25 minute read
its Guiding Principles
c o v e r Harassment? Or Assault?
In the second part of this two-part feature on harassment in the workplace, Niki Tudge examines what action individuals should take when there is no official workplace or structured corporate accountability
Advertisement
Sexual harassment in the workplace continues to be experienced by both men and
women in a variety of organizational venues. In this second part of our feature on harassment, I will first detail what constitutes sexual harassment and when any individual behavior is no longer considered to be harassment, but assault. Secondly, I will examine whether individuals more likely to sexually harass others have a particular psychological profile, so potential victims can identify indications of harassing behavior and, therefore, seek to prevent it escalating.
1. What is Sexual Harassment and Sexual Assault?
Citing from the U.S. Equal Employment Opportunity Commission (EEOC), United Nations (2020) defines sexual harassment as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or • Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or • Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Pet professionals who work for themselves and do not have the immediate protection of an employer may find themselves on the receiving end of harassment and be unsure of where to turn for support and advice © Can Stock Photo/andreaobzerova
Again, according to United Nations (2020), citing BNA Communications, sexual harassment includes many activities across three key categories of behavior: physical, verbal and nonverbal (see Fig. 1 on p.16). Now in my 20 years of corporate experience developing and implementing corporate workplace policies – specifically zero tolerance policies that incorporate harassment and sexual harassment – the key behavior categories differed slightly in that the category of nonverbal was labeled “visual.” This title often appears in corporate workplace policies.
Legal Terminology
Sexual harassment is a legal term, created for the purpose of ending harassment and discrimination against victims in the workplace. Its most basic definition can be sourced back to the EEOC (2020), as previously mentioned (see 1. What is Sexual Harassment and Sexual Assault? on opposite page). The term and definition have been continually redefined and updated through legislation and court decisions.
In individual countries and, in fact, individual states, the legal definitions can vary. In Florida, where I am based, statutes categorize sexual harassment as a form of discrimination and, as per the EEOC, also define it as “unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature from any person directed towards or in the presence of an employee or applicant when: • Submission to such conduct is either explicitly or implicitly a term or condition of an individual’s employment. • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.” (State of Florida, n.d.).
In Florida, then, there is a legal statute to prevent sexual harassment in the workplace and at work sponsored events and to protect individuals from one of two situations: • Quid Pro Quo Harassment: An individual uses their personal or positional power and authority over another to seek sexual favors for job conditions such as hiring, firing, benefits, pay increases or workplace benefits. • Creating a Hostile Work Environment: An individual harasses somebody else in the workplace and their behavior interferes with said individual’s work performance and/or creates an intimidating or offensive work environment (State of Florida, n.d.; HRGuide, 2015).
Pet Professionals
It is well documented, and a typical standard corporate workplace policy, that it is the responsibility of the victim to report harassment to their relevant supervisor(s). In return, it is the responsibility of the organization to ensure employees and management are trained on workplace policies and that any infractions of these policies are handled confidentiality, expeditiously and in line with organization and legal guidelines. Yet this still leaves an important and key question unanswered. Where does this leave the thousands of pet professionals who work for themselves and do not have the immediate protection of an employer and who may find themselves on the receiving end of harassment? How do they report harassment with no human resources department or corporate infrastructure to lean on?
In the first part of this article (see Harassment in the Workplace, BARKS from the Guild, May 2020, pp.22‐28), I presented a reporting procedure for sexual harassment. This was not a linear procedure but rather several suggested courses of action that could be taken by a victim if they had suffered harassment. These procedures rely heavily on professional associations and company leadership. They also include
other suggested actions. But at what point should individuals report unwelcome and uninvited behavior towards them to law enforcement and when is harassment considered assault?
According to the United States Marine Corps (n.d.), there are both similarities and differences between sexual harassment and sexual assault. They are both illegal, are considered uninvited and unwanted sexual advances, and are personal violations that can result in harm to the victim. Both harassment and assault can occur as a single episode, can be gender neutral and will likely involve somebody the victim knows. However, because, as stated earlier, sexual harassment is considered a legal term, created for the purpose of ending harassment and discrimination against individuals in the workplace, they do differ in regard to where the behavior occurs. Sexual assault can occur at any location and involves direct physical contact whereas sexual harassment is considered specifically to have happened if the behavior occurs on workplace premises. Sexual harassment also includes other behaviors, both nonverbal and verbal, and is not restricted to physical contact.
