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Who’s afraid of a global pandemic? We all are, at the
moment. But like so many other forms of fear, concern about medical issues is
much more acute for people in precarious and vulnerable social positions. The
privileged—particularly those who are white and upper class—can more afford not
to be preoccupied with health and medical concerns, including pandemics.

In our new book Fear Itself, we found consistent support for updating our classic theories about vulnerability. Classic theories often understand vulnerability in physical terms. But risk and vulnerability are also social, rather than primarily physical, and we found consistent evidence that members of disadvantaged status groups—particularly women, racial and ethnic minorities, and those with lower levels of social class—had higher levels of fear across many domains.

Using pooled data from six waves (2014–2019) of Chapman Survey of American Fears (CSAF), we examined the sociological patterns of fears about disease and health. We looked at fear about four specific issues: global pandemics, fears of becoming seriously ill, and fears about people you love becoming seriously ill or dying.     

The racial and ethnic disparities across these four outcomes
are striking, with white Americans being significantly less likely to report
being “very afraid” of pandemics and medical issues involving themselves or
their families. Hispanic Americans reported the greatest concern about all four
issues, likely a reflection of lower rates of health care insurance and access
among Latino/a communities and individuals.

Likewise, we find clear disparities in fears about health and pandemics across different levels of education and family income. Again, the mechanisms are clear, with vast disparities in health care access in the United States, as well as the well-known social determinants of disease both playing a role.

While these patterns are not necessarily surprising, they are nonetheless disconcerting, for a number of reasons. First, in terms of the epidemiology of the Coronavirus pandemic, it is the disempowered who will disproportionately bear the brunt of the negative health effects, and who will be least equipped with the resources to adequately respond if and when they get sick. Second, when preventative public health measures such as quarantines are put in place, it is people in the working and lower classes who can least afford to take time off of work or keep their children home from school in order to comply with public health procedures.

Not only does fear disproportionately prey upon people in less powerful social positions, it also exacerbates and deepens inequality. Higher levels of fear and anxiety are strongly and significantly related to harmful health outcomes, even after accounting for the social inequalities that structure who is afraid in the first place. In Fear Itself we created an omnibus fear metric we called the “Sum of All Fears” that combined levels of fear across a wide range of domains, including but not limited to health, crime, environmental degradation, and natural disasters. Scores on this global, summary fear metric once again produced strong support for social vulnerability theory; but levels of fear were also strongly connected to steep declines in quality of life across a range of domains, including social, personal, and financial well-being.

Taken together, fear is both a reflection of and a source of social inequality. This is true for the current global Coronavirus pandemic and the accompanying concerns, but it will also be the case long after the pandemic has passed. Our hope is that sociologists, social psychologists, and public health officials begin to consider how fear factors into and deepens social inequality.

Joseph O. Baker is Associate Professor in the Department of Sociology and Anthropology at East Tennessee State University and a senior research associate for the Association of Religion Data Archives.

Ann Gordon is Associate Professor of Political Science and Director of the Ludie and David C. Henley Social Science Research Laboratory, Chapman University.

L. Edward Day is Associate Professor and Chair of the Sociology Department at Chapman University.

Christopher D. Bader is Professor of Sociology at Chapman University and affiliated with the Institute for Religion, Economics and Culture (IRES). He is Associate Director of the Association of Religion Data Archives (www.theARDA.com) and principal investigator on the Chapman University Survey of American Fears.

Sociologists
studying emotion have opened up the inner, private feelings of anger, fear,
shame, and love to reveal the far-reaching effects of social forces on our most
personal experiences. This subfield has given us new words to make sense of shared
experiences: emotional labor in our professional lives, collective
effervescence at sporting events and concerts, emotional capital as a resource
linked to gender, race, and class, and the relevance of power in shaping
positive and negative emotions.

Despite
these advances, scholars studying emotion still struggle to capture emotion
directly. In the lab, we can elicit certain emotions, but by removing context,
we remove much of what shapes real-life experiences. In surveys and interviews,
we can ask about emotions retrospectively, but rarely in the moment and in
situ.

