Thesis (MA (Criminology))--University of Pretoria, 2004. / Includes bibliographical references.

Thesis (M. Sc.)--University of Canterbury, 2009. / Typescript (photocopy). Includes bibliographical references (leaves 49-55). Also available via the World Wide Web.

No description available.

1 ABSTRACT The aim of this thesis is to introduce the issue of sexual harassment from the perspective of students of Czech universities. I present a brief history of the phenomenon of sexual harassment and its definitions in the theoretical section. I deal with power aspects of harassing behavior and I present its impacts on harassed persons. I also put sexual harassment into research and legislative context and I devote to the specifics of the school and the Czech setting. The empirical part is dedicated to my research. On the basis of qualitative research I find out how students define sexual harassment, what personal and mediated experience they have with it, what strategies they choose, if they are to cope with this behavior, and how they evaluate it. I focus on the question, with whom they solve sexual harassment, and I present their suggestions of solving and prevention of sexual harassment. I also discuss how they evaluate relationships with teachers.

Sexual harassment in workplace policies and legal procedures, which are strongly affected by the patriarchy that exists in the legal system, mistreat millions of victims annually. Through the implementation of the WPR Analysis on the Code of Conduct in Public Services on preventing […] sexual harassment in the workplace of the Republic of Cyprus and on C. v. Romania ECtHR case (application no. 47358/20), this thesis aims to present the problems representations, the taken-for-granted knowledge, the stereotypes and the origins of the patriarchal-biased labour policies and legal procedures concerning sexual harassment in the workplace. Along with the use of the legal feminist theory, this thesis presents that in these procedures the problems are represented to be the lack of training among employees and the victims’ behaviors. This results in the marginalization and mistreatment of the victims (women, trans, non-binary, homosexuals, even men) by these patriarchal affected procedures while it is illustrated how gender and sexual orientation are determinative to these male-biased procedures.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2022 / Sexual harassment remains an issue in the workplace as result of ineffective legislative and other measures that fail to recognise sexual harassment as a form of discrimination that is gender orientated. Gender inequality is credited as one of the contributors of sexual harassment, as more women than men suffer sexual harassment in the workplace. Moreover, sexual harassment has adverse effects on the individual who is on the receiving end of it, which are psychological in nature. This alone may lead to the abuse of substances as a form of coping mechanism, to arriving late to work or quitting which also affects productivity. In an attempt to confront the issue of sexual harassment, laws were created over the years, both at national and international level. Although some countries show efficiency in the creation of these laws by responding with urgency, some countries have had a more difficult time formulating appropriate and effective laws, with some countries having very little laws aimed at combatting sexual harassment in the workplace. At the same time workplace sexual harassment policies have proven to be an effective weapon against the gendered inequality that is sexual harassment if implemented effectively.

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)

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)

No description available.

A few months after having enacted a criminal statute creating the general offence of sexual harassment, the French Parliament enacted the Statute n° 92-1179 "relative a l'abus d'autorite en matiere sexuelle dans les relations de travail". In this statute, as in the criminal statute, the French legislator considers sexual harassment in a peculiar way, and departs from the North-American position on three points: / First, while American law and Canadian law understand clearly sexual harassment as a form of sex discrimination, the French approach is more ambiguous. It appears that the French legislator understands sexual harassment more as an infringement to freedom than a form of sex discrimination. / Second, the French legislator has defined sexual harassment in a more restrictive way than in North America. While American law and Canadian law prohibit hostile harassment and sexual harassment by colleagues, these forms of sexual harassment are not prohibited in French law. Finally, on the question of the employer's liability, the French approach is more "timid" than in American law and in Canadian law. / The French legislator has justified its more restrictive approach to the problem of sexual harassment in comparison with the North-American position by two arguments: the fear of the "American 'drift'" and the peculiarity of the relationships between women and men in France. However, it is argued that the choice of the French legislator is not convenient because it leaves a significant number of victims outside the scope of the law, and is not clear enough on the employer's obligations. Furthermore, it is maintained that both arguments of the legislator are more caricatural than real.