1995 Sexual Harassment Survey

Bastian, Lisa D.; Lancaster, Anita R.; Reyst, Heidi E.

doi:10.1037/e557792012-001

Cited by 19 publications

(21 citation statements)

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“…The stated purpose of both surveys was to ask about ‘observations, opinions and experiences with ALL KINDS of sexual talk and behaviour that can occur at work’ (Bastian et al , 1996; Martindale, 1990, 1991). The instruments emphasized the importance of responses both from those who have not been sexually harassed as well as those who have been harassed.…”

Section: Methodsmentioning

confidence: 99%

“…We analyse whether respondents’ perceptions about effectiveness of their responses to harassment changed between 1988 and 1995. We also compare opinions about the efforts of senior military leadership, and their own immediate supervisor's efforts to ‘make honest and reasonable efforts to stop sexual harassment in the active‐duty military’ (DoD, 1988; Bastian et al , 1996).…”

Section: Perceived Effectiveness Of Responses To Sexual Harassmentmentioning

confidence: 99%

“…Since the 1988 survey was conducted, a variety of events, such as the Clarence Thomas Hearings, the Tailhook scandal and various incidents at basic training facilities have occurred that raised the consciousness of the public with regard to sexual harassment in the military. In response, the military made reducing sexual harassment a priority through policy implementation and educational programmes (Bastian et al , 1996). Military leaders adopted a ‘zero tolerance’ programme focusing on investigation and adjudication (Boles, 1995).…”

Section: Introductionmentioning

confidence: 99%

“… This analysis compares patterns of response to the harassment experiences that had the greatest effect on the respondents to the ‘1988 Department of Defense (DoD) Survey of Sex Roles in the Active‐Duty Military’ and Form A of the ‘1995 Armed Forces Sexual Harassment Survey’. We analyse the respondents’ perceptions about effectiveness of their responses, and respondents’ opinions about the efforts of senior military leadership, and their own immediate supervisors’ efforts to ‘make honest and reasonable efforts to stop sexual harassment in the active‐duty military’ (DoD, 1988; Bastian et al , 1996). Results indicate that while the military has been somewhat successful in attempts to lower actual incidence of sexual harassment, the percentage of those experiencing such uninvited and unwanted behaviours remains high.…”

mentioning

confidence: 99%

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Perceptions of Effectiveness of Responses to Sexual Harassment in the US Military, 1988 and 1995

Firestone¹,

Harris²

2003

Gender Work & Organization

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and their own immediate supervisors' efforts to 'make honest and reasonable efforts to stop sexual harassment in the active-duty military' (DoD, 1988;Bastian et al., 1996). Results indicate that while the military has been somewhat successful in attempts to lower actual incidence of sexual harassment, the percentage of those experiencing such uninvited and unwanted behaviours remains high. Similar patterns of responses in both years, with most employing personal solutions and few filing complaints with officials, may reflect the fact that official DoD policy focuses on individual behaviour and does not address the masculine environmental context that promotes such behaviours (see also Harrell and Miller, 1997). Findings also suggest that the 'no tolerance' policies adopted by the military may concentrate on the military image but ignore the wishes of the complainants who fear reprisals. If the rights and wishes of all parties involved are not taken into account, policies are unlikely to be successful (see, for example, Rowe, 1996).

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Section: Methodsmentioning

confidence: 99%

Section: Perceived Effectiveness Of Responses To Sexual Harassmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

mentioning

confidence: 99%

See 2 more Smart Citations

Perceptions of Effectiveness of Responses to Sexual Harassment in the US Military, 1988 and 1995

Firestone¹,

Harris²

2003

Gender Work & Organization

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“…Behaviours that define SH are heterogeneous and variously categorized, but are often presented on a continuum, from requests for socialization or dates, personal insults and ridicule, leering, offensive comments and non‐verbal gestures, to sexual propositions and sexual and physical assault (Bastian et al . 1996; Canadian Human Rights Commission 2006; Gelfand et al .…”

Section: How and Why Sh Occursmentioning

confidence: 99%

Workplace Sexual Harassment 30 Years on: A Review of the Literature

McDonald¹

2011

Int J Management Reviews

443

439

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Despite its proscription in legal jurisdictions around the world, workplace sexual harassment (SH) continues to be experienced by many women and some men in a variety of organizational settings. The aims of this review article are threefold: first, with a focus on workplace SH as it pertains to management and organizations, to synthesize the accumulated state of knowledge in the field; second, to evaluate this evidence, highlighting competing perspectives; and third, to canvass areas in need of further investigation. Variously ascribed through individual (psychological or legal consciousness) frameworks, sociocultural explanations and organizational perspectives, research consistently demonstrates that, like other forms of sexual violence, individuals who experience workplace SH suffer significant psychological, health‐ and job‐related consequences. Yet they often do not make formal complaints through internal organizational procedures or to outside bodies. Laws, structural reforms and policy initiatives have had some success in raising awareness of the problem and have shaped rules and norms in the employment context. However, there is an imperative to target further workplace actions to effectively prevent and respond to SH.

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Old Southern Codes in New Legal Bottles? Sexual Harassment, Race, and Masculinity

et al. 2022

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Historically, old southern codes were used to regulate the interactions between black males and white females. We draw parallels between these codes and current sexual harassment laws to examine the perceptions of sexual behavior that crosses racial lines. Specifically, we examine how white and black female targets perceived and reacted to the behavior of males of the same and different race than their own. Our results indicate that white women perceive the behavior committed by a man of another race as more sexually harassing than when a white male commits the behavior. Conversely, black women perceive the behavior committed by black men as more sexually harassing than when a man of a different race engages in the same behavior. Further, a similar pattern emerges for reporting sexual harassment. Implications for research and the management of sexual harassment are discussed.

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1995 Sexual Harassment Survey

Cited by 19 publications

References 0 publications

Perceptions of Effectiveness of Responses to Sexual Harassment in the US Military, 1988 and 1995

Perceptions of Effectiveness of Responses to Sexual Harassment in the US Military, 1988 and 1995

Workplace Sexual Harassment 30 Years on: A Review of the Literature

Old Southern Codes in New Legal Bottles? Sexual Harassment, Race, and Masculinity

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