Addressing sexual harassment in a sexually charged national culture: a Journal of Applied Communication Research forum

Women executives and their struggle with sexual harassment: A multiple case study

“…Organizations and society in general, have a problematic knee-jerk reaction to sexual harassment complaints (Smith, 2018). Despite of the increase of workplace sexual harassment training programs in recent decades, research found these programs to be ineffective and lack psychological and emotional impact (Pryor & Meyers, 2000;Okun, 2017;Keyton et al, 2018;Tweedt, 2021). Some studies pointed out that instead of mandated workplace sexual harassment training, developing programs that teach children and youths about sexual harassment and help them develop skills for recognizing potential sexual harassment behaviors as well as non-consensual acts could potentially reverse the rising trend in school and workplace sexual harassment (Gruber & Fineran, 2016;Nielsen, 2021;Hermawan & Wulandari, 2022).…”

Can Respectful Employees Create Equitable Institutions? Promoting a Culture of Respect in the Higher Education Workplace

“…This process requires making changes in the institution as a workplace in addition to making the campus more equitable for students (Antecol & Cobb–Clark, 2003; Bingham & Scherer, 2001; Chawla et al, 2019; Kirkner et al, 2020; Phipps, 2018). There is a paucity of data that evaluates training efforts, as institutions tend to be reluctant to open training processes to independent external evaluation (Kafonek and Richards, 2017; Keyton et al, 2018). The few studies that exist suggest that universities, and in particular graduate and medical programs, may be “permissive environments” for sexual harassment (Cantalupo & Kidder, 2017; dslu).…”

“…Literature Review: Sexual Harassment as a Product of Institutional Culture training processes to independent external evaluation (Kafonek and Richards, 2017;Keyton et al, 2018). The few studies that exist suggest that universities, and in particular graduate and medical programs, may be "permissive environments" for sexual harassment (Cantalupo & Kidder, 2017;dslu).…”

Legacies, Present, and Futures: Introduction to the Special Issue on Feminist Organizational Communication

“…Third, feminist organizational communication scholars have demonstrated a commitment to research and activism that foregrounds pervasive social problems in organizational life and have pushed for changes in policy and practice within and beyond higher education. For example, scholars have made significant contributions by taking on issues like sexual violence on college campuses (D’Enbeau, 2017; Harris, 2019), racism in organizing and in organizational communication as a field (Allen, 1996; Ashcraft & Allen, 2003; Cruz et al, 2020), family leave policies and practices (Buzzanell & Liu, 2005), and sexual harassment in the workplace (Clair, 1993; Dougherty, 2001; Keyton et al, 2018; Richardson & Taylor, 2009), to name a few. Although this work has brought important scholarly attention to these issues, many feminist scholars have also simultaneously worked for change on their campuses, alongside organizations, in and with their communities, and/or within the discipline (see further discussions in the forum in this special issue).…”