Acoso laboral por género: una revisión de los factores asociados

Knowledge about the prevalence of sexual and gender-based harassment is hampered by disagreements about definitions and measurement methods. The two most common measurement methods are the self-labelling (a single question about exposure to sexual harassment) and the behavioural list method (an inventory of sexually harassing behaviours). The aim of this paper was to compare the self-labelling and the behavioural list methods for measuring sexual harassment and assess the association with depressive symptoms. The study is based on a convenience sample of 1686 individuals employed in 29 workplaces in Denmark. Survey data were collected from November 2020 until June 2021 and there were 1000 participants with full data on key variables. We used a linear mixed-effects model to examine the relationship between sexual harassment and depressive symptoms. In total, 2.5% self-labelled as being sexually harassed, while 19.0% reported exposure to at least one type of sexual and gender-based harassment using the behavioural list method. Both groups reported higher levels of depressive symptoms compared with non-exposed employees. The most common types of behaviours were: that someone spoke derogatorily about women/men (11.6%); being belittled because of one's gender or sexuality (4.7%); and unwanted comments about one's body, clothes or lifestyle (4.5%). The behavioural list method yielded a higher prevalence of sexual and gender-based harassment compared with the self-labelling method. Self-labelling and reporting at least one type of sexual and gender-based harassment was associated with depressive symptoms.

Sexual harassment and gender-based harassment are common in medicine; however, there is little in the literature regarding men's experience with gender-based and sexual harassment. The objective of this study was to better understand the experience men have with sexual and gender-based harassment in medicine. We developed and piloted an interview guide based on a review of the literature and conducted semi-structured interviews of male physicians, from trainees to attendings, at a tertiary care facility. Participants were recruited via email between April and August of 2019. These interviews were transcribed verbatim and, using an iterative coding approach based in grounded theory, were coded and analyzed for themes. We conducted a total of 16 interviews. Five major themes were identified: (1) personal experiences of harassment, (2) witnessed harassment, (3) characterization of harassment, (4) impact of harassment, and (5) strategies for responding to harassment. The men reported experiences with sexual and gender-based harassment but were hesitant to define these encounters as such. They had minimal emotional distress from these encounters but worried about their professional reputation and lacked training for how to respond to these encounters. Many had also witnessed their female colleagues being harassed by both male patients and colleagues but did not respond to or stop the harassment when it originated from a colleague. We found that men experience sexual harassment differently from women. Most notably, men report less emotional distress from these encounters and often do not define these events as harassment. However, similar to women, men feel unprepared to respond to episodes of harassment against themselves or others. Whether to deter sexual harassment against themselves, or, more commonly, against a female colleague, men can gain the tools to speak up and be part of the solution to sexual harassment in medicine.

Sexual harassment in workplace is a reflection of unequal power relationship among genders and should not be seen as isolated cases emanating from psychological or criminal roots. The practice of sexual harassment in the workplace occurs in occupations and industries which turns working environment for women into stressful, damaging, and hostile and make it difficult for them to achieve their rightful place in employment. Sexual harassment in the workplace is the most frequent form of gender-based violence occurring in Pakistani society characterized by patriarchy and gender segregation. When women attempt to join workforce and take economic responsibilities of family in opposite to predominating social norms, they have to suffer from sexual harassment. This speaks not just to the structure of the work place, but the entrenched culture of female objectification, which quite often paints women as mere recipients for male desire – views that are reproduced and perpetuated in a work place. This study is an endeavor to spot the causes of sexual harassment in the workplace in Pakistan; and what are the underlying factors which lead to under-reporting of the incidences of sexual harassment in the workplace. This study asserts that the patriarchal values prevailing in Pakistani society breed sexual harassment in the workplace also preclude victims to report the incidence by not giving them appropriate moral, cultural and legal support. This study argues that in an environment like Pakistan where rule of law is not prevalent in entire society so just having policies and awareness regarding these policies could not be a valid and significant element for lowering the sexual harassment experience in the workplace. Sexual Harassment in the workplace reflects the unequal power relationships between genders in patriarchy society of Pakistan and cannot be combated until patriarchal mindsets are changed which can be achieved only by transforming the existing patriarchal society itself that is producing such mindsets.

Following the #MeToo movement and a Facebook campaign known as #Nödvärn (selfdefense), sexual and gender-based harassment in the context of Swedish police work has received increased attention. This study aimed to investigate the occurrence of sexual and gender-based harassment, the common types of harassment, and the organizational factors that officers perceive to be enabling the occurrence of such harassment. The current study employed a mixed methods explanatory sequential design. The quantitative phase involved 151 police officers to assess the prevalence and the more common types of sexual and gender-based harassment. The qualitative study, with a focus group and 12 individual interviews with police officers, aimed to explain the quantitative findings and explore how officers perceived such harassment and the enabling organizational factors in police work. The results showed that female officers reported significantly higher gender-based harassment than male officers. However, there was no significant gender difference in sexual harassment, and male officers also reported a high occurrence of sexual harassment from their colleagues and supervisors, who were mainly men. Verbal sexual harassment was reported as the more common type of harassment. The findings showed a prevailing toxic jargon among officers in the police work environment. Moreover, they stated a degree of silence against such harassment that makes identifying and addressing the problem complicated. Furthermore, there is a lack of skills and competence among police managers regarding handling such harassment. The findings underscore the need for ongoing organizational efforts to tackle cultural and managerial issues within the police organization.