One
way to try to capture emotions as they unfold in all of their messy glory is
through audio diaries (Theodosius 2008). Our team set out to use audio
diaries as a way to understand the emotions of hospital nurses—workers on the
front lines of healthcare. We asked nurses to make a minimum of one recording
after each of 6 consecutive shifts. Some made short 10-minute recordings. Some
talked for hours in the midst of beeping hospital machines and in break rooms,
while walking to their cars, driving home, and as they unplugged after a long
day. With the recorders out in the world, we couldn’t control what they
discussed. We couldn’t follow-up with probing questions or ask them to move to
a quieter location to minimize background noise.

But what this lack of control gave us was a trove of emotions and reflections, experienced and processed while recording. One fruitful way to try to distill these data, we found, was through visuals. We created wavelength visualizations in order to augment our interpretation of diary transcripts. Pairing the two reintroduces some of the ‘texture’ of spoken word often lost in the transcription process (Smart 2009:296). The following is from our new article in the journal, Qualitative Research (Cottingham and Erickson Forthcoming).

In this first segment, Tamara (all participant names are pseudonyms) describes a memorable situation in which a patient’s visitor assumed that Tamara was a lower-level nursing aid rather than a registered nurse (the full event is discussed in greater detail in Cottingham, Johnson, and Erickson 2018). This caused her to feel “ticked” (angry), which is the word she uses after a quick, high-pitched laugh that peaks the wavelength just after the 30-s mark (Figure 1). The wavelength peak just after the 1:15 mark is as she says the word ‘why’ with notable agitation in ‘I’m not sure why. Maybe cuz I’m Black. I don’t know.’

We can compare Figure 1 that visualizes Tamara’s feelings of
anger with the visualization of emotion in Figure 2. “Draining” is the
description Tamara gives at the beginning of this second segment. The peak just
after the 15-second mark is from a breathy laugh as she describes her sister “who
has MS is sitting on the bedside commode” when she gets home from work. After
the 45-second mark, she has a similar breathy laugh but in conjunction with the
word ‘compassionate’ as she says ‘I’m trying to be as empathetic and
compassionate as I want to be, but I know I’m really not. So I feel kinda
crappy, guilty maybe about that.’ Just before the 1:30 mark she draws out the
words ‘draining’ and ‘frustrating’ before finishing: ‘because you leave it and
you come home to it…you know…yeah.’ We can see that the segment ends with
longer pauses, muted remarks, and sighs, suggesting low energy and representing
the drained feelings she expresses, particularly in comparison to the lively
energy seen in the first segment when she discusses feeling angry.

A second example comes from Leah, recorded while driving to work. Here she is angry (“pissed off”) because she has to work on a day that she was not originally scheduled to work. This segment is visualized in the waveform shown in Figure 3.

In contrast to her discussion of being pissed off and working to ‘retain enough righteous indignation’ to confront her boss later (in figure 3), we see a different wavelength visualization in her second segment (figure 4). In that segment, she describes her lack of enthusiasm for continuing the shift. She reflects on this lack of desire (‘I don’t want to stay’) by stepping outside her own feelings and contrasting them with the dire circumstances of her young patient. This reflexivity leads her to conclude that she has reached the limits of her ability to be compassionate.

To
be sure, waveform visualizations are only meaningful in tandem with what our nurses say. And they do not
provide definitive proof of certain emotions over others. They can’t fully
identify the sighs, deep inhales, uses of sarcasm, or other subtle features of
spoken diary entries. They do, however, offer some insight into how speed,
pitch, and pauses correspond to different emotional expressions and, arguably,
levels of emotional energy (Collins 2004) that vary across time and interactions.

While
there is little that can serve as a substitute for hearing the recordings
directly, the need to protect participants’ confidentiality compels us to turn
to other means to convey the nuances of these verbalizations. Visualization of
wavelengths, in combination with transcripts, can lend themselves to further
qualitative interpretation of these subtleties, conveying the dynamics of a
segment to others who do not have direct access to the recordings themselves.

