Gender Harassment Research Articles

#MeToo, Covid-19 and the new workplace: re-examining institutional discrimination's impact on workplace harassment of expatriates following two exogenous shocks

PurposeReplication is essential to science for the purpose of (1) updating previously accepted knowledge and (2) testing the boundary conditions of this knowledge. Although Bader et al.’s (2018) impactful paper on gender harassment experienced by expatriates was only published five years ago, there have been two relevant exogenous shocks to the environment since they collected their data, making this study an excellent target for replication.Design/methodology/approachThree-hundred ninety-one expatriates who were currently working in 79 different countries completed an electronic survey that included scales for gender harassment, ethnicity harassment, general stress, frustration and job satisfaction. Data were analyzed using partial least-squares structural equation modeling (PLS-SEM) in Stata17.FindingsConsistent with prior research, gender had a significant relationship with workplace gender harassment (ß = 0.228, p < 0.001) such that males experienced lower levels of harassment than other expatriates. The relationship between race/ethnicity and experiences of ethnicity harassment was dependent upon model specification. Workplace harassment had a negative relationship with job satisfaction (gender harassment, ß = −0.114, p = 0.030; ethnicity harassment; ß = −0.146, p = 0.002) and a positive relationship with frustration (gender harassment, ß = 0.231, p < 0.001; ethnicity harassment, ß = 0.213, p < 0.001).Originality/valueUsing a larger, more diverse sample than that used in prior research, the authors were able to test the generalizability of accepted knowledge. While the authors replicated many findings identified in prior research, they failed to replicate the effects pertaining to the relationship between macro-level variables and experiences of harassment. Given that macro-level variables play a key role in status construction theory (SCT), this research raises important questions for future work.

Black women academics in the United States of America and South Africa deploying principles of Feminist Decoloniality as Care (FEMDAC) to confront experiences with microaggressions

abstract While several studies detail the experiences of university students with racial and gender harassment, bullying, and microaggressions, few explore these phenomena among Black women faculty members in higher education transnationally. This article makes a novel contribution by examining Black women’s agentic responses to marginalising experiences in higher education. Black women’s extraordinary efforts to succeed in westernised universities built on the subjugation of and from the labour of their ancestors, awareness-raising about their negative experiences, and strategies to change colleagues’ behaviours defy ‘business as usual’ in higher education. Neoliberalism, Gender and Curriculum Transformation in Higher Education is a multi-site project led by Professor Relebohile Moletsane (Moletsane & Mabokela 2019), who partners with Black women to support their academic and scholarly success. This article reviews results of a survey administered to participants to document their experiences and explore the interventions designed by Moletsane’s Feminist Decoloniality as Care (FEMDAC) investigators at universities in South Africa and America. This article describes four ways in which researchers effectively operationalise feminist decoloniality as care, by: 1) truth-telling about the impact of neoliberal institutions on the daily lives of Black women academics; 2) locating the source of academic woundedness not solely in the individual behaviours of bad actors but in systemic oppression; 3) creating opportunities for women to see the similarities in their experiences transnationally and to recognise ways in which institutional structures marginalise them; and 4) mutual support, a team mentoring approach, and reproducing Black excellence.

MP57-09 SELF-REPORTED HEALTH CARE CLINICIAN EXPERIENCES WITH PATIENT-PERPETRATED SEXUAL HARASSMENT IN UROLOGY AND OBGYN: A SINGLE CENTER COHORT STUDY

