Metoo-rörelsen har skapat ett större behov av transparens och en djupare förståelse försexuella trakasserier. Ett tabubelagt ämne som i århundrade har varit del av tystnadskultur harträtt in i ljuset och synliggjorts. Slagkraften i rörelsen är att igenkänningsfaktorn äromfattande. Metoo-rörelsen är folkstyrd och berör samtliga samhällsnivåer och kommerframskrida så länge problematiken kvarstår.Syftet med forskningen är att belysa hur fenomenet metoo har påverkat det förebyggandearbetet mot sexuella trakasserier i organisationer i Sverige. Men även hur dessa förändringarhar etablerats. Med anledning att bidra till större förståelse av det förebyggande arbetet motsexuella trakasserier på arbetsplatserna.Denna kvalitativa studie baseras på tolv kvalitativa semistrukturerade intervjuer, från treorganisationer inom Skåneregionen. Intervjuerna har riktats till fyra rollinnehavare irespektive organisation. Dessa är i oberoende ordning: Ledare, medarbetare, HR-representantoch fackligt-ombud. Vi vill tro att metoo har bidragit till förändring. I vissa fall harförändringen varit ringa märkbar, i andra fall har rörelsen lett till större förändringar. Dekonkreta förändringar vi har uppmärksammar är uppdaterade styrdokument, tydligareinformation om nolltolerans, årliga medarbetarundersökningar och genomgångar påarbetsplatsträffar. Vi uppfattar att det fortfarande finns ett stort mörkertal och attproblematiken fortfarande är högaktuellt på arbetsplatser. / The Metoo movement has created a greater need for transparency and a deeperunderstanding of sexual harassment. A taboo subject that for centuries has consisted of aculture of silence, has entered the light and made visible. The decisive factor in themovement is that the recognition factor is extensive. The Metoo movement is run by people,it had an impact on all levels of society and will continue as long as the problem persists.The purpose of the research is to elucidate how the phenomenon of metoo has had an impacton the preventive work against sexual harassment in organizations in Sweden, but also howthese changes have been established. The intention is also to contribute a greaterunderstanding of preventive work against sexual harassment in the workplaces.This qualitative study is based on twelve qualitative semi-structured interviews, from threeorganizations in the Skåne region. The interviews were directed to four role-holders in eachorganization. These are in independent order: Leaders, employees, HR representative andtrade union representative. We believe that Metoo has contributed to change, in some cases ithas been noticeable, in other cases the movement has led to major changes. The concretechanges we have noticed are updated governance documents, clearer information on zerotolerance, annual employee surveys and reviews of workplace meetings. We perceive thatthere is still a large unrecorded number and that the problem is still high on the workplaces.

Title: Cases regarding sexual harassment within the Swedish working life.Aim: The aim was to determine and analyze the applicable law, and cases, within the Swedish labor law regarding sexual harassment as a form of discrimination. Method: The jurisprudence method was applied, which consists of the traditional legal dogmatic method. Analysis: The findings derived from this thesis included ambiguities on the regulations of sexual harassment, albeit a clear understanding of how the burden of proof is applied was not one of them. The legal structure of sexual harassment does not appear to be satisfying theoretically. Among other things, two of its four prerequisites contradict one another; unwanted respective insight. According to the sources of law, the victim is the one who decides whether or not a perpetrator’s behavior towards her or him is unwanted. This, however, seem to contradict the obligation to demonstrate a reason to presume that the perpetrator has an insight that her or his behavior is unwanted – otherwise, the perpetrator’s behavior is not to be perceived as a form of discrimination from a legal perspective. Furthermore, the findings also revealed that cases prior to and after it became customary to telework exclusively from home, due to the ongoing pandemic, might be to the point of non-existence despite the era of the #metoo movement.

The ambiguous nature of social interactions between coeds may lead to under reporting of sexual harassment. Sexual harassment has been studied using mostly cross-sectional methods for over 30 years. However, despite decades of research, prevalence rates of sexual harassment have been found to vary considerably across and within studies. This inconsistency in findings makes drawing conclusions about the prevalence of sexual harassment challenging. Thus, the focus of the field should shift to identifying what behaviors are perceived to be sexual harassment and how that perception may vary by context. To reduce the ambiguity surrounding the labeling of an interaction as sexual harassment, experiments are needed to isolate unique facets of an interaction. Developing a greater understanding of what occurs when someone is sexually harassed is warranted given that the occurrence of sexual harassment has numerous negative consequences for everyone involved. Cognitive appraisals and changes in negative emotional affect were examined in undergraduate women. Participants were randomly assigned to either a control (non-sexual harassment interaction) or experimental (sexual harassment) condition that utilized validated video stimuli developed by the researcher. Context was also manipulated as both behavioral interactions took place in a classroom setting and a party setting. Learning the internal processes that occur during the event-moment of sexual harassment can lead to the development and dissemination of guidelines for college students regarding what constitutes sexual harassment within and across contexts. Results from this line of research can inform prevention programming for college students.

