THE #METOO SOCIAL MEDIA CAMPAIGN, SEXUALIZED FORMS OF MALE CONTROL, AND THE FAILURE OF CURRENT LAW TO CURB GENDERED HARASSMENT AND MISCONDUCT IN THE WORKPLACE.

Author:Groucutt, Cheryl
Position:Report
 
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  1. Introduction

    The #Metoo campaign has beein instrumental in uncovering a realm too long restricted. The nonperformance in following precisely configured, adequately regulated, and unambiguous procedures can beyond question bring about purges that dispute well-founded allegations of sexual harassment. (Renwick Monroe, 2018) Such misconduct impedes employees from attaining their entire professional and personal capacity, highlighting gender-based imbalances that already operate in most employment spheres. (O'Neil et al., 2018)

  2. Literature Review

    The #MeToo campaign's accusations against notorious individuals have generated hostile attitudes against them, despite the fact that the accusations have been negated and are unconfirmed. (White, 2018) Sexual aggression cannot be characterized or alleviated through a generalized account. The intricate manners in which sexual assault is illustrated renders the coherence and steadfastness of white-heteropatriarchy noticeable: the cultural reactions to sexual aggression operate to defend white male ascendancy, and thus confirm racial, gender, and sexual pecking orders at all connections. (Noel Mack and McCann, 2018) Employers should infer that bad behaviour may advance to the public stage (Bratu, 2016a, b; Brown, Evangelinidis, and Martinovic, 2017; Giroux, 2017; Gloukhov, 2016; Leskaj, 2017; Means, 2017; Petcu, 2017a, b; Poliak, Semanova, and Poliakova, 2015; Popescu Ljungholm, 2016) and they are to justify their strategy to an indignant public. Legal amendments will intensify anxieties regarding negative publicity because employers can no longer inhibit sufferers via agreements and policies. Within such setting, employers tend to confront intense legal risks. The #MeToo campaign may encourage more plaintiffs to denounce their experiences of persecution, which raises the amount of possible accusations employers have to deal with. Such risks influence employers in determining ways to confine their vulnerableness to imminent allegations. (Tippett, 2018)

  3. Methodology

    Using and replicating data from Abacus Data, Bucknell Institute for Public Policy, ESDC, Ipsos, Pew Research Center, Statista, Statistics Canada, and YouGov, we performed analyses and made estimates regarding share agreeing that sexual harassment is the biggest issue facing women, perceived offensiveness of sexualized or discriminatory behaviors seen, heard, or experienced, percentage who claim that, in the future, the #MeToo movement will (not) lead to workplaces creating stricter definitions of sexual harassment, and top risk factors for sexual violence (lack of institutional support for victims, adherence to traditional gender role norms in the workplace...

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