Check
out the full, open-access article on this topic here and more on the experiences of nurses
here.

Marci Cottingham is assistant professor of sociology at the University of Amsterdam. She researches emotion and inequality broadly and their connection to healthcare and biomedical risk. She is a 2019-2020 visiting fellow at the HWK Institute for Advanced Study. More on her research can be found here: www.uva.nl/profile/m.d.cottingham

References:

Collins, Randall.
2004. Interaction Ritual Chains. Princeton, New Jersey: Princeton
University Press.

Cottingham,
Marci D. and Rebecca J. Erickson. Forthcoming. “Capturing Emotion with Audio
Diaries.” Qualitative Research. https://doi.org/10.1177/1468794119885037

Cottingham,
Marci D., Austin H. Johnson, and Rebecca J. Erickson. 2018. “‘I Can Never Be
Too Comfortable’: Race, Gender, and Emotion at the Hospital Bedside.” Qualitative
Health Research 28(1):145–158. https://doi.org/10.1177/1049732317737980

Smart,
Carol. 2009. “Shifting Horizons: Reflections on Qualitative Methods.” Feminist
Theory 10(3):295–308.

Theodosius,
Catherine. 2008. Emotional Labour in Health Care: The Unmanaged Heart of
Nursing. NY: Routledge.
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What do college graduates do with a sociology major? We just got an updated look from Phil Cohen this week:

These are all great career fields for our students, but as I was reading the list I realized there is a huge industry missing: data science and analytics. From Netflix to national policy, many interesting and lucrative jobs today are focused on properly observing, understanding, and trying to predict human behavior. With more sociology graduate programs training their students in computational social science, there is a big opportunity to bring those skills to teaching undergraduates as well.

Of course, data science has its challenges. Social scientists have observed that the booming field has some big problems with bias and inequality, but this is sociology’s bread and butter! When we talk about these issues, we usually go straight to very important conversations about equity, inclusion, and justice, and rightfully so; it is easy to design algorithms that seem like they make better decisions, but really just develop their own biases from watching us.

We can also tackle these questions by talking about research methods–another place where sociologists shine! We spend a lot of time thinking about whether our methods for observing people are valid and reliable. Are we just watching talk, or action? Do people change when researchers watch them? Once we get good measures and a strong analytic approach, can we do a better job explaining how and why bias happens to prevent it in the future?

Sociologists are well-positioned to help make sense of big questions in data science, and the field needs them. According to a recent industry report, only 5% of data scientists come out of the social sciences! While other areas of study may provide more of the technical skills to work in analytics, there is only so much that the technology can do before companies and research centers need to start making sense of social behavior. 

So, if students or parents start up the refrain of “what can you do with a sociology major” this fall, consider showing them the social side of data science!

Evan Stewart is an assistant professor of sociology at University of Massachusetts Boston. You can follow his work at his website, on Twitter, or on BlueSky.

The rise of online shopping at the holiday season highlights some pretty Grinchy behavior. Local news and home security companies have been trumpeting market research about so-called “porch pirates” swiping deliveries before people can get home from work or school to bring them inside.

Most of the current solutions for package security aren’t that great. If you don’t feel comfortable trusting Amazon or some other company to remotely run your door locks for deliveries (or if you live in an apartment building without a fancy mailroom), getting packages can be a gamble unless you can route them to a secure delivery site. If someone wants to send you a gift with all the warm intentions of a classic Christmas tradition, their surprise could end up costing everyone a lot more time, money, and stress.

That friction between the idea of the gift and the gift itself is a great example of sociological theory at work. Pierre Bourdieu wrote about gift exchanges throughout his work, especially the idea that giving a gift has a “double truth.” People want to show kindness and generosity, expecting nothing in return, but gifts are still exchanged in relationships. That exchange implicitly demands some things: your thanks, your continued commitment to the relationship, and often a different gift at a different time. This seems like a contradiction, but both things can be true because there are different styles of gift-giving tied to time and place. Exchange too quickly and you look like you’re trying to tie up a relationship and move on. Respond too slowly, and it looks like you have forgotten your loved ones.

