자연주의적 탐구조사(Naturalistic Inquiry)

The Psychology of Religion and Coping: Theory, Research, Practice

The value-in-diversity perspective argues that a diverse workforce, relative to a homogeneous one, is generally beneficial for business, including but not limited to corporate profits and earnings. This is in contrast to other accounts that view diversity as either nonconsequential to business success or actually detrimental by creating conflict, undermining cohesion, and thus decreasing productivity. Using data from the 1996 to 1997 National Organizations Survey, a national sample of for-profit business organizations, this article tests eight hypotheses derived from the value-in-diversity thesis. The results support seven of these hypotheses: racial diversity is associated with increased sales revenue, more customers, greater market share, and greater relative profits. Gender diversity is associated with increased sales revenue, more customers, and greater relative profits. I discuss the implications of these findings relative to alternative views of diversity in the workplace.

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Does Diversity Pay?: Race, Gender, and the Business Case for Diversity:

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Fear of crime : interpreting victimization risk

1. Understanding Gender. 2. Dominance and Interdependence. 3. Development of Gender Relations. 4. Content and Origins of Gender Stereotypes. 5. Descriptive and Prescriptive Stereotyping. 6. Self-Sustaining Prophecies. 7. Obstacles to Gender Nonconformity. 8. Sexism in the Workplace. 9. Love and Romance. 10. Sex. 11. Gender and Violence. 12. Progress, Pitfalls, and Remedies.

The Social Psychology of Gender: How Power and Intimacy Shape Gender Relations

Although research consistently shows that women feel unsafe in a variety of situations, the social sources of these perceptions have not been clearly identified. This article examines, theoretically and empirically, the influence of sexual harassment on perceptions of safety among women. Because perceptions of safety among women are largely related to fears of sexual victimization, sexual harassment, particularly when it involves strangers, should indicate sexual vulnerability and typify particular contexts as dangerous and threatening. Using data from a national sample of Canadian women, the authors first examine the prevalence of stranger and nonstranger sexual harassment and then examine their influence on perceptions of safety. The findings indicate that stranger harassment is more prevalent and more extensive than nonstranger harassment and that stranger harassment more strongly influences fear of victimization. The implications of these findings are discussed.

Experiencing the Streets: Harassment and Perceptions of Safety among Women

Much of what is known about how the law operates is based on the criminal justice process. What is less understood is whether legal, extra-legal, and organizational attributes matter for non-criminal justice processes, such as discrimination and employment disputes. It is this general issue that we examine in this paper. We also incorporate how the development of the legal construct of sexual harassment affects case settlement. Our study attempts to overcome the underutilization of theoretical understandings from the sociology of law to study sexual harassment complaints. We examine 267 sexual harassment complaints against corporate respondents or employing organizations handled by the Canadian Human Rights Commission between 1978–1993 to see what factors influence whether a complaint will be dismissed or settled. Our results show that legal, extra-legal, and case processing factors matter for the resolution of complaints. We also find that the development of sexual harassment as a legal concept is central to understanding the settlement of complaints over time. Finally, we conclude that research on civil and human rights processes should incorporate insights from research on criminal justice processes.

https://www.jstor.org/stable/10.1525/sp.2002.49.4.605

Legal Factors, Extra-Legal Factors, or Changes in the Law? Using Criminal Justice Research to Understand the Resolution of Sexual Harassment Complaints

