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Believe me : how trusting women can change the world
\"What would happen if we believed women? A groundbreaking anthology offers a potent rallying cry and theory of change Harvey Weinstein. Bill Cosby. Donald Trump. The most famous abusers in modern American history are finally starting to be outed for what they are. Women are speaking up and risking harassment to expose men's behavior that was previously only whispered about-and more people than ever are starting to believe them. How we respond to this moment could change everything. In Believe Me, contributors ask and answer the question: What would happen if we believed women? If we believed women about pleasure and reproduction, we would save a staggering amount of public health costs. If we believed survivors who aren't white or straight, we would strengthen our anti-rape efforts. If we believed black women when they talk about pain, we could save lives. Including contributions from Moira Donegan, Jamil Smith, Tatiana Maslany, and many more of the most important voices in feminism today, Believe Me is essential reading for the #MeToo era\"-- Provided by publisher.
Book
The promise and peril of sexual harassment programs
Two decades ago, the Supreme Court vetted the workplace harassment programs popular at the time: sexual harassment grievance procedures and training. However, harassment at work remains common. Do these programs reduce harassment? Program effects have been difficult to measure, but, because women frequently quit their jobs after being harassed, programs that reduce harassment should help firms retain current and aspiring women managers. Thus, effective programs should be followed by increases in women managers. We analyze data from 805 companies over 32 y to explore how new sexual harassment programs affect the representation of white, black, Hispanic, and Asian-American women in management. We find support for several propositions. First, sexual harassment grievance procedures, shown in surveys to incite retaliation without satisfying complainants, are followed by decreases in women managers. Second, training for managers, which encourages managers to look for signs of trouble and intervene, is followed by increases in women managers. Third, employee training, which proscribes specific behaviors and signals that male trainees are potential perpetrators, is followed by decreases in women managers. Two propositions specify how management composition moderates program effects. One, because women are more likely to believe harassment complaints and less likely to respond negatively to training, in firms with more women managers, programs work better. Two, in firms with more women managers, harassment programs may activate group threat and backlash against some groups of women. Positive and negative program effects are found in different sorts of workplaces.
Journal Article
International Olympic Committee consensus statement: harassment and abuse (non-accidental violence) in sport
Despite the well-recognised benefits of sport, there are also negative influences on athlete health, well-being and integrity caused by non-accidental violence through harassment and abuse. All athletes have a right to engage in ‘safe sport’, defined as an athletic environment that is respectful, equitable and free from all forms of non-accidental violence to athletes. Yet, these issues represent a blind spot for many sport organisations through fear of reputational damage, ignorance, silence or collusion. This consensus statement extends the 2007 IOC Consensus Statement on Sexual Harassment and Abuse in Sport, presenting additional evidence of several other types of harassment and abuse—psychological, physical and neglect. All ages and types of athletes are susceptible to these problems but science confirms that elite, disabled, child and lesbian/gay/bisexual/trans-sexual (LGBT) athletes are at highest risk, that psychological abuse is at the core of all other forms and that athletes can also be perpetrators. Harassment and abuse arise from prejudices expressed through power differences. Perpetrators use a range of interpersonal mechanisms including contact, non-contact/verbal, cyber-based, negligence, bullying and hazing. Attention is paid to the particular risks facing child athletes, athletes with a disability and LGBT athletes. Impacts on the individual athlete and the organisation are discussed. Sport stakeholders are encouraged to consider the wider social parameters of these issues, including cultures of secrecy and deference that too often facilitate abuse, rather than focusing simply on psychopathological causes. The promotion of safe sport is an urgent task and part of the broader international imperative for good governance in sport. A systematic multiagency approach to prevention is most effective, involving athletes, entourage members, sport managers, medical and therapeutic practitioners, educators and criminal justice agencies. Structural and cultural remedies, as well as practical recommendations, are suggested for sport organisations, athletes, sports medicine and allied disciplines, sport scientists and researchers. The successful prevention and eradication of abuse and harassment against athletes rests on the effectiveness of leadership by the major international and national sport organisations.
Journal Article
Bullying, school violence, and climate in evolving contexts : culture, organization, and time
\"This book outlines a novel unifying model that brings together these previously distinct literatures. We present an ecological model of school violence, bullying and safety in evolving contexts, to integrate all we have learned in the last decade, and suggest ways to move forward\"-- Provided by publisher.
