This cross-sectional study investigates the perceptions of sexual harassment among 271 non-academic university personnel. The survey administered measured perceptions of sexual harassment using 17 dependent variables which assessed attitudes toward hostile work environment and quid pro quo sexual harassment. The study found that differences do exist in perceptions of sexual harassment based on biological sex of the respondents and the biological sex of the sexual harassment target. The study also found that there are significant positive correlations between perceptions of sexual harassment and the variables of age and number of years in the workforce. This study found no significant differences in perceptions of sexual harassment between those respondents who had participated in sexual harassment education and those who did not.

This exploratory study was conducted to examine the nature and prevalence of sexual harassment on the college campus of Virginia Tech. The purpose was to identify the frequency of occurrence, the type of incidents, the seriousness of the harassment, and the awareness level of students concerning sexual harassment issues. To gain insight into sexual harassment, forty-seven college women from women's organizations were interviewed in five focus groups and asked about sexual harassment issues at Virginia Tech. Literature was used to develop the questions. The data were analyzed using categories formed based on students' responses to interview questions. Findings from this study revealed the presence of sexual harassment on the campus of Virginia Tech, though most of the students had not directly experienced it. Of those with direct experience, the incidents closely paralleled reports in the literature. Though apparently not a wide-spread phenomena on the Virginia Tech campus, students expressed a need for more information, more access to resources for help, and greater campus awareness. These findings may have utility for campus administrators who design information services and institutional response mechanisms to help students cope with this problem. / Master of Arts

All companies have strategic assets comprising financial capital, physical capital, human capital and organisational capital which, when effectively utilised, contribute to the competitive advantage necessary to survive in a globalised economy. The manifestation of adverse factors in a company will impact detrimentally on the performance of these strategic assets. Since the 1980s, one factor has become prominent in the management of a company’s human capital, namely sexual harassment. Sexual harassment constitutes behaviour of a sexual nature that leads to, and perpetuates, a working environment in which it becomes unpleasant to work, and if allowed to go unchecked, will lead to the underperformance of the company’s human capital. Besides the cost of litigation associated with sexual harassment, companies are confronted with the more troubling and subtle costs arising out of the psychological and physiological harm to both victims and co-workers. The psychological and physiological effects manifest themselves in symptoms such as depression, frustration, decreased self-esteem and fatigue which, in turn, lead to decreased productivity and increased absenteeism. Accordingly, in an effort to gain the competitive advantage to survive in a globalised economy, companies must manage the phenomenon of sexual harassment in the workplace. The existing theoretical principles relating to the management of sexual harassment in the workplace have been analysed in depth and a model developed to satisfy this need. This model was subsequently used to determine to what extent sexual harassment management is taking place within companies affiliated to the Steel and Engineering Industries Federation of South Africa (SEIFSA). Various informative findings resulted from the investigation, amongst which were the lack of a proper sexual harassment policy within companies, the lack of proper training of employees regarding the occurrence of this phenomenon in the workplace, and the absence of proper formal/informal complaints procedures. It thus became evident that the management of sexual harassment in these companies – despite the Government’s Code of Good Practice on the Handling of Sexual Harassment Cases – had not been fully established and that there is a need for guidelines in this regard. / Business Management / D. Comm. (Business Management)