Across the literature (Marine Corps, n.d.; Rape, Abuse and Incest National Network, 2020) sexual assault is defined to include the use of force, rape, attempted rape, forcible sodomy (oral or anal sex), fondling or unwanted sexual touching and other unwanted sexual contact that is aggravated, abusive, or wrongful. This also includes unwanted and inappropriate sexual contact or attempts to commit these acts. Importantly verbiage describing a victim who does not or cannot consent is included. Note too that in some locations, such as Florida, sexual assault is labeled sexual battery.
The legal definition of assault is “an assault is carried out by a threat of bodily harm coupled with an apparent, present ability to cause the harm.” (The Free Dictionary, 2020). Assault is considered both criminal and tortious so crimes may result in either criminal or civil liability. Georgia Legal Aid (2020) describes a tort as a “wrongful act that injures or interferes with another person or property” whereas “a crime is a wrongful act that a state or federal government has identified as a crime.”
For the purpose of clarity, here are definitions on some of the important terms used to define sexual assault. • Force: This does not always apply to just actual physical pressure but also covers emotional coercion, psychological force, or manipulation to coerce a victim (RAINN, 2020). • Rape: This generally refers to nonconsensual sexual intercourse that is committed by physical force, threat of injury, or other duress (Find Law, 2020). Rape as defined by Rape, Abuse and Incest National Network (RAINN) is a form of sexual assault, but not all sexual assault is rape. The term rape when used as a legal definition specifically includes sexual penetration without consent (RAINN, 2020). • Unwelcome Behavior: Unwelcome does not mean "involuntary.” A victim may consent or agree to certain conduct and actively participate in it even though it is offensive and objectionable. Therefore, sexual conduct is unwelcome whenever the person subjected to it considers it unwelcome (United Nations, 2020).
Sexual assault is considered a criminal offense and can also be a
Where does this leave the thousands of pet professionals who work for themselves and do not have the immediate protection of an employer and who may find themselves on the receiving end of harassment? How do they report harassment with no human resources department or corporate infrastructure to lean on?
tort. But what about sexual harassment? Criminal Defense Lawyer (2020) states that it is “illegal in the sense that it violates federal and state civil laws” and asks, “…is it ever also criminal?” Yes, is the answer. Not all infractions of a workplace sexual harassment policy are criminal. For example, it is not a crime to tease somebody or look them up and down in a seductive manner or to display photographs of a sexual nature at one’s desk. These actions would be deemed an infraction of a workplace sexual harassment policy and these kinds of behaviors would – or should – trigger workplace training, counseling or even disciplinary action leading up to and including employment termination. However, because sexual harassment encompasses many different types of behaviors, some would appropriately be handled by a company human resources specialist. Other behaviors, however, that are physical in nature may be determined not only to be sexual harassment but also a crime.
2. Who is Most Likely to Commit Sexual Assault and How Often? Now that we have a more comprehensive understanding of what sexual harassment is and the key differences between harassment and assault, both in behavioral and legal terms, we can look into the types of person and/or profile of those most likely to perpetrate sexual assault. I am focusing my attention here on sexual assault because most victims in the pet industry will not be employed by large corporations who offer protections from harassment via corporate deterrent policies, workplace education and progressive disciplinary procedures. The majority of pet trainers, behavior consultants and pet industry service providers are selfemployed or independent contractors and are most at risk from sexual harassment or sexual assault via nonworkspecific locations, such as public training areas, clients’ homes, conference locations or workshops.
The criminal justice crime statistics on rape and assault as reported by RAINN (2020) show that only 230 out of every 1,000 sexual assaults are reported to police. This means about three out of four assaults go unreported and out of every 1,000 sexual assaults, 995 of the perpetrators walk free. So, not only do very few perpetrators of sexual assault go to prison, in fact, only 41 out of 1,000 cases result in a felony conviction and only 31 of those cases actually result in served time. In so many instances of sexual assault the overwhelming majority are not even reported to police.
A report by the Department of Justice titled National Crime Victimization Survey, 20102016 and summarized by RAINN (2020) gives the following reasons identified by victims as to why they chose not to report the sexual crime: 20% feared retaliation, 13% believed the police would not do anything to help, 13% believed it was a personal matter, 8% reported to a different official, 8% believed it was not important enough to report, 7% did not want to get the perpetrator in trouble, 2% believed the police could not do anything to help and 30% gave another reason, or did not cite one reason.
