Sexual Harassment as [Dys]Functional Process: A Feminist Standpoint Analysis

Dougherty, Debbie S.

doi:10.1080/00909880128116

Cited by 53 publications

(55 citation statements)

References 32 publications

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“…Racialized role spill over may be more appropriate when looking at BAME women, as this takes greater account of both sexual and racial power differentials and allows for a greater influence from such factors as ethnic background, culture, and religion. It also integrates the theory of hegemonic masculinity in recognising the multilayered nature of power based sexual harassment in the workplace (Dougherty 2001;Robinson 2005); as hegemonic masculinity does not seem sufficient in itself to explain the experiences of BAME women (Hunt et al 2007). The antecedents of racialized sex role spill over will vary depending on the ethnic background of the harasser in relation to the victim; although it does appear from the findings of our study that racialized sex role spill occurs equally between and within ethnic groups (see Fig.…”

Section: Discussionmentioning

confidence: 97%

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: 97%

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

et al. 2009

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“…Bowes-Sperry and Powell (1999) found that observers of sexual harassment who worked in a highly sexualized environment were more likely to report the behavior than those who did not work in a sexualized environment. Further supporting the notion that sexual harassment is related to organizational culture, Dougherty (2001b) contends that sexual harassment is constructed by all members of an organization, not just those involved in a harassing situation. According to Zak (1994), managing sexual harassment becomes even more complex and difficult as a workplace culture becomes increasingly diverse.…”

Section: Sensemaking and Organizational Cultures Of Sexual Harassmentmentioning

confidence: 93%

Sensemaking, organizational culture, and sexual harassment

Dougherty¹,

Smythe²

2004

Journal of Applied Communication Research

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While EEOC guidelines for managing sexual harassment prescribe a strong sexual harassment policy and aggressive remedial action following complaints, a communication approach suggests a need for a more complex understanding of sexual harassment as diffused throughout an organizational culture. The present case study uses a sensemaking approach to explore the response of members of an academic department to an alumnus donor's serial sexual harassment of three of its members. Sensemaking proceeded through three phases: the phase of discovery, the debriefing phase, and the dispersal phase. Insights into the role of humor, white men, shared experiences, and responding to sexual harassment are discussed.

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“…This method (sharing results with participants and asking for feedback on how the results do or do not reflect the participants' perceptions) is an accepted source of validity checking in phenomenological work (Bronfenbrenner 1976) and is frequently used in qualitative studies (e.g., Bergen et al 2007;Dougherty and Drumheller 2006;Toller 2008). Member checking can range from presenting findings to one or two participants (Dougherty 2001), to a percentage (Toller 2008), to each participant.…”

Section: Verificationmentioning

confidence: 99%

The Female Breadwinner: Phenomenological Experience and Gendered Identity in Work/Family Spaces

Meisenbach

2009

Sex Roles

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Although female breadwinners (FBWs) are increasingly common in industrialized society and challenge traditional western gender norms, little research has focused specifically on the experiences of FBWs. These experiences impact individual, family, and organizational decision making. Thus, this project uses a phenomenological method to explore the experiences and gendered identity negotiations of 15 FBWs from the eastern and midwestern U.S. who were recruited via electronic message boards and personal contacts. The study asks how these women experience the phenomenon of being the breadwinner, seeking common elements. Results indicate six essential elements of FBWs' experiences: (a) having control, (b) valuing independence, (c) feeling pressure and worry, (d) valuing partner's contributions, (e) feeling guilt and resentment, and (f) valuing career progress.

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Sexual Harassment as [Dys]Functional Process: A Feminist Standpoint Analysis

Cited by 53 publications

References 32 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

Sensemaking, organizational culture, and sexual harassment

The Female Breadwinner: Phenomenological Experience and Gendered Identity in Work/Family Spaces

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