Background: Sexual harassment is defined as an act alluding to sex and that is unwelcome by the person towards whom the action is directed. It is an illegal action that risks violating and harming a person’s dignity. The problem can be found in the field of healthcare and amounts to precariousness in the work environment that affects the health of the nurse as well as the quality of the care. Aim: The aim was to describe nurses’ experiences of sexual harassment in the workplace. Method: The authors have carried out a literature review and identified and analyzed the knowledge prevalent in the paper's specific area of study. Twelve scientific articles function as the fundament for this paper: seven of a qualitative, three of a quantitative and two of a both qualitative and quantitative study design. Results: The overview of accessible literature resulted in three main categories with two and three subcategories. In the main category titled Descriptions of sexual harassment, with the subcategories Different appearances and The perpetrator, there is a description of the nurses' impressions of the perpetrator as well as the way sexual harassment are expressed. In the second main category, titled The effects of sexual harassment with the subcategories Feelings, Action and strategies and Consequences, the nurses' reactions to sexual harassment both during and after the event are described. In the third main category Explanations, with the subcategories Definition and boundaries and Interpretation, what the nurses perceive as sexual harassment and how they understand what has occurred are described. Discussion: The result is discussed from the standpoint of the different coping strategies that presented themselves. Possible explanations and solutions of the problem as well as consequences are discussed. / Bakgrund: Sexuella trakasserier är en handling eller yttrande som anspelar på sex och är oönskat av den som utsätts. Det är ett olagligt beteende som riskerar att kränka och skada en människas värdighet. Problemet förekommer inom vård och omsorg och utgör en risk i arbetsmiljön som påverkar såväl sjuksköterskans hälsa som vårdens kvalitet. Syfte: Syftet var att beskriva sjuksköterskors upplevelser av sexuella trakasserier på arbetsplatsen. Metod: Författarna har genomfört en litteraturöversikt vilket betyder att kunskap inom ett specifikt område har identifierats och analyserats. Tolv vetenskapliga artiklar ligger till grund för detta arbete. Sju av kvalitativ, tre av kvantitativ samt två av mixad design. Resultat: Litteraturöversikten resulterade i tre huvudkategorier med två eller tre underkategorier. I huvudkategorin Beskrivningar av sexuella trakasserier med underkategorierna Olika uttryck och Förövaren beskrivs sjuksköterskornas uppfattning om förövaren samt hur sexuella trakasserier tar sig uttryck. I huvudkategorin Effekterna av sexuella trakasserier med underkategorierna Känslor, Agerande och strategier samt Konsekvenser beskrivs hur sjuksköterskorna reagerar på sexuella trakasserier, under och efter händelsen. I huvudkategorin Förklaringar med underkategorierna Definition och gränsdragning och Tolkning beskrivs vad sjuksköterskorna uppfattar som sexuella trakasserier samt hur de förstår det som inträffat. Diskussion: Resultatet diskuteras utifrån olika copingstrategier som framkom. Tänkbara förklaringar till och lösningar på problemet samt konsekvenser för såväl sjuksköterskans hälsa som vårdens kvalitet diskuteras.

Research demonstrates that sexual harassment, sexual assault, and eating disorders are pervasive gender-based social problems on college campuses. These phenomena can cause long- term psychological consequences, and negatively impact women’s ability to succeed in both academia and the workplace. Not only have the prevalence and effects of these issues been documented, a significant number of studies have found a relationship between various forms of victimization and eating disorders/symptoms. Research has shown that eating disorders may function as coping strategies for managing the psychological distress that often results from the trauma of sexual harassment and sexual assault. Although, this link has been identified, little research has examined why it might exist among various populations. The purpose of this study was to not only examine the relationships among sexual harassment, rape, and eating disorders, but also the cognitive and psychological processes that may influence this association. The cognitive processes included gender-role attitudes and rape myth acceptance and the psychological processes were depression, anxiety and posttraumatic stress. In addition, the study aimed to explore these phenomena among the traditional female dominated fields of teaching and nursing. Little is known about how these populations are effected by sexual harassment, sexual assault, and eating disorders. Analyses were conducted on self-report measures from 206 students enrolled in an undergraduate nursing and pre-service teaching program at the University of Kentucky. The test of a theoretical model, using a series of multiple regressions, suggests a positive relationship among sexual harassment, rape and eating disturbances for nursing and pre- service teaching college women students. Also, the findings indicated that this relationship is partially mediated by psychological distress. No moderation was found between rape myth acceptance and gender-role attitudes and psychological distress. These results indicate that effective training and prevention programs that address sexual harassment and sexual assault are needed as well as clinical strategies for the assessment and treatment of eating disorders and trauma.

