Links to Resources…
NPR: Why #MeToo Happened In 2017. We are in the midst of a cultural reckoning in terms of how we respond to sexual harassment and assault. NPR’s Shankar Vedantam wanted to know more about why this change is happening now. – Click Here
TEMPO Milwaukee – #MeToo Movement. TEMPO Milwaukee, a women’s professional networking group composed of approximately 350 women who hold CEO, executive and leadership positions, posted the online survey to its members in December. – Click Here
U.S. Equal Employment Opportunity Commission (EEOC) Report. This is a report based on the testimony, research, expertise, and guidance we received and reviewed task force members over the past year. – Click Here
Select Task Force on the Study of Harassment in the Workplace: The Prevalence of Harassment in the Workplace. During the course of fiscal year 2015, EEOC received approximately 28,000 charges alleging harassment from employees working for private employers or state and local government employers. Here are the details. – Click Here
Select Task Force on the Study of Harassment in the Workplace: Executive Summary. The first part of this report considers what we know (and do not know) about workplace harassment. The second part turns to potential solutions for responding to, and preventing, workplace harassment. Several sections of the report include recommendations based on the information presented in that section. The recommendations are offered to EEOC, employers and employer associations, employees and employee associations, other government agencies, academic researchers, and foundations. – Click Here
Research Articles…
Correll, Shelley J. 2017. Reducing gender biases in modern workplaces: A small wins approach to organizational change. Gender & Society 31(6). “In this lecture, I present one such model designed to reduce the negative effects of stereotypic biases on women’s workplace outcomes. After synthesizing the literature on stereotyping and bias and showing the limits of past change efforts, I develop a “small wins” model of change. Key to this model is that researchers work with teams of managers to produce concrete, implementable actions that produce visible results. I argue that small wins motivate further action and are the building blocks to larger organizational transformation.” – Open PDF
McLaughlin, Heather, Christopher Uggen, Amy Blackstone. 2017. The economic and career effects of sexual harassment on working women. Gender & Society, 31(3). This mixed-methods study examines whether sexual harassment and subsequent career disruption affect women’s careers. Using in-depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. – Open PDF
Moen, Phyllis. 2015. An institutional/organizational turn: Getting to work-life quality and gender equality. Work and Occupations, 42(2). This review essay examines three recent books contributing toward a broader reframing of approaches to and scholarship on the work–family– gender interface. – Open PDF
Stainback, Kevin, Sibyl Kleiner, Sheryl Skaggs. 2015. Women in power: Undoing or redoing the gendered organization? Gender & Society, 30(1). “Is women’s greater representation in leadership positions associated with less gender segregation at lower organizational levels? We explore this question by drawing on Cohen and Huffman’s (2007) conceptual framework of women leaders as either ‘change agents’ or ‘cogs in the machine’ and analyze a unique multilevel data set of workplaces nested within Fortune 1000 firms.” – Open PDF
“I would especially recommend What Works for Women at Work: Four Patterns Working Women Need to Know (2014) by Rachel Dempsey and Joan Williams mentioned in the abstract written by Moen. Williams work has been excellent and this book is meant to be a practice guide.”
Noelle Chesley, Ph.D.
Associate Professor and Director of Undergraduate Studies
University of Wisconsin – Milwaukee
