Sexual harassment of women professors by students: Exploring the dynamics of power, authority, and gender in a university setting

Grauerholz, Elizabeth

doi:10.1007/bf00289809

Cited by 102 publications

(67 citation statements)

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“…When a random sample survey of a division of California state workers were asked what they would do if they were harassed, most said they would tell the harasser to stop (Dunwoody-Miller & Gutek, 1985). However, actual victims rarely asked the harasser to stop (Gutek, 1985;Grauerholz, 1990). Their organizational position vis-/t-vis the harasser usually makes them feel uncomfortable telling the person to stop because they are powerless to enforce their demands and may suffer retaliation for their complaints (Crull, 1982;Dunwoody-Miller & Gutek, 1985;Schneider, 1984).…”

Section: Victims Of Harassment: Rights and Responsibilitiesmentioning

confidence: 96%

Sexual harassment: Rights and responsibilities

Gutek

1993

Employ Respons Rights J

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This article briefly reviews the development of a philosophy about sexual harassment at work and legal protection for victims of harassment. It then focuses on the rights and responsibilities of three groups affected by sexual harassment: the target of harassment, the alleged harasser, and the employing organization. A discussion follows regarding the current status of the rights and responsibilities of the relevant parties as well as opportunities for abuse of rights and abnegation of responsibilities.KEY WORDS: sexual harassment; rights of victims of sexual harassment; legal rights and responsibilities.

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Section: Victims Of Harassment: Rights and Responsibilitiesmentioning

confidence: 96%

Sexual harassment: Rights and responsibilities

Gutek

1993

Employ Respons Rights J

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“…This decreased perception of ICSB as sexual harassment may be due to the contra-power nature of such behaviour (Grauerholz, 1989;McComas et al, 1993). The principles of attribution theory have been applied to sexual harassment research to explain why some individuals perceive particular behaviours as sexual harassment whereas others do not.…”

Section: Discussionmentioning

confidence: 99%

“…Generally, most occupational therapists seem to have attributed the cause of ICSB as external to the client, to have perceived such behaviours as unintentional, or non-hostile, and unlikely to recur. Perception of intent particularly has been found to be a significant factor affecting the likelihood of labelling sexual behaviours as sexual harassment, in incidents of contra-power sexual harassment (Grauerholz, 1989).…”

Section: Discussionmentioning

confidence: 99%

Inappropriate client sexual behaviour in occupational therapy

Schneider

Weerakoon

Heard

1999

Occupation Therapy Intl

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“…Although these responses appear to be effective in ending the behavior, they are used infrequently by targets of sexual harassment (Grauerholz 1989;Gruber 1989;Knapp et al 1997;USMSPB 1981USMSPB , 1988USMSPB , 1995, generally out of fear of retaliation or a propensity to avoid conflict (Gadlin 1991;Lach and Gwartney-Gibbs 1993). In addition, these more assertive responses are associated with greater emotional distress, another explanation for the lack of initiator-focused responses (Livingston 1982).…”

Section: What Do Targets Of Sexual Harassment Do When They Are Harassmentioning

confidence: 99%

Sexual Harassment and the Real North Country: Revelations of an Expert Witness

Knapp

2015

Employ Respons Rights J

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In the film North Country, Academy-Award-winning-actress Charlize Theron portrays Josey Aimes, one of many female miners in Eveleth, Minnesota subjected to a wide range of injurious and abusive sexual behaviors by male coworkers. Moreover, the behaviors were tacitly condoned by company management. The women portrayed in the film became part of the first successful class action suit brought against an employer because of sexual harassment (Jenson vs. Eveleth Taconite Company 1991).Since Jensen, many U.S. organizations and managers have traveled great philosophical distances and have acquired the ethical and intellectual heft to avoid the type of rampant behaviors that caused Eveleth Mines (located in Eveleth, Minnesota, U.S.) to lose the lawsuit. Unfortunately, we may not have traveled as far as we think. As an expert witness in the area of sexual harassment, I continue to be flummoxed and amazed each time I am faced with reports, depositions, and testimony concerning the actions of employees in organizations today. According to the combined data of the U.S. Equal Employment Opportunity Commission (EEOC) and Fair Employment Practices agencies (FEPAs), in 2011 approximately 11,364 sexual harassment complaints were filed resulting in $53.2 million in monetary benefits paid to complainants by offending organizations (EEOC 2015a). From 2010 to 2014, the EEOC alone received 37,442 SH complaints with $208.9 million in monetary benefits paid to complainants (these values do not include monies obtained through litigation (EEOC 2015b)). Even in our post-modern, sophisticated, well-trained, and well-educated world, individuals, groups, and organizations continue to astonish and disturb us with reports of undesirable sexual behavior.Why does sexual harassment continue to afflict organizations and individuals with such persistence? We are all aware of the risks-both personal and professional-of engaging in behavior that benefits no one and in fact, can injure others. Why does it continue? Is it that we make mistakes in selecting individuals into our organizations and then promoting them into positions of power? Is it an organizational problem? Is it primarily a gender-based issue? I

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Sexual harassment of women professors by students: Exploring the dynamics of power, authority, and gender in a university setting

Cited by 102 publications

References 10 publications

Sexual harassment: Rights and responsibilities

Sexual harassment: Rights and responsibilities

Inappropriate client sexual behaviour in occupational therapy

Sexual Harassment and the Real North Country: Revelations of an Expert Witness

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