The study “Everybody wants to make love to you” examines female Russian journalists’ experiences of sexism within their profession. The focus of the study is to examine how the journalists navigate through their profession whilst resisting against sexism and oppression. The study is based on material gathered through qualitative interviews with nine female informants with various backgrounds, ages and positions within journalism. All the respondents were (or had been) working in Moscow. The result of the study shows that our respondents have experienced sexism by being diminished, flirted with and sexually harassed in working situations. This is especially relevant when the respondents have met new people while reporting. Sometimes the women are encouraged by colleagues to put on something “sexy” or “play dumb” to, in some interview situations, get more information. The resistance towards gendered oppression often take shape on an individual level or within a person's small circle of people that can be trusted. Our results show that the respondents are using different tactics when facing gender related obstacles, such as using your gender role or through joking about the perpetrators within your inner circle.

At the end of 2017 the hashtag #metoo swept through swedish media and engaged both private households, rulers and professions in the process. This study examines two different generations to look at their similarities and differences when it comes to how they’ve reacted to the news reporting on #metoo. By using semi-structured focus groups this study has analysed these generations opinions on media reporting, generation issues and gender. The results show that there´s differences in some ways, but there’s also similarities. Both groups agree to the facts that their generation is a cause to their thoughts and beliefs in this subject, and the knowledge when it comes to social media has a huge impact in how they respond to  media reporting. The fact that the groups has grown up during different eras results in a disparity in in their values which is a factor to why they interpret the reporting differently. The older group were more critical to the reporting while the younger group meant that the ones who were portrayed in media deserved it. A similarity for both groups was the belief of that the reporting, despite how they felt about it, has affected people's way of thinking and will hopefully, according to the focus groups, lead to something good.

Dissertation submitted in partial compliance with the requirements for the Master's Degree in Technology: Education (Management), Durban Institute of Technology, 2004. / This study deals with sexual harassment in the Lower Umfolozi District. The researcher investigated speculation that there was sexual harassment in the Lower Umfolozi District. The researcher discovered that there was sexual harassment of Pi temporary and unemployed educators in the Lower Umfolozi District / M

Sexual harassment is an ever increasing drain on the resources of the modern employer, as well as serving to take up much time in terms of legal battles and court cases. The concept of sexual harassment has undergone much revision over the past decades, and South Africa is now firmly committed to the eradication of this problem. The Constitution protects and enshrines important rights like dignity, equality and the right to fair labour practices. These are further defined and protected through the application of various statutes, including the LRA, EEA, PEPUDA and the revised Code of Good Practice. In terms of statutory liability, the employer will be liable for the harassment of its employees, unless it takes a proactive stance and implements comprehensive sexual harassment policies. In this way it will escape liability. The common law vicarious liability of the employer cannot be escaped as easily. The entire concept of the law of delict is to remedy harm suffered. In terms of the common law, employers will be held vicariously liable for the harassment of their employees if it can be shown that the harassment occurred within a valid working relationship, if the harassment actually occurred through a delict, and if the act occurred within the course and scope of employment. The best way for employers to minimize their liability for sexual harassment is the implementation of training and educational policies that serve to make employees aware of what is permissible in the workplace. This will aid the employer in showing that it has done everything possible to reduce the risk of harassment, which will in turn serve to reduce the employer’s liability. To protect against the risk of expensive litigation, many employers are now investigating the matter of liability insurance – they would rather pay increased premiums than suffer alone when their employees take legal action against them. Sexual harassment is a problem that can only be solved through a concerted effort on the part of the legislature, judiciary, employers and employees. Together, these parties must ensure that all of those involved in the world of work are aware of the problem of harassment, as well as taking steps to educate and train employees so as to prevent it. Only in this way will we be able to take action to reduce this terrible problem in our country.

