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Article
Publication date: 15 March 2019

Kimberly T. Schneider and Nathan J. Carpenter

The purpose of this paper is to examine 2,102 #MeToo tweets and focuses on the content of the tweets and social reactions to these tweets. For a subsample of 912 tweets that…

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Abstract

Purpose

The purpose of this paper is to examine 2,102 #MeToo tweets and focuses on the content of the tweets and social reactions to these tweets. For a subsample of 912 tweets that included disclosures of sexual assault or harassment, the incident type and context, along with coping were also examined.

Design/methodology/approach

#MeToo tweets were retrieved from a 24 h time period immediately after the initial tweet prompting responses. Both sentiment analysis and content and context analyses were performed.

Findings

Although the overall sentiment of tweets indicated a negative tone, the majority of positive social reactions indicated validation and belief of survivors, offered emotional support and called for social change. Targets who disclosed generally described workplace harassment and assertive coping responses.

Research limitations/implications

Sentiment analysis can be limited given a lack of context. Not all targets using #MeToo shared details of their harassment or assault; those who did reported using more assertive coping responses than traditional samples of survivors.

Practical implications

Social media platforms offer unique opportunities for targets to share personal stories and receive emotional and social support they may not have access in-person.

Social implications

#MeToo provided targets with a groundswell of social and emotional support, along with a less frequent amount of backlash against the movement.

Originality/value

A multimethod approach was used with both sentiment analysis and text coding to examine #MeToo, allowing for a description of types of incidents shared, coping strategies and social reactions.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 2 October 2019

Joy Leopold, Jason R. Lambert, Ifeyimika O. Ogunyomi and Myrtle P. Bell

The purpose of this paper is to propose that #MeToo is a social movement which has been more effective in changing norms around and increasing understanding about the prevalence…

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Abstract

Purpose

The purpose of this paper is to propose that #MeToo is a social movement which has been more effective in changing norms around and increasing understanding about the prevalence and destructiveness of sexual harassment than decades of laws and organizational policies have been.

Design/methodology/approach

The paper uses communication, management and psychology literature on social media, public shaming and social movements to propose that #MeToo is a social movement that has changed perceptions of and knowledge about sexual harassment and assault. #MeToo provides voice to previously silenced targets and incentives for individuals to avoid perpetrating harassment and for organizations to deter sexual harassment at work and sanction it if it occurs.

Findings

The paper discusses individuals who have been publicly shamed and terminated for bigoted behavior outside of work, and organizational leaders who have been ousted after social media postings, as organizations attempt to distance themselves from the perpetrators of bigotry and sexual misconduct. Since #MeToo, some cities have passed laws prohibiting organizations from requiring sexual harassment targets to sign non-disclosure agreements.

Practical implications

Sexual harassment is associated with high individual costs and organizational costs, including costs of turnover, lost business and reputational damage. The #MeToo movement provides incentives for organizations to be more proactive and vigilant in their attempts to deter sexual harassment, and to appropriately address it when it occurs.

Social implications

Sexual harassment has widespread effects on women’s daily lives and careers. #MeToo gives voice to harassment targets, changes norms of silencing them, and increases awareness of harassment as unacceptable, harmful behavior.

Originality/value

The paper positions #MeToo as a social movement, with the ability to change the seemingly intractable problem of sexual harassment in ways laws have not.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 4
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 4 May 2020

Henriette Klavenes, Alicia Orea-Giner, Fernando E. García-Muiña and Laura Fuentes-Moraleda

The purpose of this paper is to examine the effects of the #MeToo movement in the work environment of professional football organizations in Spain. It also explores the current…

Abstract

Purpose

The purpose of this paper is to examine the effects of the #MeToo movement in the work environment of professional football organizations in Spain. It also explores the current situation of the professional career of women working in this industry to know if the opportunities are equal for men and women to reach management or executive positions.

Design/methodology/approach

From a gender approach and considering gender as a social structure (Risman, 2004), the authors are going to analyse men and women’s professional careers in football organizations from a three-dimensional gender perspective (individual, interactional and institutional). The objective is twofold: to know the effect of the #MeToo movement in these organizations; and also to know the opinion of both men and women of these organizations concerning gender influence for women’s career progression. The methodology implemented in this investigation is qualitative; 24 in-depth interviews (12 men and 12 women) have been carried out with professionals from different executive positions in both football clubs and organizations.

Findings

The gender approach improves current knowledge about women’s roles in the football industry. The exploratory analysis of the results shows that although the #MeToo phenomenon is relatively known it has had an indirect impact in Spanish football, where its consequences have not been as visible as in other sectors.

Originality/value

The paper provides an exploratory approach by analysing the effects of the #MeToo movement in the football sector, an area where almost no previous research has been done. Also, it presents the main factors that influence women’s professional careers in this sector and the significance of the recent #MeToo phenomenon in the football industry.

Details

Gender in Management: An International Journal , vol. 35 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 7 February 2020

Randal Joy Thompson and Sofia Figueroa

The purpose of this paper is to argue that the myriad social forces in El Salvador make it difficult for LGBTQ+ to publicly declare their sexual orientation or name their…

Abstract

Purpose

The purpose of this paper is to argue that the myriad social forces in El Salvador make it difficult for LGBTQ+ to publicly declare their sexual orientation or name their perpetrators and hence to use the #MeToo hashtag as a leadership strategy of their movement.

Design/methodology/approach

A qualitative research design was used that included interviews and focus group discussions with LGBTQ+ leaders of organizations and government officials. A descriptive/interpretive approach was used to understand their experiences of being LGBTQ+, leadership approach to gain their rights and knowledge of #MeToo.

Findings

Although the movement has contributed to the public dialog about sexual misconduct, it has not had an impact on the “coming out” of LGBTQ+ on Twitter, public exposure of offenders, improved treatment of LGBTQ+ or significant changes in employment law for LGBTQ+ Salvadorans. Rather than the celebrity-led #MeToo movement, a continuation of the more grassroots approach that Salvadoran LGBTIQ+ leaders use may more successfully achieve their protection and rights.

Research limitations/implications

Further research should be completed regarding the impact of leadership on changing the social imaginary and the leadership approach most appropriate for this impact.

Social implications

The study provides a case to further explore the leadership's role in changing the social imaginary.

Originality/value

To the best of the authors’ knowledge, this paper is the first to illustrate that #MeToo cannot be successful in all cultural contexts or with all LGBTQ+ communities and that grassroots approaches may be more appropriate in countries such as El Salvador.

Details

Gender in Management: An International Journal , vol. 35 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 6 March 2020

Frida Jernberg, Anna Lindbäck and Annie Roos

The purpose of this study is to investigate whether the representation of male entrepreneurs in the media has changed in the after-effects of the #metoo movement.

Abstract

Purpose

The purpose of this study is to investigate whether the representation of male entrepreneurs in the media has changed in the after-effects of the #metoo movement.

Design/methodology/approach

The authors perform a discourse analysis and visual analysis of how male entrepreneurs in the Swedish business magazine Affärsvärlden are represented. A centre-margin analysis is laid out, focusing on who and what constitutes (or endeavours to constitute) the legitimate male entrepreneur.

Findings

The results of the analysis show that male entrepreneurs are represented with different discursive success factors. These success factors are linked to a driven personality, a high-status leisure activity, a supportive but invisible family, a focus on financial measures and a global outlook. Marginally, there has been a change towards more humbleness, and a shift from financial growth to turnover, in the representation of entrepreneurial masculinities after the #metoo movement.

Research limitations/implications

To bring about a more equal norm regarding male entrepreneurial identity, more space and attention must be given in the media to the subordinate masculinities of