Abstract
This issue of Workplace Health & Safety contains a Continuing Nursing Education Module for 1.0 contact hour of continuing nursing education credit will be awarded by AAOHN upon successful completion of the posttest and evaluation.A certificate will be awarded when the following requirements are met by the participant: (1) Participant logs on to the AAOHN LMS website at www.aaohn.org/education/online-learning-center and enrolls in the course ($10 members; $15 non-members); (2) The completed posttest and course evaluation are entered online at http://www.aaohn.org by December 2023; (3) A score of 75% (6 correct answers) is achieved by the participant.
Upon completion of this lesson, the occupational health nurse will be able to:
Understand the Title VII Civil Rights Act definition of sexual harassment of women working in male-dominated occupations.
List the antecedents to sexual harassment of women in male-dominated occupations.
Identify potential remedies to reduce sexual harassment of women in male-dominated occupations.
The American Association of Occupational Health Nurses, Inc. is an Approved Provider of continuing nursing education by the American Association of Occupational Health Nurses, Inc., an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation. The American Association of Occupational Health Nurses, Inc. is additionally approved as a CNE provider by the California Board of Registered Nursing (#CEP9283).
Contact hours received for successful completion of the posttest and evaluation may be used for relicensure, certification, and re-certification.
Approximately, ____ of women experience sexual harassment across all workplaces. 35% 10% 50% 75%
In Title VII of the Civil Rights Act, workplace sexual harassment is described as: Physical and verbal abuse from supervisors or co-workers eventually leading to loss of employment. Any unwanted behavior of a sexual nature that interferes with job duties or creates a hostile environment. Dirty jokes, racial intolerance, and loss of promotions due to gender. Physical abuse related to rape or attempted rape.
This systematic review provided an overview of sexual harassment of women in the following male-dominated occupations: Medicine, ministry, music, and muscle-building Farmers, veterinarians, chefs, and orchestral conductors Truck driving, construction, mechanics, and ship building Law enforcement, firefighting, truck driving, and construction
The most prevalent types of sexual harassment in male-dominated occupations are: Gender harassment of female workers and unwanted sexual attention. Assignment of females to clerical and public relations roles. Physical and verbal abuse stopping just short of rape. Sexual coercion and actual rape.
The reasons most often cited by women for pursuing employment in male-dominated occupations include: Better pay and benefits. Greater autonomy. An opportunity to work with one’s hands. All the above.
The barriers to women in male-dominated occupations are thought to include: Lack of supervisor support, lack of co-worker acceptance, social isolation, and sexual harassment. Lack of supervisor support, lack of sufficient strength, and right-brain dominance. Lack of training and lack of interest in jobs requiring agility and strength. The assignment of work roles based on gender and physical strength.
The most common antecedent(s) of sexual harassment across the studies analyzed in this systematic review were: Organizational culture Gender composition (ratio of men to women) Political affinity of the organization Financial status of the organization a. & b. only
Increased incidents of sexual harassments were linked to: Companies with clear anti-sexual harassment policies and procedures. Organizational cultures that tolerated sexual harassment. Organization with higher racial diversity and equal numbers of men and women. Organizations with lower racial diversity and more men than women
The authors noted a number of limitations of the studies analyzed for this systemic review. These limitations included: Lack of standardized instruments, weak study designs, and self-report. No studies on truck drivers, car mechanics, or airline pilots. Cross-sectional, qualitative, or mixed methods studies with small sample sizes a. & c.
Though 15 studies indicated poor work relationships were antecedents to sexual harassment, there were: Several studies suggesting good work relationships reduced incidents of sexual harassment. Results suggesting having a male co-driver reduced a woman’s risk of sexual harassment. No studies examining the number of incidents of sexual harassment in the context of good work relationships. Major gaps in the literature, but the evidence did indicate good working relationships led to the promotion of more women to supervisory positions.