Legislative and judicial responses to workplace sexual harassment in mainland China: Progress and drawbacks

Wang, Hao

doi:10.3389/fpubh.2022.1000488

Cited by 4 publications

(2 citation statements)

References 39 publications

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“…To summarize the guidelines and solutions, effective programs to combat sexual harassment in the workplace should include the following elements: (1) a clear policy, (2) a statement outlining prohibited behaviors, (3) encouragement for employees to report complaints, (4) protections for complainants, (5) privacy safeguards, (6) regular management training and employee awareness programs and (7) prompt corrective actions to stop ongoing harassment (Wang, 2022). There is not yet enough research to show which workplace policies and procedures work best to prevent sexual harassment.…”

Section: Discussionmentioning

confidence: 99%

Differences in sensitivity toward situations classified as sexual harassment in the workplace between men and women in Syria

Almasri,

Martini,

Al Kadamani

et al. 2024

JHASS

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PurposeSexual harassment is a pervasive and damaging issue that affects the physical and mental health and well-being of employees in the workplace. It is a serious public health concern that requires urgent attention and action and very dangerous problem in management. Our studies have shown that women are more likely to be the victims of sexual harassment and are more dissatisfied with the situation, organizations have a moral and legal obligation to take proactive measures to prevent and address sexual harassment, including implementing effective policies, providing employee training and fostering a culture of respect and accountability. By doing so, we can create safer, healthier and more productive work environments for all the employees.Design/methodology/approachThis study consisted of 344 individuals from the Syrian community who completed a questionnaire, that contained statements about harassment to gauge each gender’s perception and sensitivity toward it. The questionnaire was carefully designed to include 30 questions, including daily situations in the work environment that may occur and how they are classified by males and females. Is it harassment or not, and about the HR department have personal safety and security standards such as the code of conduct and the rules regulating these behaviors or not and our research project was a collaboration between the two nongovernmental organizations (NGOs): Stemosis and Institute of Human Resources Management (IHRM).FindingsOur research reveals a distinction between the thinking patterns and coping mechanisms of females and males when it comes to dealing with this phenomenon. We presented various scenarios to our respondents, depicting situations that an individual might face in their everyday life and asked them questions related to the definition of harassment, its root causes and strategies for addressing it. Research has shown that women are at a higher risk of experiencing feelings of fear and dissatisfaction when subjected to sexual harassment. This unfortunate reality highlights the need for greater awareness and action to combat such reprehensible behaviors. Save Women!Research limitations/implicationsThe study faced several limitations in collecting data due to the sensitive and shameful nature of the topic for both men and women in the Syrian Arab Republic. This caused embarrassment for some participants, leading to their unwillingness to participate in the research. Additionally, the study encountered difficulties in dealing with companies, as they did not accept exposure to such situations and failed to show any codes of conduct under the name of their company, and the participants did not consider certain factors as reasons for harassment. Specifically, 71.2% of participants did not consider inappropriate outfits as a reason for harassment. However, there was a significant difference between the opinions of men and women on this matter (p-value < 0.05). Additionally, political, social and psychological reactions were not considered a reason for harassment by 64.8% of participants.Practical implicationsIn our study, there was a situation that one of the respondents (male) was exposed to by the HR manager (female) who was pretending to be a professional, after he confronted her, she threatened him with expulsion from work and despite his annoyance, he ignored her because it was pointless to talk with her and during the study, (44.7%) of the participants had experienced sexual harassment.Social implicationsVictims of sexual harassment experience a similar condition to post-traumatic stress disorder, which can lead to many mental and psychological issues. The overall organizational environment plays a critical role in the well-being of employees. It is widely accepted that victims of violence suffer from a lack of well-being. Employee well-being is based on feelings of happiness and satisfaction that come from a sense of security. According to the Maslow’s theory of needs, security is fundamental to people and a toxic workplace environment can destroy an individual’s sense of security, negatively impacting their well-being In Syria.Originality/valueIn Syria, society is considered closed about sexual issues and considers it a sensitive issue despite its presence and spread in work environments, as the results showed, and this is one of the challenges we face. Therefore, our study is the first in Syria and the largest that sheds light on this phenomenon clearly, strongly, deeply and directly.

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Section: Discussionmentioning

confidence: 99%

Differences in sensitivity toward situations classified as sexual harassment in the workplace between men and women in Syria

Almasri,

Martini,

Al Kadamani

et al. 2024

JHASS

View full text Add to dashboard Cite

show abstract

“…However, the two nations have approached this problem in extremely different ways. The dignity approach ,sees sexual harassment as a violation of an individual's rights, has been embraced by China to address this issue [11]. While the US embraced the discrimination strategy and saw it as a kind of unfair employment [12].…”

Section: A Comparative Analysis Of the Regulations In China And The U...mentioning

confidence: 99%

Corporate Obligations in Anti-Sexual Harassment in the Workplace: A Comparison Based on Chinese and U.S. Laws

2023

CHR

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A major societal issue nowadays is workplace sexual harassment. It has become increasingly important to clarify the responsibilities of enterprises further, improve legislation in related areas, and analyze the governance experiences of different countries. This paper adopts a comparative textual analysis, combining Chinese and American laws and relevant cases to show the history of changes and different ways of regulating workplace sexual harassment in both countries. Combining the advantages and disadvantages of the two, the author proposes a regulatory model centered on gender discrimination and combined with the protection of human dignity. This will provide theoretical support for establishing a sound system of ex-ante prevention and ex-post relief. At the same time, this paper provides a systematic explanation of sexual harassment in the workplace from multiple perspectives, such as the evidence system and legal and economic analysis. This article would provide new perspectives for the effective regulation of such issues.

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Temporary Trust: Legal Cynicism, Protection, and the Paradox of Victim Participation in Justice

Liu

2024

Women & Criminal Justice

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Legislative and judicial responses to workplace sexual harassment in mainland China: Progress and drawbacks

Cited by 4 publications

References 39 publications

Differences in sensitivity toward situations classified as sexual harassment in the workplace between men and women in Syria

Differences in sensitivity toward situations classified as sexual harassment in the workplace between men and women in Syria

Corporate Obligations in Anti-Sexual Harassment in the Workplace: A Comparison Based on Chinese and U.S. Laws

Temporary Trust: Legal Cynicism, Protection, and the Paradox of Victim Participation in Justice

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