TAPS - Sexual/Gender Harasment/ Discrimination
1) Model Policies
Philadelphia Bar Association
Model PolicySexual Harassment:
http://www.philadelphiabar.org/
page/MPSexual?appNum=4
Model PolicyNondiscrimination based on sexual orientation/preference: http://www.philadelphiabar.org/
page/MPOrientation?appNum=4
Sexual Harassment in the Workplace: A Primer
Includes Guidelines for Drafting a Sexual Harassment Policy B
http://www3.uakron.edu/lawrev/robert1.html
2) Articles
Female managers face more sexual harassment: Women in positions of power targeted more often than the rank-and-file (2009)
http://www.msnbc.msn.com/id/32476564/ns/business-careers//
The Effects of Sexual Harassment on the Victim
http://www.sexualharassmentsupport.org/effects.html
Sexual Harassment: Who is Most Likely to Be a Victim? (Podcast)
http://www.thepsychfiles.com/2009/03/episode-88-sexual-harassment-who-is-most-likely-to-be-a-victim/
Abuse of Power: An Increase in Male-on-Male Sexual Harassment Shows Larger Truths About Abuse in the Workplace. (2010)
Tough economic times have also been known to foster an environment of increased sexual harassment. Harassment escalates when those in power feel threatened, either by an influx of women workers or a challenge to the traditional gender expectations. It's possible that in an economic recession, more men feel powerless and fear for their job security, causing them to lash out at anyone perceived as a threat. "By creating a hostile work environment co-workers might miss deadlines or get negative performance reviews. The lack of financial resources could also mean that fewer supervisors or managers are trained to resolve sexual-harassment issues at work.
http://www.newsweek.com/id/230677
How to Respond to Sexual Harassment (2002)
http://www.sphinxlegal.com/products/articles/how-to-respond-to-sexual-harassment.html
The One Sure Way to Stop Sexual Harassment (2009)
http://www.lemondrop.com/2009/02/26/two-words-that-will-stop-any-type-of-sexual-harassment/
3) Studies
Employees Who Are Sexually Harassed Experience Less Job Satisfaction And Lower Job Performance
http://www.sciencedaily.com/releases/2008/11/081120122155.htm
The Sexual Harassment of Uppity Women (2006) -- This article examines two competing theories regarding sexual harassment 1) that it is motivated by sexual desire; 2) that it is motivated primarily by a desire to punish gender-role deviants (such as women who exhibit assertiveness, independence and leadership qualities). The current research suggests that sexual harassment as traditionally defined for women as constituting sexual and sexist comments, unwanted sexual attention and sexual coercion is primarily targeted at women who step out of place by having masculine characteristics, or Uppity women. The more women deviated from traditional gender roles by occupying a Mans job or having a masculine personality the more they were targeted for sexual harassment.
Research has shown that women in male-dominated occupations, especially in male-dominated work contexts are sexually harassed more than women in balanced or female dominated ones (57% of women and 26% of men in male-dominated organizations have been sexually harassed within the past two years at work). Further, the research has shown that acting like one of the boys by being assertive and leader-like may not be the best strategy for women who wish to succeed in male-dominated occupations.
http://www.rotman.utoronto.ca/facbios/file/Berdahl
%20JAP%202007.pdf
Female Supervisors More Likely to Be Sexually Harassed: Women in lower-level positions weren't targeted nearly as often, study notes (2009)
4) Projects/Initiatives
5) Miscellaneous
EEOC Laws & Guidance
http://www.eeoc.gov/policy/
