Abstract
Formal complaints and disciplinary processes constitute a mandatory aspect of organisational responses for addressing sexual harassment in many jurisdictions. However, previous research has found that reporting parties are not well served by such processes. In particular, Ahmed (2021) argues that the institutional climate that enables harassment or discrimination to occur – including its gendered dynamics – also shapes how complaints about harassment are handled. Building on Ahmed’s work, this article analyses how gender ‘gets into’ formal reporting processes for sexual harassment within organisations. It draws on interviews with 18 students and staff who went through a formal institutional reporting process for gender-based violence or harassment in UK higher education between 2016-21. Using Connell’s theorisation of ‘gender regimes’, we outline how ‘dimensions of gender’ within organisations affected different stages of formal reporting processes, including how evidence was gathered during reporting processes, as well as how it was assessed. These findings demonstrate that gender regimes – via gender relations of power, gendered ‘attachments and investments’, and ‘gender-neutral’ processes – can override formal processes and affect outcomes of sexual harassment reporting. These findings explain how gender regimes contribute to the failure of sexual harassment complaints to be upheld within organisations.
| Original language | English |
|---|---|
| Article number | lapo.12255 |
| Number of pages | 22 |
| Journal | Law & Policy |
| Early online date | 8 Oct 2024 |
| DOIs | |
| Publication status | E-pub ahead of print - 8 Oct 2024 |