To betray one’s haste to be free of an obligation one has incurred, and thus to reveal too overtly one’s desire to pay off services rendered or gifts received, so as to be quits, is to denounce the initial gift…It is all a question of style, which means in this case timing and choice of occasion, for the same act-giving, giving in return, offering one’s services, paying a visit, etc. – can have completely different meanings at different times, coming as it may at the right or the wrong moment… (Outline of a Theory of Practice, 1977, Pp. 5-6)

Package pirates put a whole new strain on our relationships at special occasions. Now, if someone mails you a gift, accepting it gracefully might also mean being responsible for its security. What happens if your apartment has said they will not be liable for packages delivered, or your work schedule may not get you home in time to receive them? Do you sound ungrateful if you complain about these things or ask not to receive gifts?

On the other hand, it might also become much more rude to send someone a holiday surprise without a heads up first. It is also important to ask ourselves whether we are putting the idea of sending a gift ahead of the actual experience of our loved ones receiving it.

This time of year, we often say “it’s the thought that counts.” If that’s true, we might have to think carefully about some of the social norms for sending gifts until the shipping industry can catch up.Evan Stewart is an assistant professor of sociology at University of Massachusetts Boston. You can follow his work at his website, on Twitter, or on BlueSky.

During a year marked by social and political turmoil, the media has found itself under scrutiny from politicians, academics, the general public, and increasingly self-reflexive journalists and editors. Fake news has entered our lexicon both as a form of political meddling from foreign powers and a dismissive insult directed towards any less-than-complimentary news coverage of the current administration.

Paying attention to where people are getting their news and what that news is telling them is an important step to understanding our increasingly polarized society and our seeming inability to talk across political divides. The insight can also help us get at those important and oh-too common questions of “how could they think that?!?” or “how could they support that politician?!?”

My interest in this topic was sparked a few months ago when I began paying attention to the top four stories and single video that magically appear whenever I swipe left on my iPhone. The stories compiled by the Apple News App provide a snapshot of what the dominant media sources consider the newsworthy happenings of the day. After paying an almost obsessive attention to my newsfeed for a few weeks—and increasingly annoying my friends and colleagues by telling them about the compelling patterns I was seeing—I started to take screenshots of the suggested news stories on a daily or twice daily basis. The images below were gathered over the past two months.

It is worth noting that the Apple News App adapts to a user’s interests to ensure that it provides “the stories you really care about.” To minimize this complicating factor I avoided clicking on any of the suggested stories and would occasionally verify that my news feed had remained neutral through comparing the stories with other iPhone users whenever possible.

Some of the differences were to be expected—People simply cannot get enough of celebrity pregnancies and royal weddings. The Washington Post, The New York Times, and CNN frequently feature stories that are critical of the current administration, and Fox News is generally supportive of President Trump and antagonistic towards enemies of the Republican Party.

However, there are two trends that I would like to highlight:

1) A significant number of Fox News headlines offer direct critiques of other media sites and their coverage of key news stories. Rather than offering an alternative reading of an event or counter-coverage, the feature story undercuts the journalistic work of other news sources through highlighting errors and making accusations of partisanship motivations. In some cases, this even takes the form of attacking left-leaning celebrities as proxy to a larger movement or idea. Neither of these tactics were employed by any of the other news sources during my observation period.

2) Fox News often featured coverage of vile, treacherous, or criminal acts committed by individuals as well as horrifying accidents. This type of story stood out both due to the high frequency and the juxtaposition to coverage of important political events of the time—murderous pigs next to Senate resignations and sexually predatory high school teachers next to massively destructive California wildfires. In a sense, Fox News is effectively cultivating an “asociological” imagination by shifting attention to the individual rather than larger political processes and structural changes. In addition, the repetitious coverage of the evil and devious certainly contributes to a fear-based society and confirms the general loss of morality and decline of conservative values.

