Sexual harassment - Misplaced Pages

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Abuse

Types

In history and today

It has been suggested that the term "sexual harassment" was coined in 1974 at Cornell University, (Patai, pp. 17-19), however, it was the United States Supreme Court confirmation hearing of Clarence Thomas, and Anita Hill's testimony, that brought the issue to national attention in the U.S. For many businesses, preventing sexual harassment, and defending its managerial employees from sexual harassment charges, have become key goals of legal decision-making. In contrast, many scholars complain that sexual harassment in education remains a "forgotten secret," with educators and administrators refusing to admit the problem exists in their schools, or accept their legal and ethical responsibilities to deal with it. (Dziech, 1990)

Statistics

Sexual harassment in the workplace

Approximately 15,000 sexual harassment cases are brought to the U.S. Equal Employment Opportunity Commission (EEOC) each year. Media and government surveys estimate the percentage of women being sexually harassed in the U.S. workplace at 40% to 60%. The European Women's Lobby reports that between 40 and 50 % of female employees have experienced some form of sexual harassment or unwanted sexual behavior in the workplace. While the majority of sexual harassment complaints come from women, the number of complaints filed by men is rapidly increasing. In 2004, over 15% of EEOC complaints were filed by men with 11% of claims involving men filing against female supervisors. A 2006 government study in the United Kingdom revealed that 2 out of 5 sexual harassment victims in the UK are male, with 8% percent of all sexual harassment complaints to the Equal Opportunities Commission (Britain's EEOC), coming from men. 'It affects both women and men, causing stress, health problems and financial penalties when they leave their jobs to avoid it,' said Jenny Watson, chair of the EOC.

Sexual harassment in education

A 2002 study of students in the 8th through the 11th grade by the American Association of University Women (AAUW) revealed that 83% of girls have been sexually harassed, and 78% of boys have been sexually harassed.In their 2006 study on sexual harassment at colleges and universities, the AAUW reported that 62% of female college students and 61% of male college students report having been sexually harassed at their university, with 80% of the reported harassment being peer-to-peer. Fifty-one percent of male college students admit to sexually harassing someone in college, with 22% admitting to harassing someone often or occasionally. Thirty-one percent of female college students admitted to harassing someone in college. In a 2000 national survey conducted for the AAUW, it was reported that roughly 290,000 students experienced some sort of physical sexual abuse or harassment by a public school employee, such as a teacher or coach, between 1991 and 2000. In a major 2004 study commissioned by the U.S. Department of Education, nearly 10 percent of U.S. public school students were shown to have been targeted with unwanted sexual attention by school employees. In their 2002 study, the AAUW reported that 38% percent of the students were sexually harassed by teachers or school employees.

However, it is important to acknowledge that statistics do not give a complete picture of the pervasiveness of the problem as most sexual harassment situations go unreported. (Boland 2002, Dzeich 1990)

Range of behavior and circumstances

Varied circumstances

Sexual harassment can occur in a variety of circumstances:

The harasser can be anyone, such as a supervisor, a client, a co-worker, a teacher or professor, a student, a friend, or a stranger.

The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it.

While adverse effects on the victim are common, this does not have to be the case for the behavior to be unlawful.

The victim can be male or female. The harasser can be male or female.

The harasser does not have to be of the opposite sex.

The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful.

(Adapted from the U.S. Equal Employment Opportunity Commission)

Varied behaviors

One of the difficulties in understanding sexual harassment is that it involves a range of behavior, and is often difficult for the recipient to describe to themselves, and to others, exactly what they are experiencing. Moreover, behavior and motives vary between individual harassers.

Types of harassment

This list below is based on categories defined by Dzeich (Dzeich et al,1990) and Truida Prekel, a South African management consultant. There is usually more than one type of harassing behavior present (Boland 2002), so a single harasser will often fit more than one category. These are brief summations of each type. For a more in-depth discussion on patterns and types of harassment, see Sexual Harassers (Please note, these are not "legal" definitions; burdens of proof must comply with the guidelines described by the government.)

The Power-player Legally termed "quid pro quo" harassment, the harasser insists on sexual favors in exchange for benefits they can dispense because of their position in the hierarchy: getting or keeping a job, favorable grades, recommendations, credentials, projects, promotion, orders, and other types of opportunities.

The Mother/Father Figure (a.k.a. The Counselor-Helper) This harasser will try to create a mentor-like relationship with their target, all the while masking their sexual intentions with pretenses towards personal, professional, or academic attention. This is a common method of teachers who sexually harass students. (For a good example, see Naomi Wolf's article, The Silent Treatment )

One-of-the-Gang Often motivated by bravado or competition, or because the harasser(s) think it is funny (AAUW 2006), One-of-the-gang harassment occurs when groups of men or women embarrass others with lewd comments, physical evaluations, or other unwanted sexual attention. Harassers may act individually in order to belong or impress the others, or groups may gang up on a particular target. An extreme example is Tailhook '91 during which participants sexually abused seven men and 83 women as part of a three-day aviator convention.

The Serial Harasser This type carefully builds up an image so that people would find it hard to believe they would do anyone any harm. They plan their approach carefully, and strike in private so that it is their word against that of the victim.

The Groper Whenever the opportunity presents itself, this harasser's eyes and hands begin to wander--in the elevator, when working late, at the office or department party. They like to insist on (usually begrudged) kisses or hugs. Called chikan in Japan, the problem is so pervasive there that men are increasingly being banned altogether from stores, restaurants, hotels, spas and even entertainment outlets, and "Women Only" train cars have been created.

The Opportunist The Opportunist uses physical settings and circumstances, or infrequently occurring opportunities, to mask premeditated or intentional sexual behavior towards a target. This will often involve changing the environment in order to minimize inhibitory effects of the workplace or school(e.g private meetings, one-on-one "instruction," field trips, conferences)

The Bully In this case, sexual harassment is used to punish the victim for some transgression, such as rejection of the harasser's interest or advances, or making the harasser feel insecure about themselves or their abilities. The Bully uses sexual harassment to put the victim in his or her "proper place."

The Confidante This type of harasser approaches the subordinate, or student, as an equal or a friend, sharing about their own life experiences and difficulties, inventing stories to win admiration and sympathy, and inviting the subordinate to share theirs so as to make them feel valued and trusted. Soon the relationship moves into an intimate domain from which the subordinate finds it difficult to separate.

The Situational Harasser Harassing behavior begins when the perpetrator endures a traumatic event, or begins to experience very stressful life situations, such as psychological or medical problems, marital problems, or divorce. The harassment will usually stop if the situation changes or the pressures are removed.

The Pest This is the stereotypical "won't take 'no' for an answer" harasser who persists in hounding a target for attention and dates even after persistent rejections. This behavior is usually misguided, with no malicious intent.

The Great Gallant This mostly verbal harassment involves excessive compliments and personal comments that focus on appearance and gender, and are out of place or embarrassing to the recipient. Such comments are sometimes accompanied by leering looks. The "catcalls" of a street harasser are one example of this.

The Intellectual Seducer Most often found in educational settings, this harasser will try to use their knowledge and skills as an avenue to gain access to a student, or information about a student, for sexual purposes. They may require students participate in exercises or "studies" that reveal information about their sexual experiences, preferences, and habits. They may use their skills, knowledge, and course content to impress a student as an avenue to harassing or seducing a student.

The Incompetent These are socially inept individuals who desire the attentions of their target, who does not reciprocate these feelings. They may display a sense of entitlement, believing their target should feel flattered by their attentions. When rejected, this type of harasser may use bullying methods as a form of revenge.

Stalking can also be a method of sexual harassment.