Equality of opportunity and treatment in the workplace forms one of the critical components of an individual's ability to obtain and remain in employment and occupation. In a world where qualifications, experience and individual merit can be easily by-passed owing to diverse workplace discriminations, the ability of employees to enjoy their right to work cannot be fully achieved if the workplace is marred with inequalities. Sexual harassment has been characterised as one of the workplace hazards that impinges on the achievement and enjoyment of the right to equality of opportunity and treatment in the workplace and defeats the right of employees to decent work. Notwithstanding the acknowledgement of its existence and prevalence, sexual harassment is still treated as an unmentionable concept in Botswana in legal and academic circles. The labour legislative framework has been less emphatic when it comes to recognising and setting out the proper sanctions for sexual harassment in the workplace. At present, only public servants are assured of a legal remedy should they experience such harassment. The legal framework does not openly extend protection to employees in the private sector, leaving them uncertain of the proper forums to approach. There is not even the assurance that sexual harassment is prohibited and punishable at law. Since it is rarely discussed in academics and not prohibited outright, it is safe to assume that most incidents of sexual harassment are shrouded in secrecy owing to employees' lack of knowledge of their rights. In contradistinction, South Africa presents a legal framework conscious of the reality of sexual harassment in the workplace. It employs the use of equal opportunity laws to give authority to a Code of Good Practice that outlaws sexual harassment. The South African Courts have also played a pro-active role in ensuring compliance with legislative provisions and developing common law principles on sexual harassment in the workplace. In addition, legislation that outlaws harassment in a general sense has been enacted to add to laws prohibiting sexual harassment. Whereas the mere existence of laws is not an end in itself, it is submitted that sexual harassment laws may serve to deter this conduct, but most significantly, to inform employees that their rights in the workplace are not limited to, amongst others, a guarantee from unfair dismissals and withholding of wages. The argument is that sexual harassment should be seen as a violation of employees' human rights, as opposed to a mere misconduct. With that realisation in mind, the need to progress from sole reliance on Codes of Good Practice to unequivocal and binding laws reflects the concern that the government of the day has for the protection of the human rights of employees and the consonance of national labour laws with the international standard. This contribution presents an examination of the two legal frameworks in so far as sexual harassment in the workplace is concerned. The aim is to determine the shortcomings of Botswana's framework and outline lessons that may be learnt from the South African legal framework. The position of international law is also considered to ensure that the lessons to be learnt from South Africa are in consonance with the international standard. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Bakgrund: I sin professionella roll är sjuksköterskan en vårdare med högre utbildning. Sjuksköterskor arbetar nära andra individer i sitt arbete; andra yrkeskategorier såväl som patienter, anhöriga och allmänhet. Sjuksköterskan är en individ med sin egen integritet och hälsa samt har behov av trygghet på arbetsplatsen. För trygghet och god hälsa spelar känslan av sammanhang på arbetet in. Sjuksköterskeyrket är kvinnodominerat. Det är vanligare att kvinnor än män utsätts för sexuella ofredanden.  Syfte: Syftet var att beskriva sjuksköterskors erfarenheter av sexuella ofredanden på arbetsplatsen. Metod: Litteraturöversikt med totalt tolv stycken ingående artiklar av kvantitativ och kvalitativ design. Resultat: Sexuella ofredanden mot sjuksköterskor kan begås av patienter, anhöriga och kollegor. Den som ofredar är i regel man. Sjuksköterskan kan ha svårigheter att avgöra ifall patienter med kognitiv svikt är medveten om sina sexuella handlingar. Sjuksköterskor som har blivit utsatta för sexuellt ofredande reagerar på olika sätt, både i den pågående händelsen och efteråt.  Att bli utsatt för sexuellt ofredande kan medföra olika sorters negativ påverkan i den professionella rollen och för individens egen hälsa. Konklusion:  Ytterligare forskning behövs, studien beskriver att sjuksköterskor har olika erfarenheter av sexuella ofredanden, där strategier för att hantera det i många fall saknas eller är otillräckliga. / Background: A registered nurse is a caregiver with an academic degree. In their profession, nurses have close encounters with other individuals; including colleagues with other professions as well as patients and their relatives. A nurse is also an individual with own sense of integrity and health, and with a need for a safe work enviroment. The majority of nurses are women. Women are more likely to be victims of sexual harassment than men. Purpose: The aim was to describe nurses experience of sexual harassment in their workplace. Method: Literature review containing twelve articles with qualitative and quantitative method. Result: The perpetrator in sexual harassment against nurses is either a patient or its family or a colleague, often a male. Patient whom suffers from cognitive impairment are difficult to assess if they are aware of their actions if they sexual harass a nurse. Nurses whom have been sexual harassed react in different ways, both in the on-going incident and afterwards. Being sexual harassed may lead to different kinds of negative influence in the nurse’s professional role as well in their own health. Conclusion: More research is necessary, this study describes that nurses have different experiences of sexual harassment, strategies for management is non-existing or not efficient enough.

