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Adams, Abi & Daksh Walia (2025): Measuring Workplace Sexual Harassment: A Review. In: Scottish Journal of Political Economy, S. 1-15. DOI:10.1111/sjpe.12414

Abstract

"Measurement is a key challenge in studying sexual harassment. People's understanding of harassment varies across cultural and legal contexts, and there are many factors contributing to under-reporting. We review the psychology literature on the measurement of sexual harassment and assess the techniques employed in economics in this light. Using an online survey of the US workers, we show that survey methods that provide explicit behavioral examples or detailed definitions of sexual harassment identify higher prevalence rates, especially for black workers and men. We show that measures of the willingness to pay to avoid harassment vary according to which behaviors are specified." (Author's abstract, IAB-Doku) ((en))

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Coupaud, Marine (2025): It’s time for a change: Corporate restructuring and unwanted sexual attention at work among European workers. In: Economic and Industrial Democracy, S. 1-33. DOI:10.1177/0143831x251331760

Abstract

"This article aims to contribute to understanding of the factors influencing workplace sexual violence. This research draws on the literature of gendered organizations and borrows from Job Demands–Resources theory to explore the effects of corporate restructuring on the likelihood of unwanted sexual attention at work. Drawing on data gathered for the 2010 and 2015 European Working Conditions Survey (EWCS), the study examines the correlation between corporate restructuring, working conditions, and workplace unwanted sexual attention in the European labor force (N = 73,717). The findings suggest that work intensity, physical strain, and job control have a partial mediating effect on the relationship between corporate restructuring and unwanted sexual attention. It also shows that women experience worse working conditions in terms of job demands following a restructuring event. This study sheds lights on the repercussions of corporate restructuring and recommends approaches at the organization level to combat the epidemic of sexual harassment." (Author's abstract, IAB-Doku) ((en))

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Folke, Olle & Johanna Rickne (2025): Sexual Harassment across Occupations: New Evidence from Swedish Nationally Representative Data. (CEPR discussion paper / Centre for Economic Policy Research 20091), London, 61 S.

Abstract

"This paper describes sexual harassment risks from two groups of perpetrators in Swedish nationally representative survey data. We find that both women and men face elevated risks of intraorganizational sexual harassment from colleagues or manager when working in occupations dominated by the opposite sex. In contrast, they face elevated risks of extraorganizational harassment from outside groups like patients, customers, or clients when working in women-dominated occupations. Amounts of interpersonal contacts with potential perpetrators appears to be a relevant mechanism behind these patterns: gender minorities in occupations have more workplace interactions with individuals of the opposite sex, and workers in women-dominated occupations have more interactions with outside groups. The results also suggest that gender norms on occupation choice further contribute to the victimization of gender minorities at the hands of both perpetrator groups." (Author's abstract, IAB-Doku) ((en))

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Goetz, Valentina, Ingo Isphording, Jonas Jessen & Stefanie Wolter (2025): Sexuelle Belästigung am Arbeitsplatz: Zwei von zehn Beschäftigten berichten von Vorfällen im eigenen Arbeitsumfeld. (IAB-Kurzbericht 09/2025), Nürnberg: IAB, 7 S. DOI:10.48720/IAB.KB.2509

Abstract

"Sexuelle Belästigung ist eine substanzielle Belastung für die direkt Betroffenen und ihr (Arbeits-)Umfeld – und damit potenziell auch eine wirtschaftliche Belastung für Betriebe. Wie verbreitet sexuelle Belästigung und präventive Maßnahmen in Betrieben sind, wurde dennoch bisher nicht umfassend untersucht. Zwei Befragungen des IAB zeigen nun, wie häufig sexuelle Belästigung am Arbeitsplatz vorkommt und welche Auswirkungen Betriebe und Beschäftigte infolgedessen erwarten. Darüber hinaus wird dokumentiert, welche Maßnahmen Betriebe ergreifen, um solche Vorfälle zu verhindern oder darauf zu reagieren." (Autorenreferat, IAB-Doku)

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Hart, Chloe Grace & Heather McLaughlin (2024): Sexual Harassment and Hierarchical Workplace Relationships after #MeToo: Consequences for Women Subordinates. In: Socius, Jg. 10. DOI:10.1177/23780231241290545

