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This qualitative study focused on understanding risk influences for sexual violence against female students at the University of KwaZulu Natal, Westville Campus (formerly the University of Durban- Westville) in South Africa with the aim of suggesting intervention strategies for prevention. The participants of the study were male and female students at the University. One hour same gender focus group interviews were facilitated by trained Psychology Masters students of the institution in the afternoons after lectures. Interviews for the male groups were facilitated by males and female groups by females. Participants' responses were captured by tape recorders and then transcribed. Thematic analysis was used to analyse data. The factors that influence sexual violence on campus are discussed within the framework of the Theory of Triadic Influence (TTI).The emergent data of the current study suggested multiple influences for sexual violence within the three streams of influences of the TTI, namely, the intrapersonal, social context and cultural environmental streams of influence. It emerged that sexual violence was a problem on campus and most incidences were not reported to the University authorities. Participants in the current study also revealed a broader understanding of sexual violence than the current definition of rape. The majority of incidences of rape were reported to occur within the first few weeks of the academic year at parties meant to welcome new students. At intrapersonal level first year students' inability to adjust to University life, lack of assertiveness, misinterpretation of a woman's friendly behaviour by male as well as alcohol and drug abuse emerged as factors influencing sexual violence against women at the intrapersonallevel. At the social context level, peer influence among male and female students was found to be another contributing factor for sexual violence against women on campus. Depending on the group norms, male students would be pressured into being violent towards their partners. Female students were found to be pressurized into remaining in an abusive relationship. At the cultural! environmental level, participants revealed beliefs of men's superiority over women and these were reported to be brought about by socialization in society. Based on this study recommendations are made for possible interventions to prevent incidences of sexual violence against women in tertiary educational institutions in South Africa. These include orientation programmes for first year students that will assist them adjust to University lifestyle. Life skills education should be aimed at changing men's negative attitudes and aggressive behaviours as these have detrimental effects towards partners. Social events aimed at entertaining students should be closely monitored in order to eliminate every kind of unacceptable behaviour. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2007.

The South African mining industry has been a male dominated environment for a very long time. With changes in government policy and legislation, discriminatory laws forbidding women to work underground have been repealed and the mining industry have since been trying to accommodate women. Unfortunately there is an imbalance to this general trend of increase shown by the consistently low numbers of female employees within the mining industry. It was far-fetched for management to perceive that women can ever play a role in the underground mining industry. Unfortunately the perceptions of management is having an enormous impact on the attitudes of the rest of the employees in this industry. This leads to discrimination in the mining industry that will make it difficult for the women seeking financial stability. The whole mining industry should learn to adapt to this idea of women in mining. Employing women in the mine is a challenge of the mindset of viewing mining as a men's world. The objective of this research was to determine the experience of women in the platinum mining industry in South Africa as well as the impact that women entering the mining industry could have on the mines in terms of the working conditions, harassment, physiological aspects, ergonomics, physical strength, discrimination etc. The research method for this article consists of a brief literature review and an empirical study. A qualitative design has been used on an availability sample (N = 14) females in the platinum mining industry. The qualitative research makes it possible to determine the subjective experience of women working in the platinum mining industry. The literature focused on previous research on the experience of women entering the mining industry as an employee. vii The outcome of this research was that the male worker attitude and discrimination have an enormous impact on women that are entering the mining industry. One of the more difficult hurdles to overcome is the harassment that women need to deal with The women are also facing a huge challenge in terms of their physical strength not being adequate in order to perform up to a minimum of eight hours per day in the harsh working conditions including the ergonomics of the mining industry. Most of the women are entering the mining industry for financial reasons in order to survive in the South f i c a n Economic environment of today. After a hard day performing these physical activities they need to face their responsibilities at home in order to manage a work-home life balance. Management need to start seeking solutions to make the mining industry a more women free environment for example focussing on facilities for women. The fact that women were appointed into the mining environment covering traditionally male sectors, also speaks to a commitment to changing the face of the mining industry. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Schools face a serious problem of sexual harassment inflicted on female / Thesis (M.Ed.) - University of Kwazulu-Natal, 2006.