You have accessJournal of UrologyCME1 Apr 2023MP57-09 SELF-REPORTED HEALTH CARE CLINICIAN EXPERIENCES WITH PATIENT-PERPETRATED SEXUAL HARASSMENT IN UROLOGY AND OBGYN: A SINGLE CENTER COHORT STUDY Catherine S. Nam, Priyanka Gupta, Daphna Stroumsa, Kaitlyn M Byrd, Kathleen Lee, Anne P. Cameron, and Elizabeth M. Viglianti Catherine S. NamCatherine S. Nam More articles by this author , Priyanka GuptaPriyanka Gupta More articles by this author , Daphna StroumsaDaphna Stroumsa More articles by this author , Kaitlyn M ByrdKaitlyn M Byrd More articles by this author , Kathleen LeeKathleen Lee More articles by this author , Anne P. CameronAnne P. Cameron More articles by this author , and Elizabeth M. VigliantiElizabeth M. Viglianti More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000003310.09AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Patient-perpetrated sexual harassment contributes to physician burnout and work dissatisfaction. The focus of urologists and obstetricians-gynecologists (ObGyns) make them particularly vulnerable to patient-perpetrated sexual harassment. We evaluated urologists’ and ObGyns’ experience of patient-perpetrated sexual harassment and their knowledge of how to formally report these events. METHODS: A multiple-choice anonymous online survey administered to clinicians in Departments of Urology and ObGyn at a single institution from 9/29/22 - 10/21/22 asked clinicians if they had experienced patient-perpetrated sexual harassment (e.g. gender harassment, unwanted sexual attention, and sexual coercion) as defined by the National Academies of Science, Engineering, and Medicine. Clinicians were then asked about their knowledge and intent to report. We conducted descriptive analysis by clinician sex, department, and form of sexual harassment experienced and knowledge of reporting using STATA software 15.1. RESULTS: Of 272 surveyed,129 completed the study (Urology: 65%, N:55/85; ObGyn: 40%, N:74/187). Participants were predominately white (Urology: 68%, N:36; ObGyn: 85%, N:63) and female (Urology:60%, N:32, ObGyns:88%, N:65). Gender harassment was the common form of sexual harassment reported (51%; Urology [male 38%, female 81%]: ObGYN: [male 67%, female 35%) as compared to unwanted sexual attention (32%; Urology [male 24%, female 69%]; ObGyn [male 44%, female 14%] and sexual coercion (3.9%; Urology [male 0%, female 15.6%]; ObGyn [male and female 0%]. Notably, only 33% (N:39) of the participants disclosed knowing how to report sexual harassment and of these, 74% (N:29) reported that they would report it. CONCLUSIONS: Patient-perpetrated sexual harassment is common and gender harassment is the most common form. Notably, gender discordance between clinician and patient may contribute to increased experiences with gender harassment. These findings have direct policy implications at the hospital and specialty level. There is a need for mechanisms to identify those at risk, protect providers from harassment, and ensure access to safe reporting. These actions are essential to creating a more equitable and inclusive workforce pipeline. Source of Funding: N/a © 2023 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 209Issue Supplement 4April 2023Page: e787 Advertisement Copyright & Permissions© 2023 by American Urological Association Education and Research, Inc.MetricsAuthor Information Catherine S. Nam More articles by this author Priyanka Gupta More articles by this author Daphna Stroumsa More articles by this author Kaitlyn M Byrd More articles by this author Kathleen Lee More articles by this author Anne P. Cameron More articles by this author Elizabeth M. Viglianti More articles by this author Expand All Advertisement PDF downloadLoading ...

Gender and Cyber Communication: A Systematic Literature Review of Challenges Faced by Women in Pakistan

Cyber communication and gender issues have been subjects of sociolinguistic discussions among researchers in recent years. Online gender harassment has become a common phenomenon in the internet era. This harassment is aggravated when sufferers face more persecution due to delay, denial, and in some cases, unavailability of justice from the country's criminal justice system. Though third-world countries have categorized laws dealing with cyber-harassment to deal with cyber- criminals, the same system paves the way for secondary persecution. Past studies show that law enforcement agencies trivializing problems further victimizes the victim. This study is an endeavour to answer the following questions. What kind of cyber threats do Pakistani women face? Why has a country's judicial system failed to control cyber-harassment cases? What steps are required to deal with cyber-harassment? For this purpose, the data is collected from ten online journals and blogs. The study reveals that gender discrepancies, cybercrimes, and increasing reports of violent misogyny on the internet highlight the weakness of the country's security mechanism requires instant measures to be taken by the government by making strict cyber laws and a quick cyber force.

