Gendered Constructions of Power During Discourse About Sexual Harassment: Negotiating Competing Meanings

Dougherty, Debbie S.

doi:10.1007/s11199-006-9012-4

Cited by 40 publications

(30 citation statements)

References 24 publications

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“…This bystander apathy is likely to be influenced by external factors, such as social, cultural and religious variables, as well as the internal organizational culture. This again demonstrates the complex nature of racialized sexual harassment (Dougherty 2006) and highlights that taking a generic approach to the issue of sexual harassment in the workplace is naïve and potentially dangerous. It even means that a generic approach to racialized sexual harassment between organizations may be inappropriate, depending on the composition of the workforce and local communities.…”

Section: Discussionmentioning

confidence: 93%

“…In light of this, the theoretical perspective of sexual harassment being one of men exerting their power over women may be too simplistic when examining racialized sexual harassment. There may be many power issues at play which are complex and multilayered; therefore a direct link between power and sexual harassment cannot be assumed (Dougherty 2006).…”

Section: Introductionmentioning

confidence: 99%

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A Model of Racialized Sexual Harassment of Women in the UK Workplace

et al. 2009

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This paper examines Black Asian and Minority Ethnic (BAME) women's experiences of sexual harassment in the UK workplace from the perspective of frequency and types of sexual harassment and characteristics of the harasser; ethnic and cultural influences; power, fear of reprisals, and reporting behavior. Using a snowballing technique, in depth interviews with 17 BAME women who had experienced or witnessed BAME sexual harassment reported that they were frequently sexually harassed by men from the same ethnic background. The fear of job loss, reprisals from male family members and negative organizational consequences resulted in over three quarters of the women not reporting incidents. Key questions regarding the factors and influences that are inherent in racialized sexual harassment are integrated into a model.Keywords Sexual harassment . Black women . Asian women . Minority ethnic women . Racialized sexual harassment . Women of color

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Section: Discussionmentioning

confidence: 93%

Section: Introductionmentioning

confidence: 99%

A Model of Racialized Sexual Harassment of Women in the UK Workplace

et al. 2009

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“…Some ethnomusicological studies have used similar techniques to explore how musicians understand their experiences of playing music (Monson 1996;Berger 1999). Playback of videos of informants' activities have been used to investigate the thoughts underlying value judgments about sexual harassment (Dougherty 2006), managerial practices (Burgoyne and Hodgson 1984), 1 or perceptions and strategies during acrobatics (Hauw and Durand 2008). Other ethnographers have played videotape or used photographs produced by informants to elicit descriptions from informants of their understandings of the reasoning (or lack of reasoning) that lies behind their actions (Natasi 1999;Liben and Szechter 2002).…”

Section: Related Researchmentioning

confidence: 99%

Stimulated Recall Interviews in Ethnography

2010

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This article describes the use of stimulated recall interviews as a technique for investigating how people approach interactions in a number of different situations. In general, the technique I describe involves interviewing individuals by playing them audio or audiovisual recordings of their own behavior in social situations and discussing different aspects of those recorded interactions. Doing so can help us to understand what signals interactants understand as important, what signals they try to convey to others, and how they choose from various options to act upon the information they receive in interactions. Using the example of jazz jam sessions, I ask why it is that interactions can sometimes go smoothly and uneventfully, or sometimes break down completely. The stimulated recall interviews provide a valuable tool in helping the ethnographer to answer these kinds of questions.Keywords Ethnographic methods . Interviewing . Interaction . Jazz This article describes the use of stimulated recall interviews (SRI) as a technique for investigating how people coordinate their interactions in a number of different situations. In general, the technique I describe involves interviewing individuals while playing them audio or audiovisual recordings of their own behavior in social situations. Through participant-observation, ethnographers are able to gain unique insights into why people choose to act in certain ways in various situations. Traditional interviews and even autoethnographic techniques can help us to gain further understanding of the motivations and strategies underlying interactions and practices. But the ethnographer may be somewhat frustrated by the problems of memory and perspective inherent in these techniques. Motivations and rationales that informants describe retrospectively may not conform to those that they actually held in the moment of the experience. The technique of SRI brings informants a step closer to the moments in which they actually produce action. It gives

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“…Hence, whilst organizations may introduce specific policies and practices this does not guarantee consensual meanings. Indeed, studies reveal lack of consensus, particularly along gender lines (Dougherty, 2006;Goldberg, 2007). Such dissensus is partly attributable to shifts in discourse and meanings over time.…”

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confidence: 99%

Reclaiming authentic selves: Control, resistive humour and identity work in the office

Westwood¹,

Johnston

2011

Organization

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This article analyses a study that reveals employees using humour to resist an organization’s normative control attempts via a ‘workplace justice’ program. In an interesting ‘doubling’, the program used excerpts from the television comedy The Office which were intended to provide clear examples of inappropriate workplace behaviour and foster consensual understanding. However, The Office can be read as a parody of the performativity of management, gender and political correctness, a reading that problematizes the organizational purposes and one exploited by employees to construct alternate interpretations. Analysis focuses on a number of intersecting areas centring on identity work and humour. Firstly, resistance to normative control and its presumed intrusions, with resistance manifest in the form of humour. Related to this are employee perceptions that the organization required the mere performance of ‘appropriate behaviour’ in conformance with politically correct, managerially fashionable and legalistically expedient expectations. This raises questions about performance, identity and authenticity. Secondly, identity work takes place within power, but operates through a series of plateaux: actions may act resistively in relation to a managerial/hierarchical plateau whilst at the same time acting to reproduce forms of heteronormative masculinity in a different, gender power plateau. Thirdly, the article examines the role of humour in the complexities of identity work and in relation to different frameworks of power. It further theorizes and illustrates the ambiguities of humour and its double-edged capacity to contribute to the maintenance of the status quo and the performance of power as well as its resistive and subversive potential.

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Gendered Constructions of Power During Discourse About Sexual Harassment: Negotiating Competing Meanings

Cited by 40 publications

References 24 publications

A Model of Racialized Sexual Harassment of Women in the UK Workplace

A Model of Racialized Sexual Harassment of Women in the UK Workplace

Stimulated Recall Interviews in Ethnography

Reclaiming authentic selves: Control, resistive humour and identity work in the office

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