Abstract

"The #MeToo movement illustrated how higher-ups may abuse their power by engaging in sexual harassment and generated heightened concern about hierarchical workplace romantic relationships. In a survey experiment, the authors test whether sexual attention from a superordinate outside one’s reporting chain (desired or not) leads to stereotyping and resultant career penalties. A woman employee who reported sexual harassment was seen as less warm and more attention seeking and cutthroat but also more assertive and willing to speak truth to power, although some perceptions varied by the harassment type. A woman who declared a romantic relationship with a superordinate was viewed as less committed to the organization. This stereotyping did not translate to workplace penalties apart from a marginally significant raise penalty against the woman who reported unwanted sexual advances. However, the authors find that experiencing sexual attention from a superordinate, whether desired or not, is damaging to working women’s reputations." (Author's abstract, IAB-Doku) ((en))

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Hersch, Joni (2024): Sexual harassment in the workplace. (IZA world of labor 188,2), Bonn, o. Sz. DOI:10.15185/izawol.188.v2

Abstract

"Workplace sexual harassment is internationally condemned as sex discrimination and a violation of human rights, and more than 140 countries have enacted legislation prohibiting it. Sexual harassment increases absenteeism and turnover and lowers productivity and job satisfaction. Yet, it remains pervasive and underreported, as the #MeToo movement starkly revealed in October 2017. Standard workplace policies such as training and a complaints process have proven inadequate. Initiatives such as bans on confidential settlements and measures that support market incentives for deterrence may offer the most promise." (Text excerpt, IAB-Doku) ((en))

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Nuñez, Imanol & Andrea Ollo-López (2024): Beyond the headlines: understanding the organizational dynamics of sector-specific sexual harassment. In: International Journal of Manpower, S. 1-17. DOI:10.1108/ijm-05-2024-0358

Abstract

"Purpose: Sexual harassment, a global concern, varies in prevalence across sectors. This article analyzes in detail the higher prevalence of harassment in these sectors. Design/methodology/approach Drawing on data from a representative sample of European workers and using the inductive method, we posit four propositions regarding the organizational dynamics in four different sector-specific scenarios. Findings Contrary to perception, our research finds no conclusive evidence supporting a higher prevalence of sexual harassment within the armed forces. Economic and labor conditions drive sexual harassment in the entertainment industry, while the hospitality and non-profit sectors exhibit an elevated incidence potentially attributed to environmental factors. The healthcare industry presents a concerning scenario, with heightened prevalence due solely to organizational. Originality/value The originality of the paper is in its focus on how external and environmental factors, rather than just internal organizational mechanisms, contribute to sector-specific dynamics of sexual harassment. This approach provides deeper insights for developing tailored interventions and prevention strategies across different sectors." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Schröttle, Monika, Clemens Kraetsch, Maria Arnis, Tanah Homann, Tamara Herl & Tim La Guardia (2024): Sexuelle Belästigung, Gewalt und Gewaltschutz in Werkstätten für behinderte Menschen (WfbM) – Langfassung. (Forschungsbericht / Bundesministerium für Arbeit und Soziales), Berlin, 138 S.

Abstract

"Die vorliegende Studie befasst sich mit sexueller Belästigung und Gewalt in Werkstätten für behinderte Menschen (WfbM). In den WfbM arbeiten Menschen mit Behinderungen, die „wegen der Art oder Schwere ihrer Behinderung nicht, noch nicht oder noch nicht wieder auf dem Allgemeinen Arbeitsmarkt tätig sein können“ (REHADAT-Lexikon o.J.). Dabei handelt es sich häufig um Menschen mit kognitiven und psychischen Beeinträchtigungen. Nach Angaben der „Bundesarbeitsgemeinschaft Werkstätten für behinderte Menschen“ (BAG WfbM) waren im Jahr 2022 75 Prozent der Werkstattbeschäftigten „geistig“ 1, 22 Prozent psychisch und 3 Prozent körperlich beeinträchtigt (siehe BAG WfbM 2023: 40). An den mehr als 3.000 Standorten in Deutschland arbeiten über 310.000 Werkstattbeschäftigte und etwa 70.000 Fachkräfte, die diese betreuen bzw. unterstützen." (Textauszug, IAB-Doku)

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Boudreau, Laura E., Sylvain Chassang, Ada Gonzalez-Torres & Rachel M. Heath (2023): Monitoring Harassment in Organizations. (NBER working paper / National Bureau of Economic Research 31011), Cambridge, Mass, 69 S.

