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| Autor | Shirley A. Serini / Elizabeth L. Toth / Donald K. Wright / Arthur Emig |
| Titel | Power, Gender, and Public Relations: Sexual Harassment as a Threat to the Practice |
| Zeitschrift | Journal of Public Relations Research |
| Jahr | 1998 |
| Jahrgang | 10 |
| Nummer | 3 |
| Seiten | 193-218 |
| DOI | https://doi.org/10.1207/s1532754xjprr1003_03 |
| URL | https://www.tandfonline.com/doi/abs/10.1207/s1532754xjprr1003_03 |
Literaturverz. |
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| Fußnoten | yes |
| Fragmente | 5 |
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| Sexual harassment is neither new (Segrave, 1994) nor exclusive to a specific field or socioeconomic strata (Borger, 1993). One in three women and one in ten men claim they have undergone sexual harassment on the job (Bovet, 1993). Sexual harassment in the public relations workplace is no exemption. A survey conducted by Women Executives in Public Relations found sexual harassment of female public relations practitioners to be common (Bovet, 1993). Even though much has been written about sexual harassment, it has not been explored in depth in public relations (Serini, Toth, Wright & Emig, 1998, p. 193).
Bovet, S. F. (1993). Sexual harassment. What’s happening and how to deal with it. Public Relations Journal, 49(11), 26-29. Segrave, K. (1994). The sexual harassment of women in the workplace, 1600 to 1993. Jefferson, NC: McFarland. Serini, S.A., Toth, E.L., Wright, D.K. & Eming, A. (1998). Power, Gender, and Public Relations: Sexual Harassment as a Threat to the Practice. Journal of Public Relations Research, 10(3), 193-218. |
Sexual harassment is neither new (Segrave, 1994) nor exclusive to one field or socioeconomic strata (Borger, 1993). [...] One in 3 women and 1 in 10 men say they have been sexually harassed on the job (Bovet, 1993). Sexual harassment in the public relations workplace is no exception. A recent survey by Women Executives in Public Relations found sexual harassment of female public relations practitioners to be widespread (Bovet, 1993). Although much has been written about sexual harassment recently, it has not been explored at length in public relations.
Borger, G. (1993). Judging Thomas. In R. Brown (Ed.), Women's issues: The reference shelf (Vol. 65. pp. 44-50). New York: Wilson. Bovet, S. F. (1993). Sexual harassment. What's happening and how to deal with it. Public Relations Journal. 49(11), 26-29. Segrave, K. (1994). The sexual harassment of women in the workplace. 1600 to 1993. Jefferson, NC: McFarland. |
The source is given, but it is not made clear how close the text is to the source. There is no Borger 1993 listed in the references. |
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| According to Serini (1998, p. 194), research on sexual harassment in the public relations field is essential to public relations practitioners as well as to the organizations and societies they serve: “Public relations practitioners deal with sexual harassment not only from their perspective as professionals who have the potential to either harass or be harassed but also as professionals who offer counsel to management and who work with the organization to communicate internally and externally about sexual harassment policies and problems.” The latter comes in different shapes, which include speaking on behalf of the organization when confronted with sexual harassment claims in the public arena (Fitzpatrick & Rubin, 1995) and communicating sexual harassment policies to employees. More importantly, public relations contributes extensively to the overall organizational culture and workplace environment in which all employees of the organization interact daily (Serini et al., 1998, p. 194). Thus, as more women become public relations managers, their ability to work successfully in a harassment-free environment will influence the overall status and practice of the field (Serini et al., 1998, p. 193).
