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The purpose of this paper is to understand how gay employees, as labeled deviants, cope with heterosexist harassment at work in an Asian culture of hegemonic heterosexual masculinity, using the modified labeling theory.

Using qualitative research approach, in-depth interviews were carried out with 16 self-identified gay employees.

Results revealed how the coping strategies of gay employees, in the face of harassment, are entwined with the labeling and stigma leading to diverse and complex coping strategies. Several broader coping strategies were thus identified based on whether the participants accepted the label of deviance and stigma and whether they were open about their sexuality. These broader coping strategies are support seeking, confrontation, inaction, quitting and, stigma and labeling avoidance strategies. Under these broader strategies, there were also sub strategies such as seeking social support, organizational support, legal support the support of the wise, as well as secrecy and social withdrawal.

These findings will advance the knowledge in coping strategies of heterosexist harassments at work as well as knowledge in harassment of gay employees, in hegemonic heterosexual cultures.

A major difficulty in controlling sexual harassment is that it is actually a perceptual phenomenon. A survey was created to determine what effects a perpetrator’s gender and management status and evaluator’s education have on whether fifteen behaviors are perceived as sexual harassment. Responses indicated a strong negative bias towards male superiors, while a positive bias appeared for female peers. Graduate degree subjects perceived more of the behaviors as harassing, but were much less biased than subjects with only undergraduate degrees. Sexual harassment is a critical concern for today’s managers. Although believed to be grossly under reported,the number of harassment complaints filed with the Equal Employment Opportunity Commission (EEOC) increased 71 percent during 1991 alone, and this trend is expected to continue (Kleiman 1992). In fact, where the Civil Rights Act of 1964, which prohibits discrimination and harassment on the basis of gender, allowed relief only in the form of specific performance (such as reinstatement), the Civil Rights Act of 1991 allows for compensatory and punitive damages (Patterson 1993). The effect of this modification is to greatly increase the financial liability of employer wrong doers for harassment. The issue’s depth is staggering in that 42.5 percent of all U.S.working women and 12.5 percent of the working men feel they have been sexually harassed on the job (Bradshaw 1987) Niven 1992). While sexual harassment is not actually perpetrated by the organization, the EEOC holds the employer responsible for its prevention, and courts consequently hold the employer liable for its occurrence where the employer knew, or should have known, about the harassment (Ellison v. Brady 1991).

The purpose of this study is to explore the gender-related discourses in the annual reports of the listed companies in Bangladesh.

To fulfill this objective, a sociological discourse analysis (SDA) of the gender-related texts in the annual reports of Bangladeshi companies (listed in the Dhaka Stock Exchange) was conducted. Sandberg and Holmlund’s (2015) organizational impression management tactics (description, praise, admission, defense and writing styles) was applied as the analytical framework of SDA. The findings of the study were interpreted from a triangulation of two different theories: legitimacy theory and impression management theory.

The study suggests that the companies in Bangladesh are disclosing gender-related information to a limited extent. They provide some information in relation to equal opportunities, business activities targeted to women and corporate contribution to women’s welfare. Most of these gender-related discourses are rhetorical in nature. The companies used various impression management tactics such as description, praise, positive writing style, vague writing style and emotional writing style.

This study is exploratory in nature and focuses on cross-sectional data. Thus, it does not identify the trend of corporate gender reporting over the years.

At the policy level, the findings revealed a need for reporting guidelines for gender narratives. Although there is a global gender reporting guideline as proposed under global reporting initiative, there is no local guideline in Bangladesh. Our findings suggest that in the absence of proper directives, companies presented facts and figures rhetorically and qualitatively.

Our findings provide valuable insights for the companies in assisting the Government of Bangladesh to deal with the prevailing gender inequality and achieved gender-related sustainable development goals. It is argued that the government should take more interest in corporate social responsibility activities (such as promoting gender equality) and introduce legislation and guidelines for social accounting.

This is one of the very few studies that illustrate the corporate gender reporting of a developing economy – Bangladesh. To make a unique contribution to corporate gender disclosure, the study has drawn its analysis from a triangulation of the impression management and the legitimacy perspectives. Also, the use of SDA for annual report analysis has informed the readers about “how” the corporate narratives are presented in the annual reports rather than “what” issues are disclosed as commonly done in content analysis.

This study deviates from the predominantly feminist/critical school of thought associated with existing gender studies to apply an interpretivist approach to investigate gender-reporting practices in Saudi Arabia, an Islamic country in the Gulf region and one of the fast-moving emerging economies both in the Middle East and globally. The purpose of this study is to investigate the extent of reporting on gender and the drivers behind this practice using the content analysis method.

This study contributes to the literature by adopting a rarely used three-lens conceptual framework to expand our understanding of reporting on gender in Saudi Arabia. Eleven companies were chosen based on their voluntary corporate social responsibility (CSR) disclosures in Saudi Arabia. The CSR and annual reports of selected companies were analysed using NVIVO Pro 11.

The results indicate that gender disclosures in the Saudi context are driven by legislation, location and international reporting frameworks. Although the number of disclosures increased over time, they were not adopted consistently and systematically because of their voluntary nature.

The first limitation is the disadvantage associated with interpretivism related to the subjective nature of the investigation and room for bias, and hence, the results cannot be generalised. The second limitation is the sample size; future investigations may increase the sample size by including other service and manufacturing sector firms to have more comprehensive insights.