Book
Analyzing and learning the language for different types of harassment
THIS ARTICLE USES WORDS OR LANGUAGE THAT IS CONSIDERED PROFANE, VULGAR, OR OFFENSIVE BY SOME READERS. The presence of a significant amount of harassment in user-generated content and its negative impact calls for robust automatic detection approaches. This requires the identification of different types of harassment. Earlier work has classified harassing language in terms of hurtfulness, abusiveness, sentiment, and profanity. However, to identify and understand harassment more accurately, it is essential to determine the contextual type that captures the interrelated conditions in which harassing language occurs. In this paper we introduce the notion of contextual type in harassment by distinguishing between five contextual types: (i) sexual, (ii) racial, (iii) appearance-related, (iv) intellectual and (v) political. We utilize an annotated corpus from Twitter distinguishing these types of harassment. We study the context of each kind to shed light on the linguistic meaning, interpretation, and distribution, with results from two lines of investigation: an extensive linguistic analysis, and the statistical distribution of uni-grams. We then build type- aware classifiers to automate the identification of type-specific harassment. Our experiments demonstrate that these classifiers provide competitive accuracy for identifying and analyzing harassment on social media. We present extensive discussion and significant observations about the effectiveness of type-aware classifiers using a detailed comparison setup, providing insight into the role of type-dependent features.
Journal Article
The #MeToo movement
\"Sparked by revelations of decades of sexual harassment by powerful Hollywood executive Harvey Weinstein, the [#MeToo] movement quickly uncovered similar abusive behavior by numerous other famous public figures. It also revealed the extent to which sexual harassment has been a persistent problem in many workplace settings across America and the ways in which girls and women are subjected to degrading and discriminatory treatment because of their gender. The book provides a broad perspective on these issues. It discusses late twentieth-century efforts to identify sexual harassment as a longstanding societal problem; explains how the 2016 presidential election brought new attention to this issue; introduces activists who helped to launch the #MeToo Movement; and surveys the impact of the movement on American politics, business, and entertainment\"--Provided by publisher.
Book
What Is Sexual Harassment?
In France, a common notion is that the shared interests of graduate students and their professors could lead to intimate sexual relations, and that regulations curtailing those relationships would be both futile and counterproductive. By contrast, many universities and corporations in the United States prohibit sexual relationships across hierarchical lines and sometimes among coworkers, arguing that these liaisons should have no place in the workplace. In this age of globalization, how do cultural and legal nuances translate? And when they differ, how are their subtleties and complexities understood? In comparing how sexual harassment—a concept that first emerged in 1975—has been defined differently in France and the United States, Abigail Saguy explores not only the social problem of sexual harassment but also the broader cultural concerns of cross-national differences and similarities.
eBook
The voices of #MeToo : from grassroots activism to a viral roar
The Voices of #MeToo: From Grassroots Activism to a Viral Roar is a timely analysis of how marginalized voices are engaged or silenced in one of the most successful social media projects in recent history. Accessibly written, this book unravels the ideas and practices of activism throughout the #MeToo movement from its inception to its current viral moment. The movement went viral with a tweet from Alyssa Milano after the avalanche of sexual harassment and assault allegations against movie mogul Harvey Weinstein. The hashtag, however, got its start a decade earlier from African American grassroots activist Tarana Burke. Taking this as her starting place, Gieseler focuses on the marginalized communities that are often ignored once a movement goes mainstream. With chapters on black female activism, the LGBTQ+ community, disability, toxic masculinity, and international responses, The Voices of #MeToo issues a call for all movements to become more inclusive as they seek empowerment and resistance against oppressive and abusive forces. Perhaps in exploring issues of social justice through an intersectional lens, we may all begin to hear and amplify the voices that are often silenced in the louder, viral roar.
Book
Discrimination, Abuse, Harassment, and Burnout in Surgical Residency Training
In a national survey of 7409 surgical residents, 32% reported discrimination based on their self-identified gender, 32% verbal or physical abuse, 10% sexual harassment, and 38% burnout symptoms. Mistreatment was more frequently reported by female residents, and burnout symptoms were more common among residents who reported mistreatment.
Journal Article