Women’s equal representation in the higher judiciary: a case for judicial diversity in India

ABSTRACT Diversity is an inherent feature of democratic nations. However, in many democracies such as India, the judiciary does not reflect the rich diversity of the country. Most judges in the Supreme Court and High Courts in India are cis-gender, upper-caste men. This homogenises the perspective on law and justice. Women judges and lawyers are faced with structural barriers such as gender stereotypes, discrimination, harassment, and insufficient institutional and infrastructural support. Additionally, caste, class, sexuality, and religious identity are some factors that create multiple axes of oppression to contend with. Through a critical examination of various feminist lenses, we highlight the systemic and implicit biases that lead to disproportionately low numbers of women judges. We then recommend institutional reforms that could facilitate the creation of a more diverse higher judiciary in India.

Prevalence and correlates of sexual harassment in professional service firms.

Despite their significance, limited research has been conducted on sexual harassment in professional service firms (PSFs). Survey data were gathered from 321 Belgian employees (155 women, 166 men) of global accounting and law firms. The prevalence of sexual harassment in PSFs based on traditional sexual harassment items and not-man-enough harassment items was reported. Correlations of respondents' experiences with workplace sexual harassment with perceived acceptance of sexual harassment by one's peers (social norms), personality traits, and demographic and job-related factors were examined. Experiences of workplace sexual harassment were widespread in the current sample: 88.5% of women and 83.3% of men experienced at least once or twice some form of sexual harassment at work during the past 24 months. The most frequent types of sexual harassment reported are examples of (verbal) forms of gender harassment. Instances of traditional harassment were experienced equally often by men and women, while not-man-enough harassment was much more frequently experienced by women. Severe physical sexual harassment was less frequent. Workplace sexual harassment is positively correlated with perceived acceptance of sexual harassment by one's peers and negatively with job level. Results of the current study align with research that links workplace sexual harassment with workplace culture and suggest that both men and women in PSFs experience enforcement of gender roles. It seems quintessential for firms to create working environments and cultures in which sexual harassment is clearly and unambiguously condemned and sanctioned.

Voy a tocarte toa: preferences for sexist music and sexist attitudes predict unwanted sexual attention harassment (Voy a tocarte toa: las preferencias para la música sexista y las actitudes sexistas predicen atención sexual no deseada)

ABSTRACT The music genres reggaeton and dembow have attained worldwide popularity. Their song lyrics and music videos often display sexually explicit contents, conveying the sexual objectification and degradation of women. To test possible effects of this content on sexually harassing behaviour, Dominican males were randomly assigned to watch reggaeton music videos (n = 34), dembow music videos (n = 31) or no videos (n = 32). Afterwards, two forms of sexually harassing behaviour towards a (computer-simulated) woman, gender harassment and unwanted sexual attention, were assessed using a computer chat paradigm. Participants’ short-term mating orientation, hostile and benevolent sexist attitudes, acceptance of modern myths about sexual aggression (AMMSA), music preferences and previous exposure to sexist music were also assessed. Results did not show any effects of the music video manipulation on harassing behaviour but revealed correlational links among music preferences, short-term mating orientation, AMMSA, sexist attitudes and displays of unwanted sexual attention. Results are discussed in relation to previous research on the effects of music and attitudinal predictors of sexual harassment conducted in Europe and the USA.

