#Metoo in the Swedish forest sector: testimonies from harassed women on sexualised forms of male control

Abstract

This study adds to the literature on the gendered culture of the forest sector by examining testimonies of sexual harassment in relation to the gendering of forestry-related competence and organisations and the consequences that the sexualisation of social relations in organisations has, mainly for women. The empirical base of the study comprised testimonies within the campaign #slutavverkat published on Instagram to highlight experiences of sexual harassment of women in the Swedish forest sector. Qualitative content analysis of the testimonies suggested that the situations described in the testimonies in #slutavverkat comprise controlling actions that diminish women's power in the forest sector. Sexualised forms of male control and harassment thus work to remind women that they are first and foremost a representation of women, rather than of forestry professions and knowledge. In that sense, sexualised forms of male control and harassment are part of, rather than deviating from, the overall gendering of forestry as a men-dominated sphere. The study adds to organisational understandings and policy developments on discrimination and harassment and suggests that researchers and policy-makers interested in reducing inequality in forestry need to pay more attention to issues of harassment and sexualisation of social relations.

“Being one of the boys”: perspectives from female forest industry leaders on gender diversity and the future of Nordic forest-based bioeconomy

“…While the most serious gender-related human problems most likely occur outside the Nordic regions, the Nordics would also benefit from improvements, despite generally being known as prime examples of gender equality. Johansson et al (2018) recently documented the prevailing forms of gendered culture regarding sexual harassment in the context of the Swedish forest sector, suggesting further research on the actual mechanisms that allow sexist behavior, both at the workplace and in education.…”

“…The observations that female leaders "age faster" than their male colleagues can be considered sexist, as one interviewee stated: "A 50-year-old lady is older than a 50-year-old man." The perceived difference in aging is a yet unidentified form of gendered culture in the forest sector (see Johansson et al 2018). Someone identified the lack of technical forestry education background to act as an entry barrier into the field and career development, as the following quote demonstrates: "...At least in Sweden, you tend to hire from a very narrow scope of people...", which establishes cultural conformity exclusive of "outsiders" that might be competent but not sharing the same educational identity.…”

The “Catch-22” of Representation of Women in the Forest Sector: The Perspective of Student Leaders in Top Global Forestry Universities

“…Forestry is still perceived as a profession for men, even in an interdisciplinary field such as urban forestry that is considered more attractive for women among other forestry professions [20]. Women in this sector often felt being socially forced to adapt to male norms [21] in order to be accepted and earn respect from their male colleagues. In some cases, these women will adapt a masculine communication style [22] and even distance themselves from femininity traits, including limiting their interaction with other women colleagues [23].…”

“…The harsh workplace environment has been associated with physical strength and has been perceived "too heavy for women" (and only suitable) "for real men" [28]. These workplace characteristics are frequently seen as causes of gender issues such as sexual harassment [21]. Therefore, tackling the issue should be the first priority.…”

Movement Mobilization in the Age of Hashtag Activism: Examining the Challenge of Noise, Hate, and Disengagement in the #MeToo Campaign

“…Some studies have also been interested in co-occurrence patterns between hashtags, in order to analyze them in intertextual terms (Grundberg & Lindgren, 2014). Previous research on #MeToo has focused on its impact in different industries and sectors (Holroyd-Leduc & Straus, 2018;Jagsi, 2018;Johansson, Johansson, & Andersson, 2018), on its semiotic content, and on its interplay with social movement organizations (Xiong, Cho, & Boatwright, 2019).…”