sexual harassment

More than 20 million people tuned in to the Ford-Kavanaugh hearing on Thursday. Many sociologists provided perspectives on the hearing, outlining everything from the myths about rape to the connections (and differences) with the Anita Hill and Clarence Thomas case. In an op-ed for The Washington Post, Shamus Khan provides his take on how class privilege shaped many of Brett Kavanaugh’s actions.

In his book Privilege, Khan followed students at St. Paul’s, an elite private school in New Hampshire. He describes how elite institutions, including the ones Kavanaugh attended, like Yale, foster privilege among their predominantly upper-class student bodies. This privilege includes ideas that students are “exceptional” and that the “rules don’t really apply to them.” As Khan explains in the article,

“What makes these schools elite is that so few can attend. In the mythologies they construct, only those who are truly exceptional are admitted — precisely because they are not like everyone else…Schools often quite openly affirm the idea that, because you are better, you are not governed by the same dynamics as everyone else. They celebrate their astonishingly low acceptance rates and broadcast lists of notable alumni who have earned their places within the nation’s highest institutions, such as the Supreme Court.”

These narratives of privilege among the elite can have some pretty nasty implications. Khan cites research by economist Raj Chetty demonstrating that admission to an Ivy League school is rarely the result of educational aptitude, but rather extreme family wealth. He asserts that this class privilege, masked by notions of “exceptional qualities,” is tied to beliefs about special treatment among the elite. For example, Kavanaugh’s supporters argue that he deserves the Supreme Court nomination and accountability for actions he committed years ago doesn’t really apply to him. Khan illustrates further how this privilege also shaped Kavanaugh’s actions on Thursday:

“This collective agreement that accountability doesn’t apply to Kavanaugh (and, by extension, anybody in a similar position who was a youthful delinquent) may help explain why he seems to believe he can lie with impunity — a trend he continued Thursday, when he informed senators that he hadn’t seen the testimony of his accuser, Christine Blasey Ford, even though a committee aide told the Wall Street Journal he’d been watching.”

In short, Khan’s research demonstrates how class privilege has shaped Kavanaugh’s actions from the outset, and how this privilege is cemented by the institutions and social circles around him.

A recent public focus on workplace discrimination against women has inspired heightened attention to the effects of gender inequality. Previous research shows that sexual harassment at work disrupts women’s employment, causing various economic harms. New research, recently featured in Salon, shows it also makes women sick. Researchers Catherine Harnois and Joao Luiz Bastos studied the relationship between workplace discrimination and health — both physical and mental — and their findings indicate the two are strongly linked for women:

“Among women, perceptions of gender discrimination are significantly associated with worse self-reported mental health. Women who perceived sexual harassment also reported worse physical health. We did not find a significant association between gender discrimination and sexual harassment with health outcomes among men, but this may be a result of the small number of men reporting these forms of mistreatment.”

In this study, women reported an average of 3.6 days of poor mental health compared with men’s 2.8 days, and an average of 2.7 days with poor physical health, compared with men’s 2.2 days. Certain factors increased the risk of negative health:

“Respondents who perceived multiple forms of mistreatment reported significantly worse mental health than those who perceived no mistreatment, or just one form of mistreatment. Among women, the combination of age and gender discrimination was particularly detrimental for mental health. Women who reported experiencing both age and gender discrimination had an average of 9 days of poor mental health in the past 30 days.”

Based on their findings, this health gap could be significantly reduced by decreasing the amount of gender discrimination in the workplace.

Much of the media’s coverage of the Me Too movement focuses on high-profile cases of sexual harassment, as well as gender inequality in white-collar workplaces. Sexual Harassment and other forms of gender inequality are also problems — perhaps even more so — for male-dominated, blue-collar workplaces. A recent article in The New York Times highlights gendered discrimination in workplaces like mines, car factories, and construction sites. 

Sociologist Abigail Saguy argues that men often perceive less-feminine or lesbian women as “not fully women” and therefore as less threatening. On the other hand, men tend to harass more-feminine women more. And women who play along with sexist banter, still face negative labels, like “slut.” Saguy elaborates,

“Sexual harassment is often a way in which the men reaffirm women’s femininity, and [put them] back in their place…. At the same time, women will play up their femininity and flirt a little bit and play along with some of the stereotypes… to be accepted.”

For men in low-paying and dangerous jobs, these affirmations to their masculinity become key rewards, and challenges to their masculinity may heighten discrimination towards women.

“Even if they have to tolerate bad working conditions, the compensation is they were real men… then women were moving into these occupations, so what does that mean? If women can do the job, maybe it’s not so masculine after all.”

Since the 2016 presidential election, the gulf between the political left and right has become increasingly dramatic. Issues of gender equality often take center stage in these political debates. In a recent New York Times article, sociologists looked at how the #MeToo movement — focused on sexual harassment and assault — may affect that divide in future elections.

 Many researchers believe the movement will increase contentions between the two sides. Some think it could push less-active voting groups, like young women, to the left and ensure more votes for the Democratic party. However, other sociologists like Musa al-Gharbi believe ideological separation will do more harm than good. He says,

“Progressives have done a great job framing racial inequality, feminism and LGBTQ rights as part of the same basic struggle. However, this association works both ways. Accusations of misogyny, for instance, are often heard in the context of a fundamentally anti-white, anti-Christian culture war — a zero-sum campaign waged against ordinary hard-working Americans by condescending and politically-correct liberal elites.”

In other words, organizing political campaigns around the movement likely will alienate some voters. Research from Joanna Pepin and David Cotter finds evidence of a backlash against the #MeToo movement in recent survey data. Cotter writes,

“We can already see the beginnings of a backlash against #MeToo. There’s a large reservoir of gender traditionalism and misogyny as shown in the Trending towards Traditionalism paper — and it persists among youths so may be part of our social fabric for some time.”

Using gender inequality and sexual harassment as a motive for political organizing could prove successful. The #MeToo movement provides personal, relatable, and moving stories that could spur political change. However, views on gender are also deeply rooted in partisan identities, so support may not come as certainly as the Democrats hope. In order to be effective enough for a political victory, these tactics also need to appear inviting to new members, rather than divisive and polarizing.  

The #MeToo movement and high-profile sexual harassment and assault cases recently brought greater media attention to sexual violence. With this increased attention, however, comes new questions regarding the language used to talk about and write about various forms of sexual violence. This is not only a question of what specific words to use, but also how much detail to give about the act of violence or the victims’ experiences. Using vague or all-encompassing terms like “sexual violence” can flatten and sanitize victims’ experiences. However, when descriptions of sexual violence are not sanitized, they tend to be sensationalized.

In a recent Vox article on the complicated language of sexual violence, sociologist Heather Hlavka argues that sensationalizing violence can be a serious problem.

“Are we, as a culture, so titillated by the extremities of violence — the types, the details, the comportments — that we would like to ingest each sensationalized bit of people’s experiences?” asks Hlavka. “What is the ultimate goal? To better understand? To discredit the experience or mitigate the offense because it fell low on a range of horrors? To discredit the victim by dissecting her actions, her composure, her silence, or her resolve?”

People who experience sexual violence also struggle with language. According to Hlavka, many do not recognize or name their experiences as such, but this does not mean the problem is a lack of words to use to describe sexual violence. Instead, she argues that a broader culture of sexism has the power to reshape the meaning behind such terms, causing them to lose their power. 

“Girls do not name their experiences as rape or sexual assault, despite very clearly fitting within established legal categories. Boys, too, struggle to understand, define, and identify as a victim of sexual violence but for different reasons. I would argue that we do not lack a language of sexual violence and harassment…It’s there — it’s a feminist language of power and control and abuse and consent — we just aren’t integrating it in truly meaningful ways, and thus our experiences will not neatly map onto law.”

The recent accusations of many prominent men in media, politics, and the music industry for sexual harassment and assault have many wondering what can be done to reduce sexual harassment in the workplace. According to sociologists Frank Dobbin and Alexandra Kalev, the answer is simple: hire and promote more women. In an article published by the Harvard Business Review, Dobbin and Kalev review the working conditions that promote sexual misconduct, and emphasize the importance of a top-down approach to enact real change.

Harassment thrives in workplaces with male-dominated management where women are outnumbered among their peers. While the answer to this problem is hiring more women for these roles, the authors explain why this process is not so straightforward:

“…women tend to leave workplaces where sexual harassment is common and goes unaddressed; the fight can feel hopeless in an environment where gender bias runs rampant.”

Therefore it is necessary for organizations to take on the challenge of hiring and retaining women in leadership roles. Many grievance systems and anti-harassment trainings were first implemented in the 1970s, but appear to have been relatively ineffective — women who file complaints often face serious repercussions, including being demoted or facing continued harassment and other types of mistreatment from colleagues.  

Dobbin and Kalev argue that sexual harassment in the workplace should be handled in a way that the survivors of sexual harassment are not punished. They urge CEOs and other company leaders to speak out against sexual harassment and to rethink how they promote and retain female employees.

“[I]t’s critical that leaders start accepting some of the responsibility that the courts have allowed them to brush off for such a long time… After all, culture is shaped by behavior at the top. As long as men dominate in management, it’ll be up to them to make those changes.”

The recent media attention surrounding Fox News and accusations of sexual harassment are high-profile examples of the everyday experiences that many victims of sexual harassment face in the workplace. An article in the New York Times explores research on the factors that discourage people from reporting harassment, citing work from University of Illinois sociologist Anna-Maria Marshall and others.

Sexual harassment often goes under-reported, especially in male-dominated settings with rigid hierarchies like the military and large corporate companies. Sometimes victims are uncertain of what qualifies as illegal harassment — one meta-analysis by Remus Ilies and colleagues found that reports doubled when asked about specific behaviors rather than just using the term “sexual harassment.” Many women also fear retaliation for pursuing formal action, or at the very least disbelief or inaction from their employers. These fears appear to be well placed, however, and one study found that two-thirds of workers reported retaliation from their employers after reporting mistreatment.  

While many startup companies do not have human resource departments to handle sexual harassment issues, Marshall’s research demonstrates that even organizations with official harassment policies and procedures create hurdles that keep legal action from being taken. Marshall finds that policies on paper are much different in practice, and that managers often interpret policies to protect the interests of their organization, and not the employee. Marshall explains,

“Companies put [policies and procedures] into place as mini litigation defense centers … The way employers deal with it is to prepare to show a court or jury that they did everything they could, rather than to protect women in the workplace.”

In a recent piece for The Atlantic, sociologist Adia Harvey Wingfield explains how sexual innuendo can create hostile work environments for black men. As part of her research for her book about gender and race in men’s work, Wingfield interviewed Emergency Room doctors about their workplace experiences. Several recounted that sexual jokes and innuendo are commonplace between doctors and nurses. But these everyday jokes and comments, Winfield argues, create difficult situations for black male doctors.

Most of the black male doctors I interviewed for my research were the only black men in their work environments. They felt sensitive to that fact, and said they moderated their behavior when innuendo entered the conversation.

Black male doctors in these situations, Winfield explains, must navigate upholding a professional working identity while avoiding any link to the long history of black men stereotyped as dangerously hypersexual.

Responding to these interactions tactfully can be essential for black men to navigate their work environment, and the black male doctors I spoke to described feelings of deep discomfort and awkwardness. While some black male ER doctors do experience unique discomfort on the job, what these men encounter is similar to the plight of some black professionals more generally.

“What are you supposed to wear to a convention if your comic book idol’s costume is a corset and thong?” asks sociology professor Dustin Kidd from Temple University in an interview with Philly.com.

Given the dress code at Wizard World Comic Con, the absence of a safe haven for nerds and geeks came as no surprise to HollabackPHILLY, a group aiming to end street harassment. They found an alarming amount of harassment directed at female cosplayers.

Cosplay is a chance to dress up in costume to honor or represent a character, usually from a comic book or similar medium. Unfortunately, many of the female characters are hypersexualized and the women who portray them can get brutally harassed at the conventions. As Kidd puts it,

Women in those kinds of outfits get read by men as displaying themselves for sexual reasons, as opposed to representing a superhero.

Some of the problems harken back to how people view female superheroes. A lot of female characters are portrayed wearing tight clothing or not much at all. Instead of being portrayed as strong and dignified like many of the male characters, they are portrayed as sexual.

As one woman who experienced harassment at AwesomeCon in Washington, D.C., describes,

…A man asked to take a photo with her and her friend. Then, he grabbed their breasts and urged his friend to snap the picture before they could wriggle free.

Psychology professor Kimberly Fairchild from Manhattan College talks about the negative consequences of harassment at conventions, saying

It makes women more likely to self-objectify. They start to think of themselves as body parts, objects, not full intelligent human beings . . . Objectification, in turn, has been linked to depression and anxiety.

To combat harassment, artist Erin Filson along with Rochelle Keyhan and Anna Kegler have created an advocacy group determined to make conventions a safer place. Under their banner of Geeks for CONsent, they have been lobbying for anti-harassment policies, trained volunteers and counseling for victims. Hopefully their efforts will serve as a new kind of kryptonite against nerd culture misogyny.

Ubisoft has been trying to find out what makes its gamers tick. Nick Yee, a researcher fronting the company’s internal “Daedalus Project,” now has a new book, The Proteus Paradox, bringing together some of the major findings from the years of interviewing and observing gamers. Perhaps most interesting, as Bryan Alexander points out in Reason, is that, no matter how otherworldly the games might be, players tend to import their offline behavior and attitudes.

For instance, Yee explains in a chapter called “The Labor of Fun,” many gamers come to see gaming as a second job, demanding hours of boring drudgery contributing to fleeting achievements. Some even exploit other gamers to do the “grinding” work of leveling-up and repay it with racism toward those willing to do the work.

Gender figures interestingly, too:

Proteus outlines how male players denigrate, harass, and drive off female players. But Yee offers two twists to this sadly familiar story. First, women report wanting to play for the same reasons men do—achievement, social interaction, and immersion—going against essentialist expectations of gender behavior difference. And second, MMOs [massively multiplayer online games] offer a pedagogical benefit of sorts to male gamers who play under female avatars.

Males do this switching with some frequency… mostly to enjoy the eye candy of an attractive female avatar displayed in a game’s third-person perspective. That gaze is then reversed, as it were, as other players ogle the same avatar from their avatar’s perspectives. It’s a surprising opportunity to experience the kinds of sexual harassment that real-world women know to well.

Love, death, and helping others all come into play. “For all the criticisms that can be made of gamers’ behavior,” Alexander writes after reading Yee’s book, “these worlds are not bleak places entirely devoid of pleasure and fellow-feeling.” Between levels, it seems, some Putnam, Goffman, and Addams have snuck into the online realm.

For more in the Reason series on gaming, click here. For more on race in gaming, check out “The Whiteness of Warcraft,” here on TSP.