Sexual misconduct reporting: the silencing effects of hegemonic masculinity

PurposeDrawing on hegemonic masculinity theory, this study provides evidence supporting how gender, race and sexual identity, may shape the rates of sexual misconduct reporting, by keeping those targets who traditionally enjoy positions of power (i.e. white, cisgender men) silent.Design/methodology/approachAcross 3,230 gender harassment, 890 sexual advance harassment and 570 sexual assault incidents that occurred within a traditionally masculine organization, the authors conducted tests of independence and hierarchical regression analyses to examine whether targets' social identity characteristics (i.e. sex, race, sexuality and gender alignment), predicted the reporting of sexual misconduct.FindingsAlthough reporting rates varied based on the type of incident, white men were less likely than their colleagues to report workplace sexual misconduct. In general, men were approximately half as likely as women to report. Lower rates of reporting were similarly seen among all white (vs BIPOC) targets and all cisgender and heterosexual (vs LGBT) targets, when controlling for other identity characteristics.Originality/valueResearch on sexual misconduct has largely privileged the experiences of (white, heterosexual) women, despite knowledge that men, too, can experience this mistreatment. This research broadens this lens and challenges the notion that sexual misconduct reporting rates are uniform across employee groups. By articulating how the pressures of hegemonic masculinity serve to silence certain targets – including and especially white, cisgender men – the authors provide means of better understanding and addressing workplace sexual misconduct underreporting.

Gender Discrimination and Sexual Harassment in a Department of Pediatrics.

The last substantial description of gender discrimination and harassment described in the journal Pediatrics was in 2019. It is unclear whether the field has made progress toward its goal of equity. We aimed to describe: (1) the recent gender-equity climate according to women and men faculty in the department of pediatrics at a single, large academic center, and (2) institutional efforts to address persistent gender discrimination and harassment. In late 2020, we distributed an anonymous survey to all department faculty that included demographic data, a modified version of the Overt Gender Discrimination at Work Scale, questions about experiences/witnessed discriminatory treatment and sexual harassment, and if those experiences negatively affected career advancement. Of 524 pediatrics faculty, 290 (55%) responded. Compared with men, women more commonly reported gender discrimination (50% vs. 4%, P < .01) and that their gender negatively affected their career advancement (50% vs 9%, P < .01). More than 50% of women reported discriminatory treatment at least annually and 38% recognized specific sexist statements; only 4% and 17% of men reported the same (P < .01 for both). We concluded that a disproportionately low number of male faculty recognized the harassment female faculty experienced. In the 18 months since, our department and university have made efforts to improve salary equity and parity in leadership representation, created an anonymous bias-reporting portal, mandated bias training, and implemented new benchmarks of "professionalism" that focus on diversity. Although we acknowledge that culture change will take time, we hope our lessons learned help promote gender equity in pediatrics more broadly.

Enterprise countermeasures against workplace bullying and harassment and their association with prevalence of bullying and harassment, organizational climate, and employee perception of change

Although companies are required to implement countermeasures against workplace harassment, their effectiveness has not been verified. Therefore, in this study, we compared employees' awareness of the primary preventive measures or organizational climate and the prevalence of harassment in each company. A total of 68 companies in Japan (with a total of approximately 20,000 employees) were targeted. Harassment countermeasures were measured using seven items. Power (11 items), sexual (7 items), maternity (2 items), paternity (2 items), care (1 item), and gender harassment (1 item) were measured. Organizational climate was measured using 10 items comprising subcategories, such as civility, psychological safety, and role clarity. The percentage of employee recognition of anti-harassment measures and organizational climate was divided into three groups (high, medium, and low), and the prevalence of each type of harassment and employees' recognition of changes in the workplace were compared using the Kruskal-Wallis test or ANOVA. In companies where more than 70% of the employees were aware that their company had implemented questionnaire surveys to ascertain the working environment, by displaying posters or providing training along with the establishment of a group-wide general and a compliance consultation service, the prevalence of power and sexual harassment was lower than in companies with lower awareness. However, no difference in the prevalence of power harassment by the employee recognition level could be confirmed with the dissemination of messages by top management, establishment of rules through employment regulations, and the establishment of a consultation service in the company. Regarding organizational climate, the incidence of power and sexual harassment was lower in companies where more than 80% of employees perceived high levels of civility, psychological safety, and role clarity. In addition, the higher the percentage of employees who were aware of the harassment prevention measures implemented by the company, the higher the percentage of employees who felt favorable changes in themselves, their surroundings, and their workplace. The harassment rate tended to be lower in companies where more employees were aware of the implementation of anti-harassment measures. The fact that the rate of harassment was lower in companies where there was role clarity and many employees felt psychologically safe suggests that measures focusing on the organizational climate may also be effective in preventing harassment.