EDITORS' NOTE: Howz serious and widespread a problem is sexual harassment in our universities? What means will effectively diminish its incidence without violating the rights of individuals? Each of thefollowing essays answers one of these two questions. In the first, Bernice Lott, Mary Ellen Reilly, and Dale Howard describe the results of a 1979 survey that examined a sample of the entire University of Rhode Island population. Its purpose was to determine how many of the respondents in the sample group had personal knowledge of or had experienced any form of sexual assault, intimidation, or insult; how they had responded to assault; and their beliefs about harassment in general. In the second essay, Judith Berman Brandenburg delineates a response to the problem worked out at Yale University: the establishment of a grievance procedure administered through a specially selected board. The process of this honest search for answers uncovers other questions: Do we have a definition of sexual harassment upon which most people will agree? Is power thefactor that transforms what may be cajolery into harassment? If so, power in what forms? Do these forms make the problem invulnerable to any solution? With these essays we open a dialogue on such questions. We invite your letters in response, in the hope that through the exchange we canfurther advance feminist efforts to analyze-and to overcome-this pernicious form of sexual injustice.

Sexual and gender-based harassment is a work environment concern, especially in hierarchical and male-dominant organisations such as the police. This scoping review aims to examine the existing literature on such harassment against police employees in Europe to identify the available knowledge and highlight the gaps for future studies. Following the Arksey and O’Malley framework, 16 relevant articles were analysed. Most of the studies were focused on sexual harassment, and gender-based harassment was mostly absent or mixed with other discriminations. The analysis resulted in six main themes: existence of sexual and gender-based harassment; perpetrators; associated factors; consequences; individual response; and impact of organisational policies. The findings demonstrate that such harassment remains prevalent among police employees, emphasising the need for continuous and rigorous supervision, evaluation, and comprehensive revision of policies by police authorities. This study recommends further research to address the identified gaps in this field. PRACTICE IMPACT STATEMENT The findings presented in this article have the potential to significantly advance the field of police research in Europe by providing a comprehensive map of existing knowledge and identifying important gaps within this research domain. Moreover, the study facilitates the application of more accurate and comprehensive methodologies. Additionally, the outcomes of this research can directly benefit police authorities by offering insights to enhance organizational culture and the work environment for police employees.

The workers in South Asia sexually harassed by the co-workers and by the employers. Both men and women can be sexually harassed in workplace in South Asia. The national laws of the South Asian Countries prohibits sexual harassment in the workplace. The International Labour Organization also addressed the sexual harassment issue and it addressed the sexual harassment as a prohibited form of sex discrimination. In the workplace, individuals who face sexual harassment can find themselves under pressure to grant sexual favours in return for keeping their job or advancing their career. ILO Considers the sexual harassment as a violation of fundamental rights of the workers. Sexual harassment is believed to be widespread in workplaces in the formal and informal sector. This paper will discuss the concept and types of sexual harassment in workplace and this paper will also discuss the reasons, effects and preventive measures of sexual harassment in workplace in South Asia.

This article examines the workplace discrimination and harassment experiences of professional quantity surveyors in South Africa and explores the relationship between harassment, discrimination and perceived workplace stress. An online survey is administered and 177 responses (12.2% of the target population) received. Descriptive and inferential statistics are used to analyse the response data. A minority of respondent quantity surveyors claim to experience workplace harassment and discrimination on gender and ethnic grounds. Respondents also indicate that they feel underpaid and that their ethnicity adversely affects their job security. The article reports on sexual harassment and gender-based harassment and discrimination. Harassment and discrimination are found to correlate with higher perceived levels of workplace stress. Strategies designed to address and counter harassment and discrimination in quantity-surveying practices should be implemented or reinforced as part of broader stress management programmes. Employers have a major role to play in this, but professional associations should also take part. Previous research into work stress focused on the experiences of workers in developed countries. This research provides insight into the problem of workplace harassment and discrimination in the unique context of post-apartheid South Africa. It supports the link between harassment and discrimination and perceived levels of personal stress in this context.

The study investigated experiences of different types of work-related gender-based harassment (GBH), specifically sexual and gender harassment, as risk factors for alcohol-related morbidity and mortality (ARMM). Information about experiences of (i) sexual harassment (SH-I) and (ii) gender harassment (GH-I) from inside the organization and (iii) sexual harassment from a person external to the organization (SH-E) were obtained from the Swedish Work Environment Survey 1995-2013, a biannual cross-sectional survey, administered to a representative sample of the Swedish working population. The survey responses from 86 033 individuals were connected to multiple registers containing information about alcohol-related diagnoses, treatment, or cause of death. Cox proportional hazard models were fitted to assess hazard ratios (HR) of incident ARMM during a mean follow-up of eight (SH-I and GH-I) and ten (SH-E) years. A higher prospective risk estimate of ARMM was found among participants who reported experiences of SH-E [HR 2.01, 95% confidence interval (CI) 1.61-2.52], GH-I (HR 1.33, CI 1.03-1.70), or SH-I (HR 2.37, CI 1.42-3.00). Additional analyses, distinguishing one-time from reoccurring harassment experiences, indicated a dose-response relationship for all three harassment types. Gender did not modify the associations. Under the assumption of causality, 9.3% (95% CI 5.4-13.1) of the risk of ARMM among Swedish women and 2.1% (95% CI 0.6-3.6) among Swedish men would be attributable to any of the three types of GBH included in this study. Experiences of GBH in the work context may be a highly relevant factor in the etiology of ARMM.