Annette Nierobisz * The research was funded in part by grants from the Social Sciences and Humanities Council of Canada (#816-95-0037) and the General Research Grant fund in the Department of Sociology, University of Toronto. An earlier version of this paper was presented at the 1996 Sociologist Against Sexual Harassment annual meetings. Please direct all correspondence to Sandy Welsh, Department of Sociology, University of Toronto, 203 College Street, Toronto, ON M5T 1P9 or e-mail: welsh@chass.utoronto.ca Abstract: Surveys documenting the prevalence of sexual harassment in Canada are hindered by four problems: the lack of mutually exclusive, behaviourally based survey items; the lack of exhaustive categories; inappropriate time frames for items; and a lack of context for these survey items. We compare the results from the 1983 Canadian Human Rights Commission study and the 1994 Violence Against Women survey to highlight these four common problems found in sexual harassment surveys. The Violence Against Women survey overcomes several of these problems and provides reliable estimates of the prevalence of sexual harassment. According to the Violence Against Women survey, 54 percent of Canadian women experience sexual harassment over their lifetime by known men in general and twenty-three percent experience sexual harassment by known men in workplace positions. This survey though, does appear to under-represent the amount of poisoned environment harassment experienced by Canadian women. Resume: Les enquetes qui documentent la frequence du harcelement sexuel au Canada se heurtent a quatre sortes de problemes: le manque de categories de reponse mutuellement exclusives reflettant le comportement; le manque de categories epuisant le tout du comportement sous question; l'usage d'unites de temps qui ne sont pas appropriees aux categories de comportement; et le manque de contexte pour les categories de reponse. Nous comparons les resultats de l'enquete de la Commission canadienne des droits de l'homme de 1983 avec ceux de l'enquete > de 1994 pour souligner ces quatre problemes communs que l'on trouve dans les enquetes de harcelement sexuel. L'enquete > surmonte quelques-uns de ces problemes et offre des estimations fiables de la frequence de harcelement sexuel. Selon cette enquete, 54 pourcent des femmes canadiennes ont ete harcelees sexuellement par des hommes connus en general et 23 pourcent ont ete harcelees sexuellement par des hommes connus dans des positions d'emploi. Cependant cette enquete sous-estime le montant de harcelement venant de l'environnement qui affecte aussi les femmes canadiennes. Although research indicates that women have experienced sexual harassment through much of recorded history (Bularzik, 1978; Farley, 1979; Backhouse and Cohen, 1978), it was not until 1978 that the Canadian Human Rights Commission recognized sexual harassment to be a form of discrimination prohibitable under the Human Rights Act. This recognition sparked numerous surveys which explored the prevalence of harassment in Canada (e.g., Canadian Human Rights Commission, 1983; Cammaert, 1985; McDaniel and van Roosmalen, 1991; Phillips and Schneider, 1993). Yet, even with the proliferation of new studies, a clear and consistent picture of the prevalence of sexual harassment in Canadian workplaces refuses to emerge. There is considerable variation in the estimated proportions of women reported to have experienced sexual harassment. Depending on the study, rates of sexual harassment in the United States and Canada range from 90 percent (Brooks and Perot, 1991) to 16 percent (Wizer, 1992). While the range of sexual harassment rates sometimes reflect differences in sampled populations (e.g., non-random samples, university versus workplace populations, see Gruber, 1990; 1992; Fitzgerald and Shullman, 1993; Arvey and Cavanaugh, 1995), the rates of sexual harassment in general population surveys vary from 30 percent (Loy and Stewart, 1988) to 49 percent (Canadian Human Rights Commission, 1983). …

How prevalent is sexual harassment : A research note on measuring sexual harassment in Canada

Students commonly hold erroneous notions of a “post-racial” world and individualistic worldviews that discount the role of structure in social outcomes. Jointly, these two preconceived beliefs can ...

Seeing Race: Teaching Residential Segregation with the Racial Dot Map.

This article examines the capacity of human rights commissions to foster public policy change by focusing on the Canadian Human Rights Commission (CHRC) and its role in advancing sexual orientation equality rights in Canada. The case study is informed by commission annual reports, speeches by past chief commissioners, presentations by the commission to parliamentary committees, and an examination of 442 sexual orientation complaints closed by the commission by 2005. The study shows that, from its inception, the commission had a simple and consistent message: sexual orientation should not be the basis for denying individuals employment, services or benefits. Using a variety of strategies, the CHRC facilitated the incorporation of this message into the Canadian Human Rights Act by promoting the designation of sexual orientation as a prohibited ground of discrimination. Subsequently, the commission became actively involved in securing equal access to employment-related benefits in the federal sphere for same-sex couples and also added its voice in support of legal recognition of same-sex marriage. The authors conclude by discussing how the unique position of human rights commissions gives them the potential to play an important role in public policy development, even when there may be a lack of political will or public support.



Sommaire: Le present article examine l'aptitude des commissions des droits de la personne a encourager les changements dans la politique publique en mettant l'accent sur la Commission canadienne des droits de la personne (CCDP) et son role dans la promotion des droits a l'egalite en matiere d'orientation sexuelle au Canada. L' etude de cas tire ses informations des rapports annuels de la commission, des allocutions prononcees par d'anciens presidents de la commission, des presentations faites par la commission aux comites parlementaires, et d'un examen de 442 plaintes relatives a l'orientation sexuelle traitees par la commission jusqu'en 2005. L' etude indique que, depuis sa creation, la commission avait un message simple et unanime l'orientation sexuelle ne devrait pas etre un motif invoque pour refuser de l'emploi, des services ou des avantages sociaux a des particuliers. Grâce a diverses strategies, la CCDP a facilite l'integration de ce message a la Loi canadienne sur les droits de la personne en faisant en sorte que l'orientation sexuelle soit designee comme un motif de discrimination interdit. Par la suite, la commission a ete active sur la scene federale pour assurer que les conjoints de meme sexe beneficient de l' egalite d'acces aux avantages lies a l'emploi, et elle a egalement soutenu la reconnaissance legale du mariage des conjoints de meme sexe. En conclusion, les auteurs discutent la position unique des commissions des droits de la personne qui leur offre le potentiel de jouer un role important dans l' elaboration des politiques gouvernementales, meme avec un manque de volonte politique ou de soutien public.

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Annette Nierobisz

Papers

Experiencing the Streets: Harassment and Perceptions of Safety among Women

Legal Factors, Extra-Legal Factors, or Changes in the Law? Using Criminal Justice Research to Understand the Resolution of Sexual Harassment Complaints

How prevalent is sexual harassment : A research note on measuring sexual harassment in Canada

Seeing Race: Teaching Residential Segregation with the Racial Dot Map.

Human rights commissions and public policy: The role of the Canadian Human Rights Commission in advancing sexual orientation equality rights in Canada