Defending your life: When women complain about sexual harassment

Cohen, Cynthia F.; Cohen, Murray E.

doi:10.1007/bf02621115

Cited by 7 publications

(9 citation statements)

References 5 publications

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“…It has been estimated that the target of sexual harassment is blamed or that the harassing event is denied in approximately 80% of sexual harassment cases (Cohen & Cohen, 1993). The discrepancy between imagined and actual reactions to harassment speaks volumes about why targets of harassment are frequently blamed for their inaction.…”

Section: Resultsmentioning

confidence: 99%

Real Versus Imagined Gender Harassment

Woodzicka

LaFrance

2001

Journal of Social Issues

258

246

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Sexual harassment studies that use hypothetical situations and retrospective surveys may overestimate the degree to which victims actually confront their harassers. The result is that immediate emotional reactions are little understood and victims are often taken to task for nonconfrontational behavior. To address this neglect, we describe our experimental investigation of immediate reactions to sexually harassing questions encountered during a realistic job interview. Behavioral and emotional responses are compared to those in an imagined harassing interview. Results indicate that interviewees who are actually harassed react very differently than those who only imagine their responses. For example, imagined victims anticipate feeling angry but actual targets report being afraid. Anticipated behavior also did not mesh with actual behavior. Implications of these discrepancies for perceptions of "correct" ways to respond to harassment are examined.

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Section: Resultsmentioning

confidence: 99%

Real Versus Imagined Gender Harassment

Woodzicka

LaFrance

2001

Journal of Social Issues

258

246

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“…The merging of feminist and industrial relations literature allowed new insights that enrich previous arbitration studies. Union difficulties dealing with the tension often triggered by co-worker sexual harassment have been noted before (Cohen & Cohen, 1994;Crain, 1995;Haiven, 2006;Hodges, 2006;Marmo, 1980;O'Melveny, 2001). This study furthered understanding of the complex ways in which this conflict played out in the arbitral process.…”

Section: Contributions To Scholarshipmentioning

confidence: 97%

“…In summary, there is very little literature on co-worker sexual harassment arbitrations from the perspective of the women who have been harassed, or literature with a focus on their rights. At the same time, Cohen and Cohen (1994), Crain (1995), Haiven (2006), andHodges (2006) are noteworthy for their consideration of the plight of female complainants featured in their studies. However, the small body of Canadian research on co-worker harassment arbitrations has not focused on the workplace rights of women.…”

Section: Previous Studies Of Co-worker Sexual Harassment Arbitrationsmentioning

confidence: 99%

“…The literature on sexual harassment arbitrations is limited, and there is even less on co-worker harassment. Union tension in co-worker sexual harassment cases in American arbitrations was noted by Cohen and Cohen (1994), Crain (1995), Hodges (2006), Marmo (1980), andO'Melveny (2001). A data set of co-worker sexual harassment arbitrations was analyzed by Marmo (1980), Cohen and Cohen (1994), and Lucero, Middleton, and Valentine (2004).…”

Section: Previous Studies Of Co-worker Sexual Harassment Arbitrationsmentioning

confidence: 99%

“…Union tension in co-worker sexual harassment cases in American arbitrations was noted by Cohen and Cohen (1994), Crain (1995), Hodges (2006), Marmo (1980), andO'Melveny (2001). A data set of co-worker sexual harassment arbitrations was analyzed by Marmo (1980), Cohen and Cohen (1994), and Lucero, Middleton, and Valentine (2004). Marmo (1980) noted consensus among arbitrators that sexual harassment involving physical contact deserved dismissal, whereas penalties varied in other cases.…”

Section: Previous Studies Of Co-worker Sexual Harassment Arbitrationsmentioning

confidence: 99%

See 2 more Smart Citations

Labour Arbitration of Co‐Worker Sexual Harassment Cases in Canada

Hart

2012

Can J Adm Sci

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Women have the right to a workplace free from sexual harassment under Canadian provincial and federal human rights legislation. Canadian labour laws incorporate the right to a grievance procedure including binding arbitration where arbitrators must interpret and apply human rights legislation. This paper analyzes co‐worker sexual harassment cases in order to assess how well arbitrations protect the right of unionized women to a harassment free workplace. Results indicate that women complainants were often subjected to aggressive gendered cross‐examinations and the application of gendered jurisprudence that largely ignored the impact of gendered power relations in the workplace. The conclusion is that women's experiences in arbitrations are likely a deterrent to filing formal complaints, effectively undermining rather than protecting their rights. Copyright © 2012 ASAC. Published by John Wiley & Sons, Ltd.

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Constructive responses to sexual harassment in the workplace

Waxman¹

1994

Employ Respons Rights J

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Defending your life: When women complain about sexual harassment

Cited by 7 publications

References 5 publications

Real Versus Imagined Gender Harassment

Real Versus Imagined Gender Harassment

Labour Arbitration of Co‐Worker Sexual Harassment Cases in Canada

Constructive responses to sexual harassment in the workplace

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