser av att arbeta i en mansdominerad miljö. Att komplettera studien med exempelvis enkäter till ett större urval kvinnor hade förmodligen ökat möjligheten till att dra mer generaliserbara slutsatser. / Purpose: The purpose of this bachelor thesis is to investigate if, and how, the male dominated construction work and the macho culture that may exist at the workplace have affected the female officers choices of occupation, and if they are affected by prevailing norms and structures at work. Method: The data collection for this bachelor thesis was conducted in a qualitative form of semi-structured interviews with seven female officials from four different construction companies in Jönköping County. In addition, a literature study was conducted that formed the basis for the study. Findings: In the early stages of their career, the interviewed women reflected to a varied extent on the macho culture and the male jargon that might be evident in their future workplaces. The survey also shows that respondents in later stages experienced the macho culture on a small or larger scale. However, everyone did not see it as particularly remarkable or negative, while some testified to situations directly linked to macho culture. Finally, the survey showed that some interview respondents experienced differences in the conditions for both performing their work and making a career. Implications: Most women are alone at the construction sites and have to some extent experienced the macho culture. All interview respondents agree that we are going in the right direction on both conditions and response. Some, however, talk about situations with both work colleagues and company management that somehow made them feel ill or unfairly treated. The recommendation is that companies should market the construction industry and especially the construction site towards women. More study visits from the school, then the construction companies can show the construction site and the different occupational roles that are there. The construction companies should also try to get more women into leading positions, which in turn can become role models for other women. The conditions should also be more even when it comes to, for example, work clothes and changing rooms. Finally, the construction companies should review whether it is possible to change the services to become more flexible with the working hours. Limitations: As the study only examines a small number of women in a geographically limited area, the work is not expected to give any generalizable conclusions for the construction industry. The results give a glimpse of some women's thoughts and experiences of working in a male-dominated environment. Supplementing the study with, for example, questionnaires to a larger sample of women would probably have increased the possibility of giving more generalizable conclusions.

Although the descriptive representation of women in parliaments is continuously improving, sexist practices such as sexual harassment and domination techniques continue to permeate the inner workings of parliaments. No workplace is immune to sexual harassment but its prevalence in parliaments has serious implications, not only for those exposed but for democracy itself – conveying a message of who belongs in politics. While previous research has established the scope of the issue and its gendered and intersectional manifestations, little is known about parliamentary responses to sexual harassment. This study thus seeks to address this gap through a qualitative case study of the Swedish Parliament’s anti-harassment work, encompassing both Members of Parliament and parliamentary staff. By conducting qualitative text analysis on parliamentary documents and material gained through interviews with Swedish Members of Parliament and parliamentary staff, three dimensions of the Parliament’s anti-harassment work are explored. Initially, perceptions of sexual harassment are addressed, partly through the use of intersectional theory. Building on pioneer work in the field, de facto measures against sexual harassment are thereafter attended to. Lastly, by approaching parliaments as a specific form of gendered workplace with certain structural features, the difficulties inherent to the Swedish Parliament’s anti-harassment work are explored. Findings from the study indicate an awareness of sexual harassment as a gendered issue in the Parliament, albeit as a problem of limited scope and without recognition of how interactions between different social identity characteristics can further exposure. The mapping of different responses to sexual harassment through the three categories of regulations, complaint mechanisms and preventative/accompanying measures, reveals that measures are substantially more well developed for parliamentary staff and highlights that although there is active anti-harassment work in the Swedish Parliament, progressive efforts for Members of Parliament are continuously halted. While several difficulties are identified, the establishment of an independent complaint mechanism for Members of Parliament appears particularly pressing. Altogether, the findings indicate that the structural features of employment status, power and recurrent processes of socialising newcomers, integral to the parliamentary workplace, are important to consider when attempting to understand the disparities in measures between Members of Parliament and parliamentary staff and the difficulties in coming to terms with the issue.

Syftet med studien är att undersöka socialarbetares erfarenheter och upplevelser när deutsatts för sexuella trakasserier från sina kollegor, samt hur ledningen inom socialt arbetehanterar de rapporterade sexuella trakasserierna och vilka hinder och förutsättningar somfinns för att hantera det. För att undersöka socialarbetares upplevelser som utsatta användesnetnografi som metod medan intervjuer användes som metod för att få svar på hur ledningenhanterar sexuella trakasserier. Teoretiska utgångspunkten i studien är genusteori, skam- ochstigmateori samt ledning- och organisationsteori. Studien resultat visar att offret påverkasnegativt när de utsatts för antingen verbala eller fysiska sexuella trakasserier. Resultatet visaräven att socialarbetarnas omgivning reagerar negativt eller inte reagerar alls när de blirutsatta sexuella trakasserier. Från intervjuerna med cheferna visar resultatet att chefernautgår från arbetsplatser rutiner för att hantera sexuella trakasserier, vilket innebär att desamtala med både parter antingen tillsammans eller inte och sedan gör en utredning medhjälp av HR avdelning. Slutligen dras slutsatsen att verksamheter inom socialt arbete brister iförebyggande insatser mot sexuella trakasserier, och detta kan förbättras genom att ökadiskussionen och prata fritt om sexuella trakasserier på arbetsplatser. / The purpose of the study was to investigate social workers’ experiences of being subjected tosexual harassment from their colleagues. The purpose was also how social work managementhandle reports of sexual harassment and which obstacles and conditions exist to handle it.When studying social workers’ experiences of sexual harassment, the method of netnographywas used, while interviews were used to get answers about managements handling of sexualharassment. The theoretical basis for this study is gender theory, shame-stigma theory andmanagement-organization theory. The study’s results show that victims of verbal or physicalsexual harassment are affected negatively by it. They also show that the social workers’ socialsurrounding reacts negatively or do not react when the social worker has been sexuallyharassed. The interviews with managers shows that management follow workplace routinesto handle sexual harassment, which means having a meeting with both parties together orseparate and starting a investigation with the help of the HR-department. Finally, theconclusion is that social work agencies lack preventive measures that deal with sexualharassment, such preventive measures could be to have more discussions about sexualharassment and to allow an open climate in which it can be talked about.