This study contributes to the literature by providing evidence suggesting that in Saudi Arabia, state legislation is the driving force behind reporting on gender issues. Although workplace disclosures dominate, companies are opening dialogues with other stakeholders (especially the community) by disclosing performance data, and thus emphasising their commitment to this social change.

This empirical contribution to the CSR literature will provide rich historical and interpretive data on the emergence of gender transformation in society, and how that is reflected in corporate reports, thus, contributing to the understanding of the purpose of voluntary disclosures.

Employee-related disclosures in corporate reports are very common. However, issues such as diversity and equal opportunities tend to be overlooked. This study explores gender equality and female empowerment disclosures and practices in the emerging market of Saudi Arabia while focusing on whether the social, political and legal changes in Saudi Arabian society have affected these disclosures in corporate reports. There is a lack of qualitative analysis of gender disclosers globally and in emerging economies particularly.

The purpose of this paper is to examine how and with what reasons, divorced women respond to harassment they face at work, within a patriarchal culture of stigma and prejudice about divorced women. This inquiry will be performed by integrating stigma-management and identity-management research with research on responding to and coping with harassment.

Using qualitative research methodology, semi-structured, in-depth interviews were carried out with 12 divorced working women.

Findings of the study illuminate the manner in which stigma management interacts with harassment coping/respond mechanisms in dynamic ways, leading to complex response strategies for divorced women, which can be broadly identified as stigma-focused response strategies and harassment-focused response strategies. A strategy typology – consisting of seven major quadrants and nine major strategies therein – is thus provided, explaining how divorced women struggle to maintain their identity and manage stigma while coping with harassment.

The paper point towards the need for organisations to be mindful of the struggles of stigmatised individuals in coping and responding to harassment, and their distinct situations and experiences in developing and implementing interventions such as training, awareness creation and policies on harassment.

While research on reaction to harassment is abundant, how divorced women – as a stigmatised and marginalised group of individuals in society – cope with harassment at work is almost non-existent. The present study fills this gap by exploring harassment responses at the nexus of stigma and identity management.

The purpose of this paper is to use conservation of resources (COR) theory as a lens for comparing the impact of line management on Bangladeshi public and private nurses’ perception of work harassment, well-being and turnover intentions where Anglo-American and European management models have been super-imposed on an existing different culture.

Survey data were collected from 317 Bangladeshi nurses’ (131 from the public sector and 186 from the private sector). Structural equation modelling was used for analysis.

High work harassment was associated with low-being, and together with management practices, it explained approximately a quarter of private sector nurses’ well-being. In total, management, work harassment and employee well-being explained approximately a third of the turnover intentions of public sector nurses, whereas only work harassment explained approximately a third of private sector nurses’ turnover intentions. The findings suggest a differential impact of management on work harassment across the public and private sector.

Cross-sectional data are susceptible to common method bias. A common latent factor was included, and several items that were explained by common method variance were controlled. Further, the findings are limited by the sample size from one sector and the use of only one developing country.

It is a waste of resources to transplant Anglo-American and European management models to developing countries without understanding the impact on nurses’ outcomes.

Anglo-American and European management models are not easily transferable to the Bangladesh context probably because of the impact of ties and corruption. Line management is a positive resource that builds employee well-being for public sector employees only.

We examine the evolution of labor arbitration decisions between 1988 and 2018 in which a union-represented employee was alleged to have committed sexual harassment. We find that management punished sexual harassment more stringently over time and that arbitrators became more sensitive to whether or not good procedure was followed by management over time. Distributive justice was also a major concern for arbitrators. The results suggest that it is essential for management to exercise procedural justice in disciplining employees, but that it is just as important for management to consider distributive justice when it comes to imposing discipline for inappropriate behavior.

Treats sexual harassment as an issue that affects employee effectiveness. Not only is there an obvious effect on the person being harassed, but everyone, fellow employees, management and even the harasser, is less productive. Sexual harassment is shown to be a function of the power relationship between individuals and groups of individuals. Discusses the obligations of management in the development of a harassment‐free work culture from the viewpoint of increasing the effectiveness of organizations.

A survey carried out to determine British management’s attitudes to sexual harassment in the workplace is presented. Definitions of sexual harassment and the extent to which legal recommendations are recognised and adopted are outlined. The survey also investigates whether and, if so, what preventive action is being taken and the manner in which complaints of sexual harassment are being handled.

The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA.

Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA.

The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organisational Citizenship Behaviour-Individual (OCB-I)), although not all paths were accepted for each country. Statistically significant differences were found between the Australian and USA samples for both the measurement and structural models, with the sample from the USA showing much higher levels of satisfaction with workplace relationships, higher levels of psychological wellbeing, OCB-I, and lower perceptions of work harassment.

The findings provide implications that Australian and US local government employees, positioned closest to the public, experience work harassment probably as a result of chronic under-resourcing both in terms of manpower and other resources, and coupled with unrealistically high-performance targets. The results depict that such work harassment is resulting in lower psychological wellbeing (USA only) and lower extra-role behaviour associated with OCB-I (Australia and USA).

The value of this paper is that it benchmarks the impact of workplace relationships on work harassment for local government employees across two Anglo-American countries.