It is worth noting that this move away from the big stories of the day also occurs through a surprising amount of celebrity coverage.

From the screen captures I have gathered over the past two months, it seems apparent that we are not just consuming different interpretations of the same event, but rather we are hearing different stories altogether. This effectively makes the conversation across political affiliation (or more importantly, news source affiliation) that much more difficult if not impossible.

I recommend taking time to look through the images that I have provided on your own. There are a number of patterns I did not discuss in this piece for the sake of brevity and even more to be discovered. And, for those of us who spend our time in the front of the classroom, the screenshot approach could provide the basis for a great teaching activity where the class collectively takes part in both the gathering of data and conducting the analysis. 

Kyle Green is an Assistant Professor of Sociology at The College at Brockport, State University of New York. He is a proud TSP alumnus and the co-author /co-host of Give Methods a Chance.

Content Note: Some slurs in historical context below the break. 

Since the white nationalist march on Charlottesville, VA, in August, many cities in the South are grappling with what to do about Confederate monuments in their public spaces. The argument, which I agree with fully, is that Confederate monuments celebrate people who dedicated their lives to the oppression of people of color and should be removed. While there is support for removing Confederate statues among many Northern liberals, treating Confederate generals as the only obvious indicators of state-sanctioned racism perpetuates the notion of Southern exceptionalism. 

The truth is that you do not need a white hood or the Stars and Bars to be a white supremacist. In Philadelphia, the debate over a monument is not about the statue of a general from 1865 but about a 1972 Democrat Mayor.

Across the street from City Hall, right in the entrance of the Municipal Service Building, a statue of Frank Rizzo towers nine feet high. Frank “The General” Rizzo served as Philadelphia’s Police Commissioner in the late 1960s and early 1970s and as the Mayor of Philadelphia from 1972 to 1980. Rizzo was known as a pull no punches kind of guy. During his reelection campaign of 1975 he famously told his adversaries, “Just wait after November, you’ll have a front row seat because I’m going to make Attila the Hun look like a faggot.” His brutal, and racially motivated, legacy on the Philadelphia Police department is still felt to this day.

Rizzo was born and raised in South Philadelphia in a home with a beat cop father. After dropping out of high school and briefly joining the navy, Rizzo joined the Philadelphia police, making a name for himself as “a no-nonsense cop who swung first and asked questions later.” In 1967, Rizzo become police commissioner. A year after he led police officers to a school administration building where black students were protesting for black history in their school curriculum. Rizzo told the cops, “get their black asses.”

The image that best captures Rizzo’s tenure as police chief is from 1970. A week before a Black Panther convention that was intended to take place at Temple University, police officers raided a group of Panthers and conducted strip searchers on the activists in the streets. The picture (content warning) was printed on the front page of the Philadelphia Daily News the day after.

In 1972, after a campaign in which he was endorsed by a KKK spinoff organization in Pennsylvania and in which his slogan was “vote white,” Frank Rizzo assumed the office of the Mayor of Philadelphia. The tenure of Rizzo as mayor could be thought of a series of civil right lawsuits. In 1975, the court issued a consent decree after a suit against Rizzo and the city for the failure to hire black fire fighters. In 1976, Rizzo was sued for violating the Fair Housing Act. In 1979, the Department of Justice filed what was called “an unprecedented civil suit” against Rizzo and the city for “condoning systematic police brutality.” These are just a few examples.

In 1978, the KKK awarded Rizzo the “Racist Hero of the Month award.”

After a long and failed campaign to seek a change in the City’s charter that would allow him to run for a third term, Rizzo left office in 1980. He continued his career as a “guardian of white rights.”

In the aftermath of Charlottesville, Philadelphia Councilwoman Helen Gym tweeted: “All around the country, we’re fighting to remove the monuments to slavery & racism. Philly, we have work to do. Take the Rizzo Statue down.” This wasn’t the first time that a call was made to remove the Rizzo statue in Philly. Groups of activists have been protesting the statue every Thursday for the past year.