<p>When the #MeToo movement hit its height, many of the powerful figures who were accused of harassment were people who had been previously seen as virtuous (Stockdale, Bell, Crosby, & Berdahl, 2019). The present study investigated how embodied power influenced sexual harassment (SH) judgments by manipulating the initiator to embody responsibility-focused, or self-focused power (compared to a control), and whether moral licensing, operationalized through moral crediting and moral credentialing, would mediate relations between power embodiment and SH judgments. Participants were 376 adults (42% female) residing in the U.S. who were recruited through Mturk. Moral crediting was significantly higher for perpetrators described as embodying responsibility-focused power, compared to a control condition (no power cues), which in turn was higher than perpetrators described as embodying self-focused power. Moral crediting was positively related to false accusations, SH severity (opposite of predictions), and severity of punishment. Additionally, there were gender differences in moral crediting such that the effects of power-embodiment on moral crediting were stronger for women than for men, though both were significant. Taken together, the findings of this study indicate that some initiators evade censure as their actions are seen as less severe when others believe them to have embodies responsibility-focused power. This should serve as an indication that SH is not always done by “bad actors”, but by those who appear to be virtuous. These findings should inform future SH policies, research, and training.</p>

This study investigated the risk factors for workplace sexual harassment in South Korea using cross-sectional data of the 2014 and 2017 Korean Working Conditions Survey (KWCS). A generalized linear model specified with a Poisson distribution and log link function was performed. Females, younger adults, jobs in services or sales, tasks that involve visiting places where clients reside, and significant work time contribution to customers were associated with increased gender harassment and unwanted sexual attention. Evidence suggests that third parties and male-oriented culture may pose a serious threat to healthy working conditions.

Workplace sexual harassment in Cote d'Ivoire has been documented as extensive and commonplace, yet in West African nations, sexual harassment is not well studied or understood. Specifically, little is known about whether intervention programs instituted by the Ivorian law under Act No.98-756 forbid sexual harassment are viewed by female workers as effective. Using Hendricks and Valasek's theory on gender mainstreaming as the foundation, the purpose of this study was to evaluate the perceptions of female workers in Cote d'Ivoire related the effectiveness of sexual harassment training programs. Data for this study were collected from 15 women who worked in public or nonprofit organizations in Cote d'Ivoire. Data were inductively coded and then subjected to a thematic analysis procedure. Key findings indicated that interviewees believed that exposure to sexual harassment in the workplace results in a loss of trust in the work environment and reductions in work productivity. Further, participants generally agreed that intervention programs are promising in terms of ameliorating the effects of sexual harassment and gender discrimination in the workplace. The positive social change implications stemming from this study include recommendations to local governments in Cote d'Ivoire to develop municipal ordinances that support the investigation and prosecution of workplace sexual harassment and individual organizations should design workplace policies to efficiently and effectively handle complaints of sexual harassment.

Indiana University-Purdue University Indianapolis (IUPUI) / In this thesis, feminist semiotic narrative methodology is applied to James Toback’s films Love & Money, Exposed, Tyson, and Seduced and Abandoned, in order to illuminate his construction of womanhood and women’s sexuality. In each film, Toback served as writer, director, and producer, giving him total creative and business control. Due to this lack of outside oversight, these four specific films are most likely to directly reflect Toback’s perspective as a filmmaker. This study employs narrative-based semiotic criticism, expanding the work of Walter Fisher and Teresa de Lauretis, to identify how Toback’s creation of world, gaze, object/subject, and desire, construct womanhood and women’s sexuality. Toback’s creation of illusory worlds emphasizes that while superficial beauty qualifies a woman as a sexual commodity for men, sex will ultimately be women’s downfall.

This study examined criticisms in the media that women and feminists are ultra-sensitive to sexual harassment, making false accusations that may ruin an accused man's career by empirically examining gender and feminist identity in relation to SH judgments for scenarios that varied by evidence strength. This study also examined whether those endorsing radically conservative views, specifically Right Wing Authoritarianism (RWA), are particularly insensitive to sexual harassment, denying that it exists even when evidence is strong. We hypothesized that perceiver gender, attitudes toward the feminist movement, stages of feminist identity, and RWA attitudes would impact perceptions of sexual harassment severity, accuser guilt, perceptions of future job consequences for the accused perpetrator, and perceptions of false accusations, and that strength of evidence would moderate these relationships. A sample of 961 adults was recruited from Amazon's MTurk to complete an online vignette study. Participants were assigned to a scenario condition based on a 2 (Hostile Work Environment vs. Unwanted Sexual Attention scenario) * 2 (Strength of Evidence: Strong vs. Weak) factorial design. Contrary to the popular belief that feminists are ultra-sensitive, findings indicated that women endorsing feminist beliefs were more cautious than others to judge a scenario as sexually harassing when evidence was weak. Those endorsing RWA beliefs, however, were more likely than others to claim a woman was making a false accusation of unwanted sexual attention sexual harassment regardless of strength of evidence.

In 1964 the Civil Rights Act was passed into law. Title VII of this act provided a means for equal opportunities and treatment in employment practices for all individuals regardless of race, color, religion, sex, or national origin. However, the inclusion of sex into the provision was not meant to deliver rights to women and did not afford women an effective means to seek protection from sexual harassment in employment. Sexual harassment limits women in their economic position and subjects women to unjust treatment in the workplace. National standards for sexual harassment originated with the Supreme Court's decision in Meritor Savings Bank v. Vinson which provided that sexual harassment was a form of sex discrimination protected by Title VII. Researching if the Court develops sexual harassment case law in a manner that accounts for feminist principles in regard to women, sex, and gender, it is determined whether the Supreme Court contributes positively to women's progress in employment and in tum advances feminist goals.

This study investigated the risk factors for workplace sexual harassment in South Korea using cross-sectional data of the 2014 and 2017 Korean Working Conditions Survey (KWCS). A generalized linear model specified with a Poisson distribution and log link function was performed. Females, younger adults, jobs in services or sales, tasks that involve visiting places where clients reside, and significant work time contribution to customers were associated with increased gender harassment and unwanted sexual attention. Evidence suggests that third parties and male-oriented culture may pose a serious threat to healthy working conditions.