As with women journalists in other male-dominated fields, female music writers have long endured gendered harassment. In the newsroom, this sexist treatment is foisted upon female music journalists by their male editors and colleagues; in the outside world, it often occurs at the hands of male sources, readers, and online trolls. Unfortunately, the victims of such abuse are frequently left to cope with it alone, and many report that their mental health suffers in the process. Some may even ultimately decide to quit pursuing music journalism entirely. These women report wanting to feel more supported within their work environment, as well as through informal means, such as via a network of fellow female writers. Feminist media theory, utilitarianism, and ethics of care will serve as the study's theoretical bases. This research, based on in-depth interviews with women music journalists, suggests that the vast majority of participants had faced sexism and/or gendered harassment during their time as a female music journalist, experiences that left many of them feeling frustrated and devalued. Based on the research, I offer recommendations on how to make the industry more inclusive for women writers.

[pt] O assédio moral nas relações trabalhistas é uma questão social presente no novo mundo do trabalho globalizado, manifestando-se, entre outras, nas sociedades brasileira e norte-americana contemporâneas. O chamado mundo do trabalho é um locus privilegiado para se perquirir os valores que cada sociedade elege, almeja, propaga, prioriza. Nesta linha de raciocínio, a presente pesquisa investiga por que o comportamento relacional no mundo do trabalho, no Brasil e nos Estados Unidos da América, tem proporcionado crescente aumento dos casos de assédio moral, com consequente ampliação de demandas judiciais cujo objeto é a reparação por danos advindos dessa forma de violência ocorrida nos ambientes de trabalho. A tese investiga as razões que levam um trabalhador a agredir moralmente um subordinado ou colega de trabalho, desrespeitando as regras mínimas de valoração moral da pessoa humana, em um mundo, ao menos em tese, já consciente dos direitos humanos, do repúdio a qualquer forma de discriminação, seja esta religiosa, sexual, étnica, política ou ideológica. A questão, portanto, sobre a qual é feita a reflexão, vem a ser o que estaria levando à crescente deterioração das relações interpessoais no mundo do trabalho brasileiro e norte-americano. / [en] Moral harassment at workplace is an ever present social issue in the new world of globalized labor, and manifests itself in brazilian and north american contemporary societies, among others. The so called labor world is a privileged locus to ponder the values each society elects, aspires, propagates and prioritizes. In this line of thought, the present research investigates why the relational behavior in the labor worlds of Brazil and the United States has led to an escalating in moral harassment cases, with subsequent rise in judicial demands of compensation for damages caused by this form of violence. The thesis investigates the reasons that lead a worker to morally bully a subordinate or colleague, violating minimal rules of moral human values, in a world (at least theoretically) conscious of human rights and the rejection of any form of discrimination, whether religious, sexual, ethnic, political or ideological. The question on which the reflection is made, therefore, is what is leading to the growing deterioration of interpersonal relations in the brazilian and north-american labor worlds.

Sexual harassment has existed for several decades and is still present in many differentindustries in Sweden. As the metoo movement grew, the topic became increasingly moreknown and current. This qualitative study is based on how management and employees at astate agency perceive preventative work aimed towards counteracting and neutralizing sexualharassments; moreover, the study also investigated whether the metoo-movement hasinfluenced this kind of prevention work. To be able to answer the study's question, aqualitative method was used in the form of eight semi-structured interviews. Based on theempirical data collected, we see that the perception of the preventive work differed betweenmanagement and employees. We want to believe that metoo has contributed to noticeablechanges in the organizational world.Based on information collected during some interviews, it can be stated that the metoomovement has not had a significant contribution to any adjustments in the organizationsprevention work: however, information collected from other interviews points towards therebeing major changes made to prevention work.The significant changes we have observed are updated guidelines and policies, employeesurveys, workplace meetings, and an updated intranet. We believe that sexual harassment isstill a major problem at workplaces and that there is a high number hidden statistic. / Sexuella trakasserier har funnits i flera decennier och finns även i dagsläget inom mångaolika branscher i Sverige. Ämnet blev mycket högaktuellt i takt med metoo-rörelsen. Dennakvalitativa studie är baserad på vilken uppfattning ledningen respektive medarbetare har i enstatlig myndighet på det förebyggande arbetet mot sexuella trakasserier dessutom om metoofenomenet har haft en inverkan på detta arbete. För att kunna besvara studiens frågeställninghar vi i utgått från en kvalitativ metod i form av åtta semistrukturerade intervjuer. Utifrån deninsamlade empirin har vi kunnat läsa av att uppfattningen om det förebyggande arbetetskiljde sig åt mellan ledning och medarbetare. Vi vill lita på att metoo har bidragit tillmärkbara förändringar inom organisationsvärlden. Vid vissa intervjutillfällen har vi kunnatkonstatera att metoo-rörelsen inte bidragit till några särskilda justeringar i organisationensförebyggande arbetet medan vid andra tillfällen har vi fått veta att det skett störreförändringar. De påtagliga förändringar vi har beaktat är uppdaterade riktlinjer och policys,medarbetarenkäter, arbetsplatsträffar och uppdaterad intranät. Vi anser att sexuellatrakasserier fortfarande är en stor problematik på arbetsplatser som består av ett stortmörkertal.