Serini, S.A., Toth, E.L., Wright, D.K. & Eming, A. (1998). Power, Gender, and Public Relations: Sexual Harassment as a Threat to the Practice. Journal of Public Relations Research, 10(3), 193-218. |
[page 194]
The study of sexual harassment in the field of public relations is important to public relations practitioners as well as to the organizations and societies they serve: Public relations practitioners deal with sexual harassment not only from their perspective as professionals who have the potential to either harass or be harassed but also as professionals who offer counsel to management and who work with the organization to communicate internally and externally about sexual harassment policies and problems. The latter takes many forms, which include speaking for the organization when confronted with a sexual harassment claim in the public arena (Fitzpatrick & Rubin, 1995) and communicating sexual harassment policies to employees. More important, public relations practitioners make significant contributions to the overall organizational culture and workplace environment in which all employees of the organization interact in their everyday work. [page 193, Abstract] As women increasingly take their place as public relations managers, their ability to work successfully in a harassment-free environment will have an impact on the overall stature and practice of the field. Fitzpatrick, K. R., & Rubin, M, S. (1995). Public relations vs. legal strategies in organizational crisis decisions. Public Relations Review, 21, 21-33. |
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| As the number of women in the PR field continues to grow, women will increasingly take their place in the management ranks. Their ability to work successfully in a harassment-free environment could determine how influential public relations will be in the organization, which has a major impact on the overall status and practice of public relations in general. | As the number of women in the field continues to grow, women will increasingly take their place in the management ranks. Their ability to work successfully in a harassment-free environment will impact how influential public relations will be in the organization, which has a tremendous impact on the overall stature and practice of public relations in general. |
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| The above comments show that sexual harassment does exist and is a problem for public relations practitioners in a large number of organizations. Most practitioners, however, were uncertain as to its magnitude or importance relative to other issues in their workplace.
Perhaps the most interesting aspect is the extent to which both men and women agreed on how unnecessary are programs or policies that deal with sexual harassment and bring about the organizational change necessary to create a harassment-free environment. Both men and women expressed genuine confusion, and some, concern and fear regarding sexual harassment. However, most of them know about sexual harassment only because they have read about it, and not because they have experienced it. There were few stories of deliberate sexual bribery and coercion. This may actually add to the problem because it is not deliberate enough for women to want to jeopardize their position by reporting such harassment, but it is present enough to wear down their self-worth and keep them in their place. Some scholars claim that before sexual harassment and its effects can be eliminated from the workplace, intense societal and organizational effects must occur (Hon, 1995; Hon et al., 1992; Kanter, 1977). The “underlying problem,” according to Hon (1995), is society’s “devaluation of women and women’s work” (p.28). Hon’s solution is legislation: “A federal mandate outlawing sexual harassment would send a clear message underscoring the repugnancy of this behavior” (p. 68). Hon, L. (1995). Toward a feminist theory of public relations. Journal of Public Relations Research, 7, 27-88. Hon, L., Grunig, L., & Dozier, D. (1992). Women in public relations: Problems and opportunities. In J.E. Grunig (Ed.), Excellence in public relations and communication management (pp. 419-438). Hillsdale, NJ: Lawrence Erlbaum Associates, Inc. Kanter, R.M. (1977). Men and women of the corporation. New York: Basic Books. |
[page 212]
SUMMARY AND CONCLUSIONS Sexual harassment does exist and is a problem for public relations practitioners in a large number of organizations, as nearly one fourth of both the men and the women reported in the survey. Most practitioners, however, were uncertain as to its magnitude or importance relative to other issues in the workplace. [page 213] Perhaps the most important, far-reaching, and positive (although somewhat surprising) finding here was the extent to which both men and women agreed on the need for training to deal personally with sexual harassment and, more important, to prepare their management teams to bring about the organizational change necessary to create a harassment-free environment. [...] Both men and women express genuine confusion, concern, and fear regarding sexual harassment, particularly as the cases tried successftilly in the legal system increase. Men and women tend to see sexual harassment as a problem more so in the field than in their organizations: They know about sexual harassment because they have read about it or have heard about it more so than because they have experienced it. [...] There were few stories of blatant sexual bribery, coercion, or assault. This adds to the problem: It is not blatant enough for women to want to jeopardize their position by reporting it, but it is present enough to erode their self-worth and keep them in their place. [page 194] Some scholars argue that before sexual harassment and its effects can be eradicated from the workplace, profound societal and organizational effects must occur (Hon, 1995; Hon et al., 1992; Kanter, 1977). The "underlying problem," [page 195] according to Hon (1995), is society's "devaluation of women and women's work" (p. 28). Hon's solution is legislation: "A federal mandate outlawing sexual harassment would send a clear message underscoring the repugnancy of this behavior" (p. 68) Hon, L. (1995). Toward a feminist theory of public relations. Journal of Public Relations Research, 7, 27-88. Hon, L., Grunig, L. A., & Dozier, D. (1992). Women in public relations: Problems and opportunities. In J. E. Grunig (Ed.), Excellence in public relations and communication management (pp. 419-438) Hillsdale, NJ: Lawrence Erlbaum Associates, Inc. Kanter, R. M. (1977). Men and women of the corporation. New York: Basic Books. |
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| As long as sexual harassment is implicitly or explicitly tolerated in an organization, women will be marginalized in every stratum. Not only does this lead to ineffectiveness and upset in organizational functioning, it directly impacts the public relations position and role in an organization. This in turn, will continue to affect not only the organization’s policies, culture, and relation to stakeholders, including employees, but also the field of public relations.