Abstract

"We evaluate secure survey methods designed for the ongoing monitoring of harassment in organizations. We use the resulting data to answer policy relevant questions about the nature of harassment: How prevalent is it? What share of managers is responsible for the misbehavior? How isolated are its victims? To do so, we partner with a large Bangladeshi garment manufacturer to experiment with different designs of phone-based worker surveys. Garbling responses to sensitive questions by automatically recording a random subset as complaints increases reporting of physical harassment by 288%, sexual harassment by 269%, and threatening behavior by 46%. A rapport-building treatment has an insignificant aggregate effect, but may affect men and women differently. Removing team identifiers from survey responses does not significantly increase reporting and prevents the computation of policy-relevant team-level statistics. The resulting data shows that harassment is widespread, that the problem is not restricted to a minority of managers, and that victims are often isolated in teams." (Author's abstract, IAB-Doku) ((en))

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Heymann, Jody, Aleta Sprague & Amy Raub (2023): Equality within Our Lifetimes. How Laws and Policies Can Close - or Widen - Gender Gaps in Economies Worldwide. Oakland, CA: University of California Press, 328 S.

Abstract

"Well into the twenty-first century, achieving gender equality in the economy remains unfinished business. Worldwide, women's employment, income, and leadership opportunities lag men's. Building and using a one-of-a-kind database that covers 193 countries, this book systematically analyzes how far we've come and how far we have to go in adopting evidence-based solutions to close the gaps. Spanning topics including girls' education, employment discrimination of all kinds, sexual harassment, and caregiving needs across the life course, the authors bring the findings to life through global maps, stories of laws' impact in courts and beyond, and case studies of making change. A powerful call to action, Equality within Our Lifetimes reveals how gender equality is both feasible and urgently needed to address some of the greatest challenges of our generation." (Author's abstract, IAB-Doku) ((en))

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Ivaškaitė-Tamošiūnė, Viginta & Agnès Parent-Thirion (2023): Violence in the workplace: Women and frontline workers face higher risks. Working conditions and sustainable work. Dublin, 9 S.

Abstract

"Women and frontline workers are most exposed to the risks of adverse social behaviour at work, such as burnout, exhaustion, anxiety and depression. This is according to the European Working Conditions Telephone Survey 2021 (EWCTS): a high quality, probability-based survey covering over 70,000 interviews in 36 countries, conducted between February and November 2021.Adverse social behaviour can refer to instances of bullying, harassment, violence, verbal abuse or threats, and unwanted sexual attention. Such so-called ‘violence in the workplace’ can have significant mental and physical health implications. In this data story, we dive into EWCTS data (EU27) to examine the prevalence of adverse social behaviour in the workplace, and the health and well-being implications it has for those who experience it." (Author's abstract, IAB-Doku) ((en))

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Kennedy, Jessica A., Laura J. Kray & Michael Rosenblum (2023): When and Why Gender Differences Emerge for Sexual Harassment Behavior. (CMR Insights / California Management Review), Berkeley, CA, 8 S.

Abstract

"We describe motives and identity of underlying sexual harassment behaviors in the workplace." (Author's abstract, IAB-Doku) ((en))

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Kuche, Coline, Axel Piesker, Benedikt Steffens, Carolin Steffens, Fabienne Uhlig & Jan Ziekow (2023): Gewalt gegen Beschäftigte im öffentlichen Personenverkehr. Ausmaß, Folgen, Präventions- und Nachsorgemaßnahmen. (Speyerer Forschungsberichte 305), Speyer, 231 S.

Abstract

"Es gibt verschiedene Hinweise darauf, dass Beschäftigte im Nah- und Fernverkehr regelmäßig und zunehmend beleidigt, bedroht oder körperlich angegriffen werden. Vor diesem Hintergrund haben der dbb beamtenbund und tarifunion (dbb) und der Deutsche Gewerkschaftsbund (DGB) eine Studie in Auftrag gegeben, welche das Ausmaß von Gewalt gegen Beschäftigte im Verkehrsbereich untersucht. Ziel war es, eine wissenschaftliche Grundlage für die Entwicklung nachhaltiger und differenzierter Strategien zum Umgang mit Gewalt gegen Beschäftigte im Verkehrsbereich zu schaffen. Um einen Überblick über den aktuellen Forschungsstand zu erhalten, wurde zunächst eine Literaturstudie durchgeführt. Darüber hinaus wurden zwei Befragungen konzipiert und auf den Weg gebracht, die sich zum einen an Unternehmen und zum anderen an Beschäftigte im Verkehrsbereich richteten. Sie dienten u. a. dazu, Erkenntnisse zum Gewaltausmaß sowie zur Nutzung und Bewertung von Präventions- und Nachsorgemaßnahmen zu gewinnen." (Autorenreferat, IAB-Doku)

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Pantelmann, Heike & Sabine Blackmore (Hrsg.) (2023): Sexualisierte Belästigung, Diskriminierung und Gewalt im Hochschulkontext. Herausforderungen, Umgangsweisen und Prävention. Wiesbaden: Springer Gabler, 233 S.

Abstract

"Dieses Buch bietet einen Überblick über ein komplexes, auch an Hochschulen und Forschungseinrichtungen zunehmend sichtbarer werdendes gesellschaftliches Problem: Sexualisierte Belästigung, Diskriminierung und Gewalt (SBDG). Die vielfältigen Aspekte, rechtlichen Fragen und komplexen Erscheinungsformen machen das Thema in einem hierarchischen Umfeld mit vielfach undurchsichtigen Verantwortungsstrukturen zu einer organisationalen und individuellen Herausforderung. 16 Beiträge nehmen die vielfältigen Erscheinungsformen und Ausprägungen als Forschungsgegenstand und Teil des organisationalen Alltags in den Blick. Sie erläutern den Umgang mit SBDG in verschiedenen Kontexten und Räumen in der Wissenschaft aus verschiedenen Perspektiven und informieren über Strukturen zur Prävention. Dieses Werk ist eine orientierende Handreichung für alle, die im universitären und/oder Forschungsbereich arbeiten, Personalverantwortung tragen, die Entwicklung von akademischen Einrichtungen begleiten und nicht zuletzt für all jene, die von sexualisierter Diskriminierung und Gewalt in hochschulischen Kontexten direkt betroffen oder ihr indirekt begegnet sind." (Autorenreferat, IAB-Doku, © Springer)

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Stojmenovska, Dragana (2023): Gender Differences in Job Resources and Strains in Authority Positions. In: Gender & Society, Jg. 37, H. 2, S. 240-267. DOI:10.1177/08912432231159334

Abstract

"In contrast to the rich literature on the causes of the gender gap in workplace authority, relatively little is known about how the jobs and experiences of women and men compare once they have positions with authority. Using linked survey and administrative data of about 100,000 women and men working in Dutch organizations, I analyzed differences in job resources (earnings, autonomy, and nonroutine work) and strains (workplace harassment, work–nonwork interference, and job burnout) between women and men in positions of workplace authority. I find that women in authority report lower levels of job resources than men with authority jobs, and are more likely to report experiences of work-related strains. Crucially, women with authority jobs are the most likely of all gender/authority status groups to report experiencing sexual harassment, bullying, and intimidation at the workplace, and they have the highest probability of reporting job burnout symptoms. These findings suggest that women’s entry into authority positions alone is not sufficient for achieving gender equality." (Author's abstract, IAB-Doku) ((en))

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Zacchia, Giulia & Izaskun Zuazu (2023): The Wage Effect of Workplace Sexual Harassment: Evidence for Women in Europe. (Working papers / Institute for New Economic Thinking 205), Institute for New Economic Thinking 27 S. DOI:10.36687/inetwp205

Abstract

"This article contributes to the literature on wage discrimination by examining the consequences of sexual harassment in the workplace on wages for women in Europe. We model the empirical relationship between sexual harassment risk and wages for European women employees using individual-level data provided by the European Working Conditions Survey (EWCS, Eurostat). We find that sexual harassment risk has a negative and statistically significant effect on wages of -0.03% on average for women in Europe. However, our empirical analysis uncovers the importance of considering the dynamics of workplace power relations: analyzing individual-level data, we find evidence of a higher negative impact of sexual harassment risk on wages for women working in counter-stereotypical occupations. We conclude that the wage effect of hostile working conditions, mainly in terms of sexual harassment risk in the workplace, should be considered and monitored as a first critical step in making women be less vulnerable at work and increasing their bargaining power, thereby reducing inequalities in working conditions and pay in Europe." (Author's abstract, IAB-Doku) ((en))

Abstract

"This report explores individual experiences across countries and demographics around the world. It provides insight for regulators, businesses, governments, communities, and researchers to help them develop relevant policies to prevent harassment for millions of people during their working lives." (Author's abstract, IAB-Doku) ((en))

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(2023): Entwurf eines Gesetzes zum Übereinkommen Nr. 190 der Internationalen Arbeitsorganisation vom 21. Juni 2019 über die Beseitigung von Gewalt und Belästigung in der Arbeitswelt. Gesetzentwurf der Bundesregierung. (Verhandlungen des Deutschen Bundestages. Drucksachen 20/5652 (15.02.2023)), 35 S.

Abstract

Ziel des Gesetzesentwurfs ist es, durch die Übernahme des Übereinkommens die rechtliche Grundlage für eine Arbeitswelt ohne Gewalt und Belästigung zu schaffen und mit dieser Einigung auf einen internationalen Mindeststandard eine bestehende Regelungslücke zu schließen. Das Übereinkommen schützt Arbeitnehmerinnen und Arbeitnehmer sowie andere Personen in der Arbeitswelt vor Gewalt und Belästigung. Durch das Vertragsgesetz sollen in Deutschland die Voraussetzungen für die Ratifikation des Übereinkommens geschaffen werden. Der Text des Übereinkommens (in englischer und französischer Sprache) wird mit einer amtlichen deutschen Übersetzung veröffentlicht und um eine Denkschrift ergänzt, die Aussagen zu den einzelnen Bestimmungen des Übereinkommens formuliert und Zusammenhänge mit anderen Regelungen und zu ihren Auswirkungen erläutert. Als Anlage beigefügt sind die Empfehlung Nr. 206 der Internationalen Arbeitsorganisation, die das Übereinkommen mit politischen, rechtlich nicht bindenden, Handlungsvorschlägen ergänzt sowie die betreffende Stellungnahme der Bundesregierung. (IAB)

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Adams-Prassl, Abi, Kristiina Huttunen, Emily Nix & Ning Zhang (2022): Violence against women at work. (Department of Economics discussion paper series / University of Oxford 979), Oxford, 78 S.

Abstract

"Between-colleague conflicts are common. We link every police report in Finland to administrative data to identify assaults between colleagues, and economic outcomes for victims, perpetrators, and firms. We document large, persistent labor market impacts of between colleague violence on victims and perpetrators. Male perpetrators experience substantially weaker consequences after attacking women compared to men. Perpetrators' economic power in male-female violence partly explains this asymmetry. Male-female violence causes a decline in women at the firm. There is no change in within-network hiring, ruling out supplyside explanations via "whisper networks". Only male-managed firms lose women. Female managers do one important thing differently: fire perpetrators." (Author's abstract, IAB-Doku) ((en))

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Cheng, Ing-Haw & Alice Hsiaw (2022): Reporting Sexual Misconduct in the #MeToo Era. In: American Economic Journal. Microeconomics, Jg. 14, H. 4, S. 761-803. DOI:10.1257/mic.2020021

Abstract

"We model the reporting of sexual misconduct. Individuals underreport misconduct due to strategic uncertainty over whether others will report and corroborate a pattern of behavior. Underreporting occurs if and only if misconduct is widespread. Making sanctions more responsive to reports, raising public awareness of misconduct, implementing confidential holding tanks, and appropriately calibrating damage awards can encourage reporting. However, we also show when such policies are ineffective or backfire. Managers may avoid mentoring subordinates, spilling over into reporting. A holding tank may discourage reporting by raising the bar to access reports. Overall, we highlight several unintended and intended consequences of #MeToo." (Author's abstract, IAB-Doku) ((en))