Southern exceptionalism is the notion that the group of Southern states of the United States, the former Confederacy, is an exceptionally racist entity that America battles with every few generations. By blaming the South for racism while ignoring the way the establishment, law-enforcement, and large parts of white America in the North treated people of color, Northern liberals absolve themselves of any moral wrongdoing. Historian Clarence Lang writes that Southern exceptionalism “celebrates the inevitable triumph of U.S. democratic values, and ignores the structural role of inequality in building and maintaining the U.S. nation-state.”

We cannot allow the conversation around confederate monuments to ignore the racism of America as a whole and scapegoat racism on the south. 

We must expand our political and sociological imagination about racism and white supremacy beyond the South and the Confederacy. Philadelphia is doing exactly that. Recently, the Office of the Mayor of Philadelphia published a call for ideas on what should be done with the problematic statue. The call received hundreds of ideas and now Philadelphians wait for a decision on the statue’s future.

At the end of the day, changes in law, policies, practice and wealth distribution will dismantle the legacy and presence of racism and oppression in the United States. Taking down monuments is a way to publicly  affirm a commitment to that goal.

There is no Confederate statue in Philadelphia, at least none that I know of. Taking down the Rizzo statue in the city of brotherly love will be a victory for progressives everywhere. Just as white progressives from the North support struggles to remove monuments in the South, they must identify the “Rizzo statue” in their towns and remove it.

Abraham Gutman is an Israeli writer and economist currently based in Philadelphia. His writing focuses on Israel/Palestine, race in America, policing, and housing. Abraham currently works at the Center for Public Health Law Research at Temple University where he conducts research on housing policy. All opinions are his own. Follow him on Twitter @abgutman.

The Washington Post recently covered a leaked email exchange from the University of Maryland in which the school’s Mock Trial team assistant coach lamented the “mediocre” to “poor” performance of Latinx students and asked if any of them had to be included to satisfy diversity requirements for the makeup of the team. While an embarrassing situation for both the students and the authors of the e-mail exchange, this event reflects recent research in law and society that addresses questions of race, gender, immigrant background, and inequality in the legal profession and among law school students.

While law firms put a high value on American law school training, not everyone gets the same benefits from a legal education. Students of color who are the children of immigrants earn less after graduating from law school. Implicit biases can also determine who gets hired at elite jobs and exert pressure on these students while they are in school. This recent incident at Maryland shows how these patterns affect minority students’ everyday experiences in law school.

Our analysis emphasizes the persistent inequality in the median income level among lawyers in the United States. There are sizable differences in earnings across race and gender. We have found that, while immigrant status alone is not always negatively associated with income, it does compound the income disadvantage of immigrants when combined with race and gender.

Prepared by the authors. Source: U.S. Census and American Community Survey 1970-2010. All values are in 2010 U.S. dollars. These charts refer to individuals who were in the labor force, employed in the legal profession, and worked in the legal services industry.

One issue that has come up in the course of our study is the question of whether law school matters. We considered that the first generation of immigrants is likely educated abroad, whereas the second generation is potentially educated in the U.S. Although we do not have a direct measure of whether the immigrants in our sample have received their law degree from an American or a foreign law school, previous research has found that age at immigration is a valid proxy measure for place of education.

We do find a slight income advantage for those educated in the United States. However, as the incident in Maryland might suggest, education alone may not determine future professional success as a lawyer. Because the law school environment emphasizes network building and socialization through extra-curricular activities, such as moot court or mock trial, students who are not selected for these opportunities (especially on the basis of race!), may be additionally disadvantaged when looking for a job as well as in the marketplace.

Alisha Kirchoff is a PhD student and Associate Instructor of sociology at Indiana University. Her research is in law and society, political sociology and comparative sociology. She is also currently working as a digital content producer for Contexts Magazine.

