Existing measures of sexism are intended to identify and measure sexism amongst men and women by examining perpetrator’s actions or thoughts. However, researchers must make assumptions as to the effect such sexist acts or behaviors has on the target (women). The current study provides a psychometrically sound measure intended to capture perceived/experienced sexism by women in the workplace, the Perceived/Experienced Sexism Scale (PESS). PESS is utilized to consider the effects of perceived experiences of benevolent and hostile sexism at work, as well their relationships with perceived organizational support and the job attitudes of job satisfaction and turnover intentions. Results from 220 (November 2015) and 183 (March 2018) female employees suggest perceived organizational support and trust perceptions mediate the relationships between perceptions of sexism and organizational outcomes of job satisfaction and turnover intentions. This study answers calls from organizational support theorists to investigate unfavorable treatment by those within the organization and extrapolate how the fulfillment of socioemotional needs act as a mechanism linking perceived organizational support to organizational outcomes. This study further validates the PESS scale with samples prior to and after the beginning of the #MeToo movement, finding significant differences between the samples in women’s experiences of sexism.