Given how few of these crimes are convicted and how few perpetrators actually serve time, it makes sense that 20% of victims fear retaliation and 15% believe that the police could not or should not do anything to help, thus creating this dangerous cycle of unreported crimes and those reported not resulting in a conviction. Of more concern is the 30% of victims who gave another reason or did not cite a reason, thus further polluting the data available that is so desperately needed to motivate or lead a charge on an overhaul of this current crime reporting and prosecuting system that fails the victims time and again.
Physical • Giving a massage around the neck or shoulders • Touching the person’s clothing, hair, or body • Hugging, kissing, patting, or stroking • Touching or rubbing oneself sexually around another person • Standing close or brushing up against another person Verbal • Referring to an adult as a girl, hunk, doll, babe, or honey • Whistling at someone, cat calls • Making sexual comments about a person’s body • Making sexual comments or innuendos • Turning work discussions to sexual topics • Telling sexual jokes or stories • Asking about sexual fantasies, preferences, or history • Asking personal questions about social or sexual life • Making kissing sounds, howling, and smacking lips • Making sexual comments about a person’s clothing, anatomy, or looks • Repeatedly asking out a person who is not interested • Telling lies or spreading rumors about a person’s personal sex life Nonverbal • Looking a person up and down (“elevator eyes”) • Staring at someone • Blocking a person’s path • Following the person • Giving personal gifts • Displaying sexually suggestive visuals • Making sexual gestures with hands or through body movements • Making facial expressions such as winking, throwing kisses, or licking lips
Fig. 1: Three Categories of Sexual Harassment and Typical Indicative Behaviors or Activities
Prevalence
Sexual assault is such a large problem in the United States with one report noting that 54% of women on university campuses have experienced assault during their student tenure. Because sexual assault is most common in late adolescence and early adulthood, researchers dating all the way back to 1957 have examined the prevalence of sexual assault in college students (see Kirkpatrick & Kanin, 1957; Koss & Pet industry professionals are often selfemployed or independent contractors and work in isolation in locations such as public training areas, clients’ homes, conference locations or workshops, putting them at risk of sexual harassment or assault © Can Stock Photo/gajdamak Gidycz, 1985; Koss et al., 1987 in Resources). In addition, Zawacki et al. (2003) noted that 58% marais, Verberb [sic] & Wood, 2000). Other individual characteristics of men reported that they had committed some form of sexual assault, that have been linked to sexual aggression include the attitudes and beranging from forced sexual contact to completed rape, with 14% indicatliefs of the perpetrator. For example, acceptance of rape myths, advering completed rape. sarial sexual beliefs, hostility toward women, and traditional gender role
In 2010, Voller and Long completed a thesis titled The Role of The beliefs have all been associated with a greater likelihood to sexually Big Five Personality Traits in The Sexual Assault Perpetration by College aggress (Koss, Leonard, Beezley & Oros, 1985; Lonsway & Fitzgerald, Males. They discussed an ecological model which has been proposed to 1994; Malamuth, Linz, Heavey, Barnes & Acker, 1995; Rando, Rogers & account for the many factors involved in the occurrence of sexual vioBrittanPowell, 1998).” lence. This model looks at four levels: • Individual: Considers developmental experiences, attitudes, Summary and aspects of one’s personality. These are used to explain a Sexual assault is a distressing problem that can leave long lasting deperson’s propensity to sexually aggress. structive emotional effects on survivors. “While a substantial amount of • Microsystem: Looks at the immediate context in which the viresearch has been conducted on victims, fewer studies have examined olence takes place. In behavioral terms, we would consider perpetrators of sexual violence” (Voller et al., 2010, p.9). Abbey, a leadthis the setting events. ing researcher into sexual assault, asserts that “the most important les• Exosystem: Refers to the specific social structures where the son learned about interpersonal violence in the past 20 years is how person can be found and any associations they may have with frequently it is perpetrated by apparently normal individuals.” (Abbey, delinquent peers. 2005, p.39). Multiple research has been conducted on the personality • Macrosystem: Represents the values, attitudes, and beliefs of characteristics and attitudes of individuals to try to understand how a the culture that impact the other three levels. This would take perpetrator can be made more visible to potential victims. However, as into consideration the persons cultural attitudes towards Abbey (2005) points out: “It is still the case that most perpetrators women, male dominance, and victim blame. blend into society and cannot be easily pigeonholed.”