Medicolegal Sidebar: Avoiding Gender-based Inequities During Orthopaedic Training.

Sexual harassment is an old problem but a new issue. I As an employment issue it concerns both men and women as well as supervisors and subordinates. Also, sexual harassment results in economic losses for the organization and affected employees.2 Both the prevalence and costs of sexual harassment in the public workplace have been well documented.3 Similarly, based on Equal Employment Opportunity Commission (EEOC) rulings4 and case law,5 other studies have attempted to provide public administrators with guidelines to address and manage the problem. In brief, most studies agree on two guidelines.6 The first step required to address the issue is to develop a clearly articulated, general policy prohibiting sexual harassment in the workplace. Second, in order to manage the problem, employees should be sensitized to sexual harassment through training programs and information seminars. With the exception of a few case studies7 and anecdotal evidence,8 little is known about how state governments, the single largest employer in most states,9 have responded to sexual harassment. The purpose of this research note is to provide a brief, albeit, comprehensive up-to-date analysis of state governments' sexual harassment policy initiatives.

At present, sexual harassment in domestic workplace has a high probability of occurrence, which causes more and more attention. In this paper, the form of sexual harassment in workplace, and how to solve the sexual harassment were investigated and analyzed through questionnaires; and countermeasures and management suggestions were put forward from three aspects of corporate, employees and family.

This study employed a questionnaire survey method to examine the characteristics of sexual harassment experiences and the dynamics of attitudes toward sexual harassment among male and female workers in Taipei. An occupationally representative sample of male and female workers was recruited to participate in the survey. The study found that 1 in 4 workers in Taipei experienced some sort of sexual harassment in the workplace: 36% (n = 493) of the surveyed women and 13% (n = 415) of the surveyed men reported experiencing workplace sexual harassment. The most frequently reported type of sexual harassment is unwanted sexual jokes/comments, followed by unwanted deliberate body contact, and unwanted requests/pressure for a date. The major source of sexual harassment came from coworkers of the opposite sex; the majority of the alleged victims attributed the sexual harassment incident to insensitivity of the initiator. The study considers three explanations of sexual harassment among Chinese workers: the victimblame/trivialization model, the natural/biological explanation, and the power/manipulation model. The study found no consistent relationship between the self-rated attitudes toward sexual harassment and the self-reported experiences of sexual harassment.

Sexual harassment is a pervasive and costly problem in the workplace. Various researchers are pursuing issues associated with occupational self‐analysis as a step toward understanding and eliminating sexual harassment. Individuals most likely to be sexually harassed are young, unmarried females—a description that coincides with a description of clothing and textiles students in that most share similar characteristics. This study was designed to clarify the nature and extent of sexual harassment in the fashion retail workplace from the perspective of a group of clothing and textiles students. The study used the Sexual Experiences Questionnaire (SEQ2) and the U.S. Merit Systems Protection Board Survey, both designed to measure sexual harassment in the workplace. Data were collected in university classroom settings from students enrolled in clothing and textiles classes during spring semester, 1992 (N = 132). Although 97 students had experienced sexually harassing behaviors, only 41 labeled the behaviors as sexual harassment. The most frequently reported situations involved gender harassment and seductive behavior. Such behaviors constitute “condition of work” harassment and create an offensive work environment. Methods of coping with the behavior were to ignore it, avoid the perpetrator, or ask the person to stop. No respondent had filed formal complaint, grievance, or lawsuit. Based on the results of this study, it is recommended that students receive training on all aspects of sexual harassment so that they will be prepared to recognize and cope with it if it occurs.

Sexual harassment in the workplace is one of the many difficulties that employees face. It negatively affects people of both genders, though prominently females. This study will work towards extending on existing studies by taking into consideration both the male and female employees and delve into understanding the affects sexual harassment in the workplace has on their mental health and working performance of those affected. In addition, the study aims to further our understanding of the various forms of sexual harassment that occur in the workplace, and to explore both the factors that may lead to its increased occurrence and measures that could help prevent it from occurring. For this purpose, a study of literature review will be carried out. The study will provide an understanding of how sexual harassment in workplace impacts both physical and mental health of employees, and preventive measures against it. Hence, it may help in attaining knowledge that may help develop the programs against workplace sexual harassment.It believe and hope that by increasing the knowledge in this field of study would contribute towards increased awareness and development of programs that could help against workplace related sexual harassment.