This thesis shows the creative process that fine artist Taylor Campbell went through while completing a painting show about the sexual assault epidemic on college campuses. Because she has been a victim of both sexual harassment and assault while attending college, she dives deeper into how she and other survivors cope with their trauma and uses her creative outlet to help get conversation started about the epidemic. She hopes with her research and her paintings that other survivors will realize they are not alone in their battles and are surrounded by people who are ready and willing to help. She also hopes that her work will inspire those who have not been affected by sexual violence will be inspired speak up when they see something unusual, and to be open and supportive to those who have been affected.

Researchers and practitioners have increasingly focused on institutional responses to campus gender-based violence/harassment, yet they have paid far less attention to graduate student experiences than to undergraduate student experiences. Graduate students operate in a different context from undergraduates, and therefore specific knowledge of gender-based violence/harassment in the lives of graduate students is needed. The purpose of this exploratory, nonexperimental study was to better understand the prevalence of adult gender-based violence/harassment and adverse childhood experiences (ACEs) among graduate students, as well as to understand the relationship between those experiences and participants’ mental health and academic functioning. The study’s theoretical framework combined critical adult learning theories with cognitive perspectives on adult learning, including the neurobiology of trauma. Data used in the current study were originally collected as part of an institutional campus climate survey on gender-based violence; responses from n = 684 of the randomly selected participants were used in the current study’s analyses. Participants commonly reported both adult gender-based violence/harassment experiences and ACEs. The results of two OLS regressions indicated that experiencing more types of adult gender-based violence/harassment or more types of ACEs was associated with higher levels of negative affect and lower levels of mindfulness. Among participants who experienced gender-based violence/harassment in graduate school, independent samples t-tests showed that individuals who reported at least occasional academic functioning difficulties had lower levels of mindfulness and higher levels of negative affect than those who did not experience difficulties. Overall, the findings suggest the need for trauma-informed policies and practices within graduate education and higher education in general.

Even with the repeal of the 'Don't Ask, Don't Tell' (DADT) policy, the U.S. Army has seen increased cases of sexual harassment; sexual assault; and discrimination of gay, lesbian, and bisexual (GLB) service members by other service members. Despite this trend, few studies have explored the experiences of victims of sexual harassment and sexual assault of GLB recruits before, during, and after the repeal of the DADT policy. Using the bystander effect as the theoretical construct, the purpose of this phenomenological study was to explore the experiences and interactions with a sample of 11 drill sergeants (DSs) who witnessed GLB discrimination in order to gain insight on strategies to prevent sexual harassment and discrimination against GLB recruits. Interview data were inductively coded and subjected to a thematic analysis procedure. Key findings indicate that participants perceived a general support for GLB inclusion into the basic combat training environment, and participants were unaware of the high number of discharges of service members from the U.S. Army during the implementation of the DADT policy. Another important finding is that participants were supportive of GLB scenario-based training. Finally, the bystander effect was found to be the main reason participants failed to intervene when instances of discriminatory or abusive behavior was observed. Implications for positive social change can be realized in the U.S. Army through promoting awareness of GLB discrimination, its impact, and how DSs can lead the effort in preventing this sort of behavior against the GLB recruits. A key recommendation is for the U.S. Army to explore implementing scenario-based training for all recruits as part of this effort.