Workplace gender harassment, illegitimate tasks, and poor mental health: Hypothesized associations in a Swedish cohort

Workers exposed to gender harassment and illegitimate tasks may experience adverse mental health outcomes such as depression and burnout. However, the longitudinal effects and the complex interrelationships between these variables remain largely unexplored. We investigated the cross-lagged relationships between gender harassment, illegitimate tasks, and mental health outcomes among working adults in Sweden over a period of two years, as well as the gender differences in the cross-lagged effects. Additionally, the study examined whether illegitimate tasks mediated the relationship between gender harassment and negative mental health outcomes over time. Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH), covering 2796 working men and 4110 working women in a two-wave analysis from 2018 to 2020. We employed a structural equation model to examine the cross-lagged effects and the mediating effect between gender harassment, illegitimate tasks, and mental health outcomes over time. Furthermore, we applied a multigroup analysis to determine gender differences in the cross-lagged effects.The results showed statistically significant cross-lagged relationships (forward, reverse, and reciprocal) between gender harassment, illegitimate tasks, and mental ill-health. There were statistically significant gender differences in these cross-lagged relationships (burnout: △χ2(47)=106.21, p < 0.01; depression: △χ2(47)=80.5, p < 0.01). Initial illegitimate tasks mediated the relationship between gender harassment and mental ill-health outcomes over time. The gender differences in the interrelationships between gender harassment, illegitimate tasks, and mental ill-health outcomes among workers in Sweden indicate that policies, regulations, and interventions that address these exposures in organisations must be tailored to benefit both men and women.

Guarantee of Prohibition of Sexual Harassment

The paper is dedicated to guaranteeing the prohibition of discrimination on the grounds of sex and gender. The guarantee of non-discriminatory harassment is one of the separate instruments of anti-discrimination law. According to its formal structure, it represents a special form of prohibition of direct discrimination. The paper is written by the method from general to individual. In addition to the theoretical (where we explained the concept of sexual violence and the concrete differences between gender and sexual harassment) and comparative review. The positive legal definition of the guarantee of prohibition of sexual harassment is especially presented. We also analyzed the scarce judicial and legal practice in Bosnia and Herzegovina.

Comprehensive sexuality education for fraternity-affiliated undergraduates: a pilot program to improve sexual and reproductive health knowledge, attitudes, and communication

Objective: Comprehensive sexuality education (CSE) allows for informed and healthy decisions. College students often lack understanding of sexual and reproductive health (SRH). Conversations and Pizza (CAP), an interactive curriculum, was designed to address gaps in CSE and improve SRH outcomes. Participants: 66 fraternity affiliated undergraduate students. Methods: A six-session intervention discussed gender norms, biology, consent, harassment, and bystander intervention. Pre- and post-quantitative surveys assessed attitudes and behaviors; plus-delta format was used for qualitative feedback. Results: Qualitative data reflected engagement. Post-intervention, multiple measures improved (McNemar p < 0.05): perceived self-efficacy in consent and peer norms (4/8 measures), bystander intervention (5/6), and awareness of harassment (2/5). Participants reported more conversations with partners (pregnancy and STI prevention, 50% to 75%); human papillomavirus (HPV) vaccination receipt increased (60% to 93%, McNemar p < 0.001). Conclusion: Reproductive health outcomes improved in this pilot, laying the groundwork for continued testing. CAP is a successful pilot program that can be evaluated for a variety of groups and formats.

Preparing Residents to Respond to Incidences of Gender Discrimination and Sexual Harassment: An Interactive Workshop.