Sexual harassment has been in existence for a long time in the workplace without any attempt to understand, define and effectively combat this rather undesirable and serious form of misconduct. Until fairly recently, the growing problem of sexual harassment and its damaging effect have been given much attention by legal authorities and society at large. The effect of sexual harassment is that it embarrasses or humiliates the victim. The victim may also suffer from trauma which, in turn, affects his/her performance at work. Numerous definitions have been provided on what constitutes sexual harassment. Sexual harassment takes place when a women‟s sexual role overshadows her work role in the eyes of the male, whether it be a supervisor, co-worker, client or customer. In other words, her gender receives more attention than her work. Sexual harassment is also seen as unwanted conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace.1 The Bill of Rights in the Constitution2 entrenches the rights of everyone. Worth mentioning are the “right to equality”, “the right to dignity”, “the right to privacy” and “the right to fair labour practices”. Furthermore, section 6(3) of the Employment Equity Act3 states that “harassment is a form of unfair discrimination” which is prohibited in terms of section 6(1) of the same Act. Section 60 of the Employment Equity Act deals with statutory vicarious liability where the employer is held liable for his acts and/or omission to take measures to against sexual harassment or a failure to put a grievance procedure in place. Where such an employer has done what is reasonably necessary to prevent and to address sexual harassment, he/she will escape liability for the misconduct of the employee. This section also provides for mechanisms that an employer may employ to minimise liability where harassment has taken place. In addition to statutory vicarious liability is the common law vicarious liability, where the employer is vicariously liable for the delict of the employee. This form of liability is also referred to as “no-fault liability”. The employer will be held liable where the following requirements for vicarious liability in common law are met: firstly, there must be an “employer-employee relationship”, secondly, a “delict must be committed” and thirdly, the “employee must have been acting in the scope or course of employment when the delict was committed”. Liability can also be directly imputed on the employer. In this instance, it has to be proven that “the employer committed an act or omission; the act or omission was unlawful; the act or omission was culpable, intentional or negligent, and a third party suffered harm; either patrimonial damage or injury to personality; and the act or omission caused that harm”.

The objective of this thesis is to introduce negative phenomena in the workplace, specify various forms in which they occur (such as mobbing, bossing, bullying and sexual harassment), define the related terms and find factors which affect the desirable environment within a company as well as the occurrence of the negative factors. The contribution of the practical part of the thesis lies in the analysis of a survey which is focused on the existence of individual phenomena and on determining the strengths and weaknesses of a labour-law relation based on an evaluation of the relation between importance and satisfaction. The thesis concludes by summarizing the general principles of preventive approaches to the occurrence of negative phenomena, and by specifying the roles of individual levels of the company's management.

No description available.

Representing “Oriental” men as sexual predators in the media is a recurring theme that has proliferated since the New Year’s night in Cologne in 2015/2016. This study investigates how the representation of men with an immigrant background as sexual predators has developed in the year before and after the New Year’s night in Cologne in 2015/2016 in the Bremen local newspaper Weser Kurier. The aim of the study is to find out in what ways the representation of “Oriental” man has changed, how a moral panic is established, and how an idea of fear is created. To reach this aim Critical Discourse Analysis will be used in combination with theories concerned with “Othering”, moral panic and Orientalism. Because of the limited scope of this study, it should be considered as a base for future research into the field.

This master thesis focuses on the issue of sexual harassment in the media sector from the female journalists' perspective. Our goal was to investigate the emotional experience of journalists who were victims of sexual harassment. The methodology of research was thematic analysis. We analysed testimonies from eight respondents who currently work or worked in journalism. Few interesting concepts arise from the analysis, such as role of the power asymmetry or sexual objectification of female journalists. In conclusion, we defined specific aspects of sexual harassment in described sector and impact on the journalists' work reality.

The objectives of this study are: (1) To analyse the legal framework of peacekeeping operations to determine its strengths and weakness in addressing the issue of SEA (Sexual Exploitation and Sexual Abuse, (2) To determine whether the UN’s present accountability mechanism can adequately support protection of children’s rights in peacekeeping operations and (3) To explore the question of prosecution as a way to enhance the accountability mechanism in peacekeeping missions, particularly for TCC (Troop Contributing Countries). This study is mainly a non-empirical analysis of the UN (United Natrions) approach on SEA in its activities with a focus on peacekeeping missions. / Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2007. / A Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Dr Heny Odimbo Ojambo of the Faculty of Law, University of Makerere, Uganda. / http://www.chr.up.ac.za/ / Centre for Human Rights / LLM