State Voller and Long (2010): “The ecological model proposes that Over the last 20 years, much of the work done to prevent sexual haindividual behavior can only be understood if the other levels are conrassment and assault has focused on the victims in terms of education sidered; in terms of sexual violence, factors at each of the four levels inon victim risk reduction programs. These programs cover topics such as teract to predict an individual’s likelihood to sexually aggress.” As the education about the prevalence of sexual assault, the difference beecological model suggests, there is no single cause of sexual violence. tween assault and harassment, the myths and facts about rape and how Researchers have found a number of situational variables associated to identify risky situations. They also cover topics such as techniques with sexual aggression including location, misperception of sexual cues, victims can use if they find themselves in a risky situation. Abbey (2005, and alcohol consumption (Van Wie et al., 1995). p.41) states that much of the focus needs to be moved onto the perpe
Specific data from RAINN (2020) does indicate that eight out of 10 trators. However, this is difficult as assault is so widespread and there is rapes are committed by somebody who was known to the victim, 39% are committed by an acquaintance and 33% are committed by a current, former spouse or girlfriend or boyfriend. Half of perpetrators are over the age of 30 and 57% of perpetrators are white. Voller and Long (2010) present that “researchers have explored how these microsystem variables work synergistically with individual characteristics of perpetrators. Results have revealed a number of perpetrator variables related to sexual aggression, including life experiences such as childhood sexual abuse, delinquency, and early sexual behavior (Abbey & McAuslan, The majority of pet trainers, behavior consultants and pet industry service providers are self-employed or independent contractors and are most at risk from sexual harassment or sexual assault via nonwork-specific locations, such as public training areas, clients’ homes, conference locations or workshops. 2004; Abbey, Zawacki, Buck, Clinton & McAuslan, 2004; Senn, Des
Sexual assault can occur at any location and involves direct physical contact whereas sexual harassment is considered specifically to have happened if the behavior occurs on workplace premises. Sexual harassment also includes other behaviors, both nonverbal and verbal, and is not restricted to physical contact.
© Can Stock Photo/focalpoint Sexual harassment in the workplace continues to be experienced by both men and women in a variety of organizational venues
not a “single set of characteristics that identify perpetrators.” A review of numerous studies conducted in 2004 found that “men who have committed sexual assault are more likely than other men to feel hostile toward women, endorse rape myths and adversarial beliefs about relationships between women and men, have peers who accept violence toward women, be low in empathy, drink heavily, have casual attitudes about sex, engage in frequent casual sexual relationships, and have been a victim of abuse as a child.” (Abbey et al., 2004).
For those of us operating solo in the pet services industry, who may find ourselves, as individuals, at risk of being sexually harassed or assaulted, we must take into consideration some of these identified traits and behavioral settings. Our personal safety must take into consideration that individuals who commit assault can often blend easily into society. Their behavior can be triggered by context, location and/or setting and when under the influence of alcohol. Although individually or collectively none of the identified personality traits can reliably identify somebody as a potential perpetrator, as potentially vulnerable parties we must consider these factors together. There are many personality traits that, when known and grouped together, may indicate that an individual is more likely to commit sexual assault and is therefore a higher risk.
Staying Safe
My personal recommendations to anyone are as follows: a) Don’t put yourself in a situation with an individual you do not know very well, and by very well, I mean very well, without there being protective cover in terms of public environment, persons present and safe location. b) Be very aware of the individual behaviors listed in Fig. 1, physical, verbal and nonverbal. If you feel uncomfortable in any manner, then make this obvious with direct verbiage to the offending individual. If they do not stop, then immediately remove yourself from the area. c) Report any unwelcome and unwanted behavior to somebody in the vicinity; dial the police if you feel threatened. d) Don’t be manipulated by somebody because there is a familiarity. If there are red flags then watch them and exit the situation and/or the relationship. e) Never be alone with an individual you are wary of until you know far more about him/her and no longer feel wary. f) Build up a strong reinforcement history with an individual before you put yourself into an intimate or solitary situation. This means: • How well do you know them? • Have you seen them interact with friends, groups of individuals, family? • What is their job, where do they work? • How do they function, how do they treat others? • Finding out about them if you have no mutual friends. g) Remember that a high percentage of assaults (eight out of 10) take place with victims who know their perpetrator. Take into consideration what potential perpetrators have reported and what research indicates and act accordingly to keep yourself safe and be cognizant that: • Over half of men reported that if a woman went home with them on a first date, “she implies she is willing to have sex with them.” (Burt, 1980). • The use of alcohol may increase a man’s likelihood of misinterpreting a women’s intent about sex. Koss & Dinero (1988) report that 74% of men who had raped were under the influence of drugs or alcohol. • Half of all victims reported they were under the influence of alcohol at the time of the assault (Harrington & Leitenburg, 1984). • MohlerKuo et al. (2004) found that 72% of rapes occurred when the women were so intoxicated they were not able to give consent. • Parks and Miller (1997) found that women drinking in bars or at parties were at greater risk of assault. h) Get out of a relationship if it begins to look like harassment or assault. Irrespective of who the individual is, whether they are a peer, a mentor, a friend, or a family member/relation. If any of the behavior becomes unwelcome or unwanted, hostile, threatening, harassing, or manipulating in any way, then get out quickly and let somebody else know what is happening, when it happened and who was the perpetrator. If the individual does not respect the boundaries you put in place, then let the police know, put it on record to protect yourself and any future legal scenarios that may play out.
