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Organisational Characteristics That Facilitate Gender-Based Violence and Harassment in Higher Education?

Author

Listed:
  • Pat O’Connor

    (Department of Sociology, University of Limerick, V94 T9PX Limerick, Ireland
    Geary Institute, University College Dublin, Stillorgan Rd, D04 V1W8 Dublin, Ireland)

  • Margaret Hodgins

    (Department of Health Promotion, National University of Ireland, H91 TX33 Galway, Ireland)

  • Dorian R. Woods

    (School of Management, Radoud University, 6525 XZ Nijmegen, The Netherlands)

  • Elisa Wallwaey

    (Business Unit Societal Change and Innovation, Frauhofer ISI, 76139 Karlsruhe, Germany)

  • Rachel Palmen

    (Internet Interdisciplinary Institute (IN3-UOC), 08860 Barcelona, Spain)

  • Marieke Van Den Brink

    (Gender and Diversity Studies, Radoud University, 6525 XZ Nijmegen, The Netherlands)

  • Evanthia Kalpazidou Schmidt

    (Department of Political Science, Aarhus University, 8000 Aarhus, Denmark)

Abstract

Gender-based violence and sexual harassment (GBVH) by and towards academics and students has been under-theorised at an organisational level in higher education institutions (HEIs). The methodology involves a critical review of the literature on GBVH and organizational responses to it, locating it in the context of an analysis of organizational power. The theoretical perspective involves a focus on power and workplace bullying. It identifies three power-related characteristics of academic environments which it is suggested facilitate GBVH: their male-dominant hierarchical character; their neoliberal managerialist ethos and gender/intersectional incompetent leadership which perpetuates male entitlement and toxic masculinities. These characteristics also inhibit tackling GBVH by depicting it as an individual problem, encouraging informal coping and militating against the prosecution of perpetrators. Initiating a discussion and action at organizational and state levels about GBVH as a power-related phenomenon, challenging the dominant neo-liberal ethos and the hierarchical character of HEIs, as well as reducing their male dominance and increasing the gender competence of those in positions of power are seen as initial steps in tackling the problem.

Suggested Citation

  • Pat O’Connor & Margaret Hodgins & Dorian R. Woods & Elisa Wallwaey & Rachel Palmen & Marieke Van Den Brink & Evanthia Kalpazidou Schmidt, 2021. "Organisational Characteristics That Facilitate Gender-Based Violence and Harassment in Higher Education?," Administrative Sciences, MDPI, vol. 11(4), pages 1-13, November.
    • Handle: RePEc:gam:jadmsc:v:11:y:2021:i:4:p:138-:d:684636
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    References listed on IDEAS

    as
    1. Georgina Santos & Stéphanie Dang Van Phu, 2019. "Gender and Academic Rank in the UK," Sustainability, MDPI, vol. 11(11), pages 1-46, June.
    2. Kathryn B. H. Clancy & Lilia M. Cortina & Anna R. Kirkland, 2020. "Opinion: Use science to stop sexual harassment in higher education," Proceedings of the National Academy of Sciences, Proceedings of the National Academy of Sciences, vol. 117(37), pages 22614-22618, September.
    3. Laura Good & Rae Cooper, 2016. "‘But It's Your Job To Be Friendly’: Employees Coping With and Contesting Sexual Harassment from Customers in the Service Sector," Gender, Work and Organization, Wiley Blackwell, vol. 23(5), pages 447-469, September.
    4. Mathias W. Nielsen, 2016. "Limits to meritocracy? Gender in academic recruitment and promotion processes," Science and Public Policy, Oxford University Press, vol. 43(3), pages 386-399.
    5. Jenny Rodriguez & Evangelina Holvino & Joyce K. Fletcher & Stella M. Nkomo & Jenny K. Rodriguez & Evangelina Holvino & Joyce K. Fletcher & Stella M. Nkomo, 2016. "The Theory and Praxis of Intersectionality in Work and Organisations: Where Do We Go From Here?," Gender, Work and Organization, Wiley Blackwell, vol. 23(3), pages 201-222, May.
    6. Allison J Ballard & Patricia Easteal, 2018. "The Secret Silent Spaces of Workplace Violence: Focus on Bullying (and Harassment)," Laws, MDPI, vol. 7(4), pages 1-17, October.
    7. Evanthia Kalpazidou Schmidt & Marina Cacace, 2019. "Setting up a dynamic framework to activate gender equality structural transformation in research organizations," Science and Public Policy, Oxford University Press, vol. 46(1), pages 159-159.
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