Gender discrimination and sexual harassment are common in academic medicine. There are limited data on how to prepare medical trainees to respond to these incidents. The objective of this work was to understand the experience of residents with sexual harassment and to evaluate the impact of a low-cost educational intervention to better prepare residents to respond to incidents of gender discrimination and sexual harassment. We adapted a national faculty development workshop to be given to Internal Medicine residents. The workshop had three components: an introduction to the problem of sexual harassment, cases for guided practice, and review of Title IX. The workshop was presented to residents during protected academic time and assessed with pre-/post- surveys. The majority (65, 73.0%) of residents reported at least one incident of gender discrimination or sexual harassment in the prior 6 months; 62 (69.7%) residents reported an incident of gender harassment, 26 (29.6%) reported unwanted sexual attention, and 2 (2.3%) reported an incident of sexual coercion. The majority of residents (53, 62.4%) reported previous training, but only 28 (32.6%) felt well trained. Compared with before the workshop, residents reported more comfort (mean 2.88 vs 3.39, P = 0.0304) with and confidence (mean 3.47 vs 3.88, P = 0.0284) in responding to incidents of harassment. After the workshop, residents were more likely to use active responses, including express discomfort (15.0% vs 51.0%), express a preference (15.0% vs 53.1%), and debrief (13.3% vs 63.3%) and less likely to ignore the incident (56.7% vs 34.7%). This workshop offers one potential solution by better preparing residents to actively respond to incidents of gender discrimination and sexual harassment.

Behind the Lines of #MeToo: Exploring Women’s and Men’s Intentions to Join the Movement

Campaigns supporting victims of gender harassment and abuse, such as #MeToo, have made and still make significant contributions to achieving the fifth UN Sustainable Development Goal aimed at eliminating “all forms of violence against all women”. In two correlational studies, we examined possible antecedents of people’s willingness to participate in the #MeToo campaign by focusing on the role of ambivalent beliefs toward women and men and the perceived effects of the movement. Men (Study 1) and women (Study 2) were asked to answer questions concerning hostile and benevolent beliefs about women and men, respectively, their perception of the beneficial and detrimental effects of #MeToo, and their intentions to participate in the campaign. Study 1 showed that men’s hostile sexism toward women was associated with fewer intentions to actively support the #MeToo campaign and that the reduced beliefs that the movement had beneficial effects mediated this relation. Study 2 revealed that women’s stronger benevolent beliefs about men were associated with decreased perception that the #MeToo campaign had a beneficial impact. In turn, such a perception was related to lower intentions to participate in supporting the campaign. Moreover, women’s hostility toward men explained the intention to join the #MeToo movement through the mediation of the perception that the campaign was beneficial. The findings suggest that to foster participation in a feminist movement that promotes women’s rights, it is necessary to eradicate traditional gender roles and the related ideologies that legitimate men’s dominant position in society.

Sexual harassment: In the eye of the beholder?

This study examined different perceptions of sexual harassment behaviors in a workplace setting, based on the characteristics of the person observing harassment. Participants rated they extent to which they detected sexual harassment across a series of vignettes of varying levels of sexual harassment ambiguity. Participants’ (observers of the sexual harassment) gender, race, sexual orientation, and whether the individual had received sexual harassment training were examined. Interactions among these observer characteristics were also examined, in order to examine differences in perceptions of sexual harassment related to observers’ membership in intersectional groups. The results of the study indicated differences among perceptions in sexual harassment associated with the observers’ gender, sexual orientation, race, and sexual harassment training. A number of significant interactions were observed. Implications of these findings for theory and practice are discussed.

The Association Between Sexual Harassment and Mental Health Among Chinese College Students: Do Gender and Social Support Matter?

Objectives: This study examined the association between sexual harassment (SH) and college students’ mental health in the Chinese context and its gender differences, exploring the moderating role of social support. Methods: Data were from the Third Survey of Chinese Women’s Social Status and included 5,032 college students. We employed the ordinary least squares (OLS) regression models with interaction terms to report the moderating effects of gender and social support on the association between SH and mental health. Results: Gender harassment and unwelcome sexual attention were negatively associated with mental health among all students, with no observed gender difference. Financial and large-scale emotional support moderated the association between unwelcome sexual attention and women’s mental health but were not buffer factors for men. Learning support aggravated the adverse association between gender harassment and men’s mental health. Conclusion: SH is a significant trigger for men’s and women’s mental health problems. When they are subjected to SH, financial and emotional support are protective resources for women, but learning support is risky for men.

'You will never be as good as we are': a qualitative study of women paramedics' experiences of sex-based harassment in an Australian ambulance service.

Sex-based harassment remains a pernicious and pervasive problem in organisations, as evidenced by the recent #MeToo movement. Little is known about how this issue affects women in the paramedic profession. This study explores the sex-based harassment experiences of women working in a large Australian ambulance service, focusing on harassment from co-workers and managers. Long-form, semi-structured interviews were undertaken with women paramedics (n = 30) as part of a larger qualitative study of the careers and work experiences of women paramedics. Interviews were recorded and transcribed verbatim, and thematic data analysis was employed to develop rich descriptions of paramedics' experiences. Of the 30 participants, 25 had experienced sex-based harassment from male colleagues. Most commonly this took the form of gender harassment - that is, comments and jokes designed to belittle and demean women on the basis of their gender. Several participants experienced sexualised forms of harassment, including unwelcome sexual attention and propositions. Participants expressed reluctance to report the behaviour through organisational channels because of the perceived futility of doing so and the potential for reprisals and career repercussions. The preferred responses to harassment were informal, and included avoidance, humour, direct appeals and work withdrawal. Sex-based harassment has a range of damaging consequences for victims and the organisations in which they work. This study is the first to explore how Australian women paramedics experience sex-based harassment in their work. The study has implications for policy and practice to improve gender equality within ambulance services and highlights the need for further research into the extent and nature of the problem across the paramedic profession.

How do people perceive sexual harassment targeting transgender women, lesbians, and straight cisgender women?

Third-party observers' opinions affect how organizations handle sexual harassment. Prior research has focused on perceptions of sexual harassment targeting straight cisgender women. We examined how targets' sexual orientation and gender identity impact these perceptions. In three preregistered studies, straight cisgender participants imagined a coworker confided that a male colleague had sexually harassed her. The target was a transgender woman, a lesbian woman, or a woman whose sexual orientation and gender identity were unspecified. In Study 1 (N = 428), participants reported believing that sexual harassment targeting lesbians and women with unspecified identities was most likely motivated by attraction and power, whereas sexual harassment targeting transgender women was seen as most likely motivated by power and prejudice. Despite these differences in perceived motivation, in Study 2 (N = 421) perceptions of appropriate consequences for the perpetrator did not vary based on the target's identity. Study 3 (N = 473) demonstrated that the specific behavior of which sexual harassment is assumed to consist differs based on the target's identity. Whereas women with unspecified identities and lesbians were assumed to face stereotypical attraction-based harassment, transgender women were assumed to face gender harassment. Stereotypes about sexual harassment can bias third-party assumptions, invalidating experiences that do not match pervasive stereotypes. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Untouchable Judges? What I've Learned About Harassment in the Judiciary, and What We Can Do to Stop It

Drawing on the author’s own experience of gender discrimination, harassment, and retaliation during her clerkship and in the years following it, this Article analyzes the deficits in current federal and D.C. judicial reporting systems to demonstrate the urgent need for reform. This Article focuses on federal policies, because those would be affected by the JAA, while also addressing D.C. policies, based on the author’s personal experience. This Article then analyzes the strengths and weaknesses of the JAA and specifically argues that D.C. judges should be covered under the proposed legislation. Finally, the author reflects on her attempts to report the misconduct, how the system failed her when she tried to report, and her efforts to seek justice for herself and accountability for the misbehaving former judge.