At first glance, these suggestions may perhaps seem a little naïve, given that we live in a society with double standards about sexual behavior and where victims risk being blamed, ridiculed and not believed – particularly as the word of the perpetrator is often taken over that of the victim if “they knew the woman or if she had been drinking.” Abbey, 2005).
Personally, I find it bewildering that these sexual crimes are often not reported and those that are reported rarely result in perpetrators being prosecuted or serving jail time. I think it is critically important that we, individuals who have the potential to become victims, understand what harassment is versus assault, what the red flag behaviors are, and what course of action can we take. If, during our social encounters with another person, we feel in any way unsure or witness or experience individual behaviors that we deem unwelcome or unwanted, we must take personal decisive action. This action may be a simple verbal “no,” followed by exiting the situation, or may result in us seeking help or support from a third party and, in some cases, from law enforcement. We must do so with confidence and knowing that we are not at fault, that we are not to blame and that, as a community, we will support each other. In the pet services industry, we must feel sure that if we report inappropriate behavior, harassment or otherwise, to a membership body or corporation, that their internal ethics code is set up to handle these types of situations in a swift and confidential manner.
The Pet Professional Guild (PPG) Code of Ethical Conduct states:
“PPG prohibits and will not tolerate discrimination or harassment of any kind and is committed to the principle of equal opportunity for all employees, members, volunteers and contractors and commits to provide a business and work environment free of discrimination and harassment. All business decisions at PPG are based on the business needs, mission, guiding principles, job requirements and individual qualifications, without regard to race, color, religion or belief; national, so
References
Abbey, A. (2005). Lessons learned and unanswered questions about sexual assault perpetration. Journal of Interpersonal Violence 20(1): 39- 42. Available at: bit.ly/3fY0nGC Abbey, A., Zawacki, T., Buck, P. O., Clinton, A. M., & McAuslan, P. (2004). Sexual assault and alcohol consumption: What do we know about their relationship and what types of research are still needed? Aggression and Violent Behavior: A Review Journal 9(3): 271-303. Available at: bit.ly/3dDXhGw Assault [Def]. (2020). In The Free Dictionary. Available at: bit.ly/2A2McAZ Burt, M.R. (1980). Cultural myths and supports for rape. Journal of Personality and Social Psychology 38(2): 217-230. Available at: bit.ly/2BBCLsz Criminal Defense Lawyer. (2020). Is Sexual Harassment in the Workplace a Crime? Available at: bit.ly/31gDrhG Department of Justice. (2017). Office of Justice Programs: Bureau of Justice Statistics. National Crime Victimization Survey 2010-2016. Available at: bit.ly/2BBD5Yj Find Law. (2020). Rape Crimes Defined, Common Defenses and Rape Penalties. Available at: bit.ly/37XpqqL Georgia Legal Aid. (2020). The Difference between Torts and Crimes. Available at: bit.ly/3i1324l Harrington, N.T., & Leitenberg, H. (1994). Relationship between alcohol consumption and victim behaviors immediately preceding sexual aggression by an acquaintance. Violence and Victims 9(4): 315-324. Available at: bit.ly/3fXFCuR HR-Guide. (2015). Legal Definitions of Sexual Harassment. Available at: bit.ly/2Z5FAu9 Koss, M.P., & Dinero, T.E. (1988). Predictors of sexual aggression among a national sample of male college students. Annals of New York Academy of Sciences 528(1): 133-147. Available at: bit.ly/2ZbmNxx Mohler-Kuo, M., Dowdall, G.W., Koss, M.P., & Wechsler, H. (2004). Correlates of rape while intoxicated in a national sample of college women. Journal of Studies on Alcohol 65(1): 37-45. Available at: bit.ly/2BGGwwJ Parks, K. A., & Miller, B. A. (1997). Bar Victimization of Women. Niki Tudge PCBC-A AABP-CDBT AAPB – CDT is founder and president of the Pet Professional Guild (petprofessionalguild.com), The DogSmith (dogsmith.com), a national dog training and pet care license, and DogNostics Career Center (dognosticseducation.com), and president of Doggone Safe (doggonesafe.com). She has business degrees from Oxford Brookes University, UK and has achieved her DipABT and DipCBST. Recently, she has published People Training Skills for Pet Professionals – Your essential guide to engaging, educating and empowering your human clients, Training Big for Small Businesses, and A Kid’s Comprehensive Guide to Speaking Dog, and co-authored Pet Training and Behavior Consulting: A Model for Raising the Bar to Protect Professionals, Pets and Their People.
