Many have argued that sexualized banter is indicative of “masculine” culture, serving as a mechanism by which men construct masculine identity and dominance and create a climate of sexual harassment. While this claim has much empirical support, sexualized banter among women remains undertheorized. Furthermore, many contemporary scholars agree that the meaning of a sexual exchange may vary widely between cultural and material contexts, but this insight has only recently been applied to studies of workplace sexuality. This article considers the issues (...) of gender, sexuality, power, and context in light of ethnographic data collected in two service work establishments. Within these organizations, many workplace sexualized interactions emerge as facilitating camaraderie and empowerment between workers. The article concludes that the sexual particularities of a workplace should be interpreted as one of its many cultural features, reflective more of its organizational conditions than of a static sexual symbolism. (shrink)

That women tend to see harassment where men see harmless fun or normal gendered interaction is one of the more robust findings in sexual harassment research. Using in-depth interviews with employed men and women, this article argues that these differences may be partially explained by the performative requirements of masculinity. The ambiguous practice of “girl watching” is centered, and the production of its meaning analyzed. The data suggest that men's refusal to see their behavior as harassing may be partially explained (...) through the objectification and attenuated empathy that the production of masculine identities may require. Thus, some forms of harassment and their interpretations may more accurately be seen as acts of ignoring than states of ignorance. Implications for anti-sexual harassment policies and training are explored. (shrink)

Contrapower sexual harassment occurs when the target of harassment possesses greater formal organizational power than the perpetrator. Traditional conceptualizations of power underlying sexual harassment have either focused on location within organizational hierarchies or sociocultural status differences between men and women. We suggest the utility of simultaneously considering the influence of gender, race, and class on power dynamics at organizational, sociocultural, and interpersonal or individual levels. Using qualitative data obtained from 8 focus groups, 20 interviews, and 1 in-depth case study, we (...) examine how gender, race, and class influence varied sources of power available to perpetrators and targets in workplace contrapower situations. We argue that the exploration of the dynamics involved in contrapower sexual harassment can illuminate broader processes of doing gender and power in the workplace. (shrink)

Researchers have given some attention to women law enforcement officers' experiences and perceptions of sexual harassment. Yet, few studies have determined how the interaction of gender and race affect African American women's perception of this workplace impediment. This article explores one group of women's experiences in a U.S. sheriff's department. Interview data gathered from 65 African American women who are active and former law enforcement officers provide a comprehensive examination of how African American women in nontraditional criminal justice occupations experience (...) racialized sexual harassment. Differences in degree and frequency of harassment are found among the women in different cohorts based on their job tenure, marital status, and the race of their harassers. (shrink)

Health care professionals use strategies during the physical examination to stay in control of their feelings, the behaviors of their patients, and to avoid allegations of sexual misconduct. To investigate how health care practitioners desexualize physical exams, the authors conducted 70 in-depth interviews with physicians and nurses. Three desexualizing strategies were general ones, used by both male and female health care providers, and were employed regardless of the characteristics of the patients: engaging in conversation and nonsexual joking, meeting the patient (...) clothed before the exam, and using medical rather than colloquial terms. Six strategies were used only in specific contexts or were used primarily by men or women. These gendered strategies include using a chaperone, objectifying the patient, empathizing with the patient, joking about sex, threatening the patient, and looking professional. The authors conclude that desexualizing the exam is gendered and, in some contexts, sexualized. Using certain strategies bolsters stereotypes about gender and heterosexual relationships in the hospital. (shrink)

Past research finds that after menopause some women experience negative changes such as vaginal dryness, decreased libido, and decreased orgasm quality; very little research inquires about positive changes. In contrast, this study shifts the research focus from whether women experience menopausal changes to how women view any changes in sex life. Based on 30 in-depth interviews with heterosexual and lesbian women, the author finds that most women emphasize cultural and social issues, such as relationship status and quality, health, and sexual (...) history, rather than menopausal changes when they describe sex after menopause. However, she finds a difference by sexual orientation in how women handle problems in sex. The author concludes by discussing the implication of this research for future menopause and sex research; most important, she emphasizes studying sex in the context of women's lives rather than as a result of the biological changes of menopause. (shrink)

Masculinities vary by organizational context, demonstrating that organizational culture shapes the gendering of work even within the same occupation. The author draws on comparative and ethnographic data collected in two retail environments to understand how a common organizational culture is differently gendered by the organization of work. In these music stores, organizational culture is driven by masculinist fantasies of the rock musician lifestyle. As the products and knowledge of the rock musician lifestyle are made popularly accessible and retail work is (...) deskilled, a style of masculinity based on fraternization and competition takes the place of formal knowledge and experience—reaffirming rock musician as a populist, but exclusively male identity. The article concludes with a consideration of how the de-skilling of retail work reproduces gendered interactions that affirm men’s control over work and its products, even as retail work is presumed to be feminizing. (shrink)

Many women professionals traverse settings beyond the office in their work, but research on women professionals rarely follows them out of the office. Using a large, archived data set of focus groups with sales professionals, the authors ask how work in out-of-the-office settings affects women’s careers. The authors distinguish between two types of settings. In “heterosocial” settings, interaction rules are traditionally and normatively gendered; women and men are understood by others as heterosexually linked pairs, women become targets of gossip, and (...) some women report sexual advances and sexual harassment. In “homosocial” settings such as golf courses and strip clubs, women’s disadvantage takes the form of exclusion. (shrink)

How do diverse groups of women in Canada define sexual harassment? To answer this question requires incorporating race and citizenship into the analysis of sexual harassment. The authors use data from seven focus groups of Canadian women. The white women with full citizenship rights most easily identify with existing legal understandings of sexual harassment and believe they have the right to report their harassment. For women of color and women without full citizenship rights, issues of racialized sexual harassment emerge as (...) central factors in their harassment experience. Black women with full citizenship rights call into question whether the term sexual harassment captures their experiences. Filipinas working as live-in caregivers on limited visas demonstrate how racism and lack of citizenship changes definitions of sexual harassment. Their experiences of harassment combine elements of isolation due to their lack of citizenship, racialized sexual harassment, and abuse. The authors argue that intersectional analyses are needed to understand women’s harassment experiences and their ability to complain and seek legal recourse. (shrink)

Research on sexual harassment in the workplace has followed several trajectories: the extent of sexual harassment, labeling sexual harassment, responses to sexual harassment, and contributing factors to sexual harassment. Much of this research has been necessarily applied, leaving theoretical frameworks concerning sexual harassment underdeveloped. This research uses the case of the sexual harassment of temporary workers to develop grounded theory to provide a more structural understanding of sexual harassment. While temporary employment has increased dramatically in the past 15 years, researchers (...) have only recently begun to document the effects of this trend. This research is based on 68 in-depth interviews from two broader studies on clerical temporary work in Chicago and Los Angeles. The researchers find that the organization of temporary work fosters sexual harassment through the magnification of asymmetrical power relationships. (shrink)