The current study examined how feminism relates to women’s experiences of sexual harassment—that is, unwanted sexual and sexist conduct in the workplace. We posited that feminism would have both costs (e.g., increasing exposure to harassment) and benefits (e.g., decreasing harassment-related outcomes). We assessed two indicators of feminism: self-identification as “feminist” and engagement in feminist activism. We also measured two subtypes of sexual harassment: sexual-advance and gender harassment. According to survey data from 424 working women, feminist identification predicted fewer gender harassment experiences; once harassed, however, feminist-identified women reported the greatest decrease in job satisfaction and increase in turnover intentions. In contrast, feminist activism related to greater experiences of both kinds of harassment, and activism attenuated some negative outcomes. We further found that (regardless of feminist identification or activism) women who had faced sexual-advance harassment were over 7 times more likely to attach the “sexual harassment” label to their experiences, compared to women who had experienced gender harassment alone. In light of our findings, we recommend that sexual harassment laws, policies, and trainings be broadened to encompass all varieties of sexual harassment, including non-stereotypical, non-sexual conduct. Organizations would also benefit from interventions that reduce bias against undervalued persons, including feminists.
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