cial or ethnic origin; gender, sex (including pregnancy, gender reassignment and maternity), age, physical, mental or sensory disability; HIV status, sexual orientation, gender identity and/or expression; marital, civil union or domestic partnership status; past or present military service; family medical history or genetic information, family or parental status; or any other status protected by law. Any reported violations of this policy will be vigorously investigated under PPG’s ethics complaint process.” (See pp.12‐13 for the full PPG Code of Ethical Conduct).
As pet professionals, I implore you to always take the road of safety; there will be plenty of other opportunities to build safe, respectful and empowering relationships. Trust your instincts, react decisively, and report infractions immediately so they can be investigated. n
Psychology of Women Quarterly 21 (4) 509–525. Available at: bit.ly/31eKZSc Pet Professional Guild. (2020). Code of Ethical Conduct. Available at: petprofessionalguild.com/Code-Of-Ethical-Conduct Rape, Abuse and Incest National Network. (2020). Sexual Assault. Available at: rainn.org/articles/sexual-assault State of Florida. (n.d.). Sexual Harassment Awareness Training. Available at: bit.ly/2VchhJR United States Equal Employment Opportunity Commission. (2020). Sexual Harassment. Available at: bit.ly/2YuH0iH United States Marine Corps. (n.d.). Sexual Assault Vs. Sexual Harassment. Available at: bit.ly/3fY6fjf Van Wie, V.E., Gross, A.M., & Marx, B.P. (1995). Females' Perception of Date Rape: An Examination of Two Contextual Variables. Violence Against Women (1)4: 351-365. Available at: bit.ly/3exPXxh Voller, E. K., & Long, P. J. (2010). Sexual Assault and Rape Perpetration by College Men: The Role of the Big Five Personality Traits. Journal of Interpersonal Violence 25(3): 457–480. Available at: bit.ly/3dysMBq Zawacki, T., Abbey, A., Buck, P.O., McAuslan, P., & Clinton-Sherrod, A.M. (2003). Perpetrators of alcohol-involved sexual assaults: How do they differ from other sexual assault perpetrators and nonperpetrators. Aggressive Behavior 29(4): 366-380. Available at: bit.ly/2ZbnLKb
Resources
BNA Communications, Inc. (1992). Preventing Sexual Harassment [Video File]. Rockville, MD: BNA Communications, Inc. Kirkpatrick, C., & Kanin, E. (1957). Male Sex Aggression on a University Campus. American Sociological Review (22)1: 52-58. Available at: bit.ly/2YuHC7Z Koss, M.P., & Gidycz, C.A. (1985). Sexual experiences survey: Reliability and validity. Journal of Consulting and Clinical Psychology 53(3): 422-423. Available at: bit.ly/2BFAv3q Koss, M.P., Gidycz, C.A., & Wisniewski, N. (1987). The Scope of Rape: Incidence and Prevalence of Sexual Aggression and Victimization in a National Sample of Higher Education Students. Journal of Consulting Clinical Psychology 55(2):162-70. Available at: bit.ly/3eyYVdI Tudge, N. (2020, May). Harassment in the Workplace. BARKS from the Guild (42) 22-28. Available at: bit.ly/2ZbokUj