Furthermore, sexual harassment particularly jeopardizes public practitioners as they increasingly prepare for and move into positions in the dominant coalition. Because women are increasingly moving into managerial roles (Toth et al., 1997), the impact of the field of public relations has the potential to be disastrous: If sexual harassment is used to continue to control women in the organization, then women who do rise to managerial positions, who do sit with the dominant coalition, will be powerless. They will continue to be ignored because they will be little more than tokens. As sex objects, they will lack the ability to speak with credibility in the negotiations that shape the organization. That will reflect, ultimately, on the perception of the public relations in general and will continue to erode the role and level at which the practitioner – male or female – functions. That change must come from a fundamental shift in social, cultural, and organizational structures. That is why Hon’s (1995) suggestion that legislation outlawing sexual harassment may not be effective in the long run. Legislation could serve the important purpose of creating awareness, but it could also give the culture yet another legitimization for marginalizing women as companies may be too afraid to hire women (McCarthy, 1993). Hon, L. (1995). Toward a feminist theory of public relations. Journal of Public Relations Research, 7, 27-88. McCarthy, S. J. (1993). Cultural fascism. In R. Brown (Ed.), Women’s issues: The reference shelf (Vol. 65, pp. 59-61). New York: Wilson. Toth, E., Serini, S., Wright, D., & Emig, A. (1997, May). Trends in public relations roles: 1990-1995. Paper presented at the meeting of the International Communication Association. Montreal, Canada. |
[page 214]
As long as sexual harassment is implicitly or explicitly tolerated in an organization, women will be marginalized in every stratum. Not only does this lead to ineffectiveness and upset in organizational functioning, it directly impacts the public relations position and role in an organization. This, in turn, will continue to affect not only the organization's policies, culture, and relation to stakeholders (including employees) but also the field of public relations. [...] That is why Hon's (1995) suggestion that legislation outlawing sexual harassment is only a bandage at best. As can be seen in both the men's and women's discussions, legislation has served the important purpose of creating awareness, but It has also given the culture yet another legitimization for marginalizing women: It is too scary to hire a woman because we might be sued if someone steps out of line. [page 215] It is too scary to incorporate women into our informal socialization opportunities because we might be sued. And so forth. The women have assimilated the "too scary" mantra: They are afraid to hire women (McCarthy, 1993), and they are more timid about social situations that might put them in jeopardy. [...] Sexual harassment particularly jeopardizes public relations practitioners as they increasingly prepare for and move into positions in the dominant coalition. Because 90% of the incidents of sexual harassment are, at this point in history, reported by women, and because women are increasingly moving into managerial roles (Toth et al., 1997), the impact on the field of public relations has the potential to be disastrous: If sexual harassment is used to continue to control women in the organization, then women who do rise to managerial positions, who do sit with the dominant coalition, will be powerless. They will continue to be ignored because they will be little more than tokens. As sex objects, they will lack the ability to speak with credibility in the negotiations that shape the organization. That will reflect, ultimately, on the perception of public relations practitioners in general and will continue to erode the role and level at which the practitioner—male or female—functions. As more women climb to the top, their voices—not their bodies—are what must be present. That change must come from a fundamental shift in social, cultural, and organizational structures. Hon, L. (1995). Toward a feminist theory of public relations. Journal of Public Relations Research, 7, 27-88. McCarthy, S. J. (1993). Cultural fascism. In R. Brown (Ed.), Women's issues: The reference shelf (Vol. 65, pp. 59-61). New York: Wilson. Toth, E,, Serini, S., Wright, D., & Emig, A. (1997, May). Trends in public relations roles: 1990-1995. Paper presented at the meeting of the International Communication Association. Montreal, Canada. |
The true source is not given. |
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