Harassment in science is real Bell, Robin E; Koenig, Lora S
Science (American Association for the Advancement of Science),
2017-Dec-08, 2017-12-08, 20171208, Letnik:
358, Številka:
6368
Journal Article
Recenzirano
Odprti dostop
As the rallying cry against sexual harassment and bullying in many fields, including academia, continues to grow, more and more victims are coming forward with their stories, reflecting how this ...damaging culture has been the norm across sectors for decades. Studies of women in academia report that more than half have experienced harassment. This behavior has remained obscured for many reasons: fear, resignation, and acceptance. The scientific community must recognize the difficult conversations that have started and embrace this watershed moment as an opportunity for rapid and essential cultural change.
In the aftermath of the global #Metoo-movement, sexual harassment (SH) and other forms of gender-based violence (GBV) have emerged at the forefront of public debate and research. Higher education ...instituions (HEI) worldwide have responded with different preventive measures, targeting context-specific challenges and solutions. In India, post the enactment of the law on prevention and repatriation of SH of women at work in 2013, governing bodies in HE have issued several policies and guidelines. However, almost no empirical studies have explored the implementation and consequences of these initiatives. This pioneering study explores the Indian experiences of procedural change in this sense, through the challenges faced by internal complaints committee members. A specific focus in the analysis is on the members discourses on executing the quasi-legal and behavioural mandates of the law. In conclusion, ambiguities within the law as such, misrecognized cognitive biases in committee members narratives, and a lack of adequate conversation on GBV and SH sums up to identified bureaucratic grey zones. Several recommendations on context specific preventive measures are suggested as well as core recommendations on future research targeting prevention of GBV and SH in HEI more generally.
Sexual harassment is hurtful for victims, observers, and the organizations that employ them. Although previous studies have identified numerous gender‐specific antecedents such as sex similarity and ...climate for sexual harassment, the present study considers the role of a more general contextual construct—organizational justice climate. Beyond examining justice climate as a predictor of sexual harassment, we also assess its potential moderation of well‐established relationships between antecedents (i.e., climate for sexual harassment and sex similarity) and sexual harassment at both the individual and unit levels. In two large military samples (Ns = 26,018 and 8,197), we found that psychological and collective justice climates (a) related negatively to sexual harassment and (b) moderated the effects of sex similarity and sexual harassment climate on sexual harassment. These findings indicate that harassment is less prevalent and established antecedents are less impactful when greater value is perceived to be placed on fairness. Moreover, the attenuating effects of justice climate appear interchangeable with those of harassment climate or sex similarity, suggesting that managing justice climate effectively generally helps to deter sexual harassment.
In 2017, there are 3,528 cases of violence against women in Indonesia, in which 76% of violence occurs in the form of sexual harassment. Sexual harassment is a part of discrimination against women, ...therefore the United Nations issued the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) as a safeguard of women’s rights. Nowdays, sexual harassment has developed into a new form, namely cyber harassment. Unfortunately, in CEDAW, there is no clear and specific statement related to it. This study is a normative legal research with Statute Approach and Case Approach. By using the qualitative descriptive method, this study will elaborate on the protection of women from cyber harassment in Indonesia based on the perspective of CEDAW. The result shows that, as the international treaty, CEDAW does not provide any punishment for the suspect to be prosecuted. Fortunately, Indonesia has Law No. 11 of 2008 on Electronic Information and Transactions to deal with cyber harassment cases. The author recommends the Indonesian government to formulate a new law dealing with cyber harassment. Aside of that, education to the society on cyber harassment itself needs to be conducted by the government to prevent more victims in the future.
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