This study attempts to broaden the knowledge and understanding of issues of sexual harassment experienced by girls in a high school in Lesotho. It does this by focussing on Form D girls in one high school in Maseru, here referred as Fora High School; and consequently how they cope with it. The study locates itself as concerned with gender justice. It assumes that it constitutes a discursive position that contrasts and opposes dominant patriarchal discourses. It sets out also to establish to what extent sexual harassment occurred and how it was perceived by those that experience it. It is a qualitative study that employs narratives and observation as the research methods. To achieve this, a module that introduced concepts of sexuality and sexual harassment preceded the data collection. Although the study was confined to Form D girls and did not include all the girls in this school, findings reveal that girls in this class experienced and observed sexual harassment in this school and more specifically in the classroom than anywhere else. Teachers were the major perpetrators of sexual harassment. Studying the narratives presented as data, physical harassment was the most frequently reported form of harassment. When such behaviours are reported, teachers ignore it and this suggests that they 'normalise' sexual harassment and thus reinforce dominant patriarchal discourses of hegemonic masculinity. Based on the participants' narratives and also arguing from the discursive position of gender justice, recommendations are suggested for this school and others to introduce sexuality and sex education in an attempt to make schools more equitable places for girls. It proposes that educational policies and curricular development more generally be revisited and to ensure that they are addressing sexuality education and therefore sexual violence particularly. / Thesis (M.Ed.) - University of Natal, Durban, 2002.

This study investigates the nature and extent of sexual harassment of girls in four coeducational secondary schools in Pietermaritzburg. It focuses on how boys sexually harass girls; how it manifests itself; the way it is perceived by the girls and the language they use to describe it; the strategies they use to deal with it; and the effects the behaviour has on their schooling. School policies and procedures in dealing with sexual harassment, or lack thereof, will also be analysed and recommendations made for policies and strategies for educators and learners. The study locates sexual harassment as a form of gender-based violence against females and asserts that all the incidents of sexual violence, both in the public and private spheres, both overt and subtle forms, are linked because all these incidents are a manifestation of gender power inequalities. Sexual harassment at school is only part of the continuum of violence that females constantly face. The concept of a continuum enables the exploration of experiences that are subtle and covert, which are not easy to recognise, but are a key issue to be addressed if the problem of genderbased violence is to be tackled effectively. The methods used in this research process are reflective of the ethnographic case study and acknowledge the complexities of the issues involved in the research problem. Thus, it develops a complementary relationship between qualitative and quantitative components so that tools necessary for deep exploration can be provided and the perspectives of the central subjects of the study can be brought in. In-depth group interviews were conducted with at least 10 girls, from diverse backgrounds aged between 16 to 18 years, from each school and questionnaires were administered to 150 girls from the four schools to investigate the nature and effects of sexual harassment on them. School managers were interviewed about school policy on sexual harassment and procedures that have been adopted to address the problem. An analysis of the data reveals that despite the pervasiveness of the problem, it is surrounded by silence because the girls have difficulties in recognising and articulating their experiences of sexual harassment. It shows that the sexually harassing behaviour is rationalised as 'normal' whilst at the same time controlling the girls educationally, socially and emotionally Further, it shows that when gender intersects with race and class it can produce greater negative treatment for black, working class girls. The perpetrators, who are mostly males, act with impunity because the power relations inherent in the schools are gendered and, therefore, the schools are complicit in producing the inequalities in gender and power relationships that underpin sexual harassment. / Thesis (Ph.D.)-University of Natal, Durban, 2003.

The purpose of this study is to investigate how the Swedish laws regulate the proactive work of employers to prevent employees from getting sexual harassed or harassed on the basis of sex. The purpose is also to investigate how employers are supposed to handle employees whom have been sexual harassed or harassed on the basis of sex. Sweden has a segregated labor market which means that women and men tends to select different professions. This leaves marks on the equality for women and men, which also has effect on the fact that women and men are being harassed in the workplace or situations associated with the work. By investigating genderresearch I am hoping to find out why more employees get sexual harassed or harassed on the basis of their sex in segregated professions. The definition of sexual harassment is unwanted behavior that alludes on sex, and thereby violates the person’s dignity. Harassment on the basis of sex, on the other hand, is unwanted behavior that violates a person’s dignity on the basis of the person’s sex. The person who gets sexual harassments or harassments on the basis of sex, has an obligation to make sure that the perpetrator knows that the behavior is unwanted. This is as long as the sexual harassments or harassments on the basis of sex is not considered as a gross violation. The employer has an obligation to prevent employees from getting sexual harassed or harassed on the basis of sex. In case a employee gets sexual harassed or harassed on the basis of sex by someone whom is working for the employer, it is the employers obligation to investigate the circumstances and take necessary actions. This obligation also involves the employer to take necessary actions to prevent any future sexual harassments and harassments on the basis of sex or retaliation. It is also the employers obligation, as an effort to make working places equal, to make an effort to get the underrepresented sex to seek employment at the employer. One of the reasons that sexual harassments and harassments on the basis of sex could be explained by looking back at Sweden’s history, where women always have been in a subordinate role to men. By “doing gender” in everyday activities, stereotypical ideals of how women and men are supposed to act are being maintained. The gender segregated professions creates norms and jargon that places the underrepresented sex in an exposed role.

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

The South African mining industry has been a male dominated environment for a very long time. With changes in government policy and legislation, discriminatory laws forbidding women to work underground have been repealed and the mining industry have since been trying to accommodate women. Unfortunately there is an imbalance to this general trend of increase shown by the consistently low numbers of female employees within the mining industry. It was far-fetched for management to perceive that women can ever play a role in the underground mining industry. Unfortunately the perceptions of management is having an enormous impact on the attitudes of the rest of the employees in this industry. This leads to discrimination in the mining industry that will make it difficult for the women seeking financial stability. The whole mining industry should learn to adapt to this idea of women in mining. Employing women in the mine is a challenge of the mindset of viewing mining as a men's world. The objective of this research was to determine the experience of women in the platinum mining industry in South Africa as well as the impact that women entering the mining industry could have on the mines in terms of the working conditions, harassment, physiological aspects, ergonomics, physical strength, discrimination etc. The research method for this article consists of a brief literature review and an empirical study. A qualitative design has been used on an availability sample (N = 14) females in the platinum mining industry. The qualitative research makes it possible to determine the subjective experience of women working in the platinum mining industry. The literature focused on previous research on the experience of women entering the mining industry as an employee. vii The outcome of this research was that the male worker attitude and discrimination have an enormous impact on women that are entering the mining industry. One of the more difficult hurdles to overcome is the harassment that women need to deal with The women are also facing a huge challenge in terms of their physical strength not being adequate in order to perform up to a minimum of eight hours per day in the harsh working conditions including the ergonomics of the mining industry. Most of the women are entering the mining industry for financial reasons in order to survive in the South f i c a n Economic environment of today. After a hard day performing these physical activities they need to face their responsibilities at home in order to manage a work-home life balance. Management need to start seeking solutions to make the mining industry a more women free environment for example focussing on facilities for women. The fact that women were appointed into the mining environment covering traditionally male sectors, also speaks to a commitment to changing the face of the mining industry. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Heinz Leymann betraktades som en pionjär i forskning om fenomenet vuxenmobb-ning redan på sjuttiotalet. Syftet var att undersöka vilka beteenden som ansågs vara mest kränkande med fokus på sexuella trakasserier och könstrakasserier bland an-ställda på ett mansdominerat näringslivsföretag. Dessutom att ta reda på om det finns ett samband mellan företeelser och scenarier. Faktorer som studerades utöver samband var kön, ålder utbildning och yrkeskategorier. Respondenterna var an-ställda på ett mansdominerat näringslivsföretag ( N = 396; 54 kvinnor och 236 män) med följande yrkeskategorier: 187 tjänstemän, 54 kollektivanställda, 44 konsulter. Alla var mellan 20 och 65 år. Enkäten innehöll två huvudfrågor, åtta företeelser och fem scenarier. Vissa av dem var relaterade till sexuella trakasserier och andra till könstrakasserier. Resultatet visade att företeelserna ignorerande och beröring, samt scenario beröring från chefen upplevdes som mest kränkande. Den äldre gruppen ansåg att scenarier som var relaterade till könstrakasserier upplevdes som kränkande, medan den yngre gruppen ansåg att företeelsen som var relaterad till sexuella trakasserier som kränkande. Män upplevde företeelser som var relaterade till könstrakasserier mer kränkande än vad kvinnorna gjorde. Resultaten visade att tjänstemän ansåg företeelser och scenarier som var relaterade till könstrakasserier och sexuella trakasserier kunde upplevas som kränkande mer än konsulter och kol-lektivanställda. Utifrån resultaten kan slutsatsen dras att flera företeelser ansågs vara kränkande när de förekom enskilt än i ett sammanhang. / Heinz Leymann is regarded a pioneer in research on adult bullying. The aim of this study was to examine which behaviors are considered to be the most insulting, with a focus on sexual harassment and gender harassment among employees in a male-dominated work sector. In addition to finding out if there is a connection between the phenomena and scenarios. The factors that were studied in addition to the con-text were gender, age, education and profession type. The respondents were em-ployees ( N = 396; 54 women and 236 men) with the following professions; 187 of-ficials, 54 public employees, and 44 consultants. All were between 20 and 65 years. The questionnaire consisted of two main questions, eight phenomena and five scenarios. Some of them were related to sexual harassment and others to gen-der harassment. The results showed that ignoring and touching, as well as scenario touch from the boss was regarded as the most insulting. The older group experi-enced scenarios that was related to gender harassment more insulting, while the younger group experienced phenomenon that was related to sexual harassment as more insulting. Men experienced phenomena which were related to gender harass-ment more insulting than women did. The results showed that officials were more offended by the phenomena and scenarios that were related to gender harassment than consultants and public employees. Based on the results, the conclusion is that several phenomena were considered to be offensive when they were alone but not when put in context.