Sexual Harassment Discrimination Research Articles

Structural Inequalities and Intersectionality are the Root Causes of Gender Discrimination & Sexual Harassment

Sexual harassment and gender discrimination overlap affecting people (including children) of all genders, however data shows an overwhelmingly high prevalence of violence or harassment experienced by women in areas of conflict, professional life and in their homes as well as in the healthcare workplace. It is pervasive, persistent and all too common. Workplace sexual harassment an discrimination although illegal, is particularly is more common in women who are young, early in their careers, in temporary employment, from under-represented or marginalised groups based on ethnicity, immigrant status, gender non-conformity or disability. Majority of perpetrators are men, who are older and enjoy the privilege of disproportionate power and in certain toxic male-dominated healthcare environments. Two recent stories of sexual harassment in healthcare prompted many women to follow suit and share similar stories referring to flashbacks, post-traumatic stress, damage to careers, pressure to leave their job, self-harm and suicidal thoughts, brought about by their experiences. Yet there are examples of women as role models breaking down historical barriers such as Hilary and Chandi in their polar adventures. Tackling such structural inequality requires remedies that go beyond incremental approaches focussed on individuals and include transformation of the organisational and societal climate by interventions, affirmative policies and courageous, compassionate leadership. Workplace sexual harassment and discrimination is unacceptable, not inevitable and needs to be eradicated.

Where Human Trafficking Profits: The Hostile Work Environment of Adult Entertainment Establishments

The purpose of human trafficking is to strip a human being of their autonomy and freedom in order to force, control, and manipulate them to engage in either commercial sex acts or labor for little to no wages; and for the benefit and profit of the trafficker. As stated in King v. Hillen, the purpose of Title VII is, “to liberate the workplace, through law, from the demeaning influence of discrimination and thereby implement the goals of human dignity and economic equality in employment.” Although the application of Title VII sexual harassment may be the very last thing to come to mind as a genuine employment law claim in adult entertainment clubs; the crime of human trafficking exists within these clubs; often with the knowledge, involvement, or acquiescence of managers and owners. Because employers either condone or promote a hostile work environment for female employees, and because female victims of human trafficking are often employed in this capacity, liability for the employer can be established on the basis of Title VII sexual harassment discrimination. This article suggests that it is no longer appropriate to, “have our cake and eat it too.” If adult entertainment clubs are licensed and maintained as legitimate business establishments, then these employers must abide by all aspects of the law, and not just some. This article proposes that by holding these employers liable for the hostile work environment, it will also serve to decrease human trafficking.