Vitor Martins Dias is a graduate student in the Department of Sociology at Indiana University-Bloomington. Prior to leaving Brazil to pursue his LL.M. at Indiana University Maurer School of Law, he received his LL.B. and LL.M., respectively, from Centro Universitário do Pará and São Paulo Law School of Fundação Getúlio Vargas. He is broadly interested in the areas of development, the legal profession, law and society, political economy, political sociology, and inequality.

Originally posted at Gender & Society

Last summer, Donald Trump shared how he hoped his daughter Ivanka might respond should she be sexually harassed at work. He said, “I would like to think she would find another career or find another company if that was the case.” President Trump’s advice reflects what many American women feel forced to do when they’re harassed at work: quit their jobs. In our recent Gender & Society article, we examine how sexual harassment, and the job disruption that often accompanies it, affects women’s careers.

How many women quit and why?  Our study shows how sexual harassment affects women at the early stages of their careers. Eighty percent of the women in our survey sample who reported either unwanted touching or a combination of other forms of harassment changed jobs within two years. Among women who were not harassed, only about half changed jobs over the same period. In our statistical models, women who were harassed were 6.5 times more likely than those who were not to change jobs. This was true after accounting for other factors – such as the birth of a child – that sometimes lead to job change. In addition to job change, industry change and reduced work hours were common after harassing experiences.

Percent of Working Women Who Change Jobs (2003–2005)

In interviews with some of these survey participants, we learned more about how sexual harassment affects employees. While some women quit work to avoid their harassers, others quit because of dissatisfaction with how employers responded to their reports of harassment.

Rachel, who worked at a fast food restaurant, told us that she was “just totally disgusted and I quit” after her employer failed to take action until they found out she had consulted an attorney. Many women who were harassed told us that leaving their positions felt like the only way to escape a toxic workplace climate. As advertising agency employee Hannah explained, “It wouldn’t be worth me trying to spend all my energy to change that culture.”

The Implications of Sexual Harassment for Women’s Careers  Critics of Donald Trump’s remarks point out that many women who are harassed cannot afford to quit their jobs. Yet some feel they have no other option. Lisa, a project manager who was harassed at work, told us she decided, “That’s it, I’m outta here. I’ll eat rice and live in the dark if I have to.”

Our survey data show that women who were harassed at work report significantly greater financial stress two years later. The effect of sexual harassment was comparable to the strain caused by other negative life events, such as a serious injury or illness, incarceration, or assault. About 35 percent of this effect could be attributed to the job change that occurred after harassment.

For some of the women we interviewed, sexual harassment had other lasting effects that knocked them off-course during the formative early years of their career. Pam, for example, was less trusting after her harassment, and began a new job, for less pay, where she “wasn’t out in the public eye.” Other women were pushed toward less lucrative careers in fields where they believed sexual harassment and other sexist or discriminatory practices would be less likely to occur.

For those who stayed, challenging toxic workplace cultures also had costs. Even for women who were not harassed directly, standing up against harmful work environments resulted in ostracism, and career stagnation. By ignoring women’s concerns and pushing them out, organizational cultures that give rise to harassment remain unchallenged.

Rather than expecting women who are harassed to leave work, employers should consider the costs of maintaining workplace cultures that allow harassment to continue. Retaining good employees will reduce the high cost of turnover and allow all workers to thrive—which benefits employers and workers alike.

Heather McLaughlin is an assistant professor in Sociology at Oklahoma State University. Her research examines how gender norms are constructed and policed within various institutional contexts, including work, sport, and law, with a particular emphasis on adolescence and young adulthood. Christopher Uggen is Regents Professor and Martindale chair in Sociology and Law at the University of Minnesota. He studies crime, law, and social inequality, firm in the belief that good science can light the way to a more just and peaceful world. Amy Blackstone is a professor in Sociology and the Margaret Chase Smith Policy Center at the University of Maine. She studies childlessness and the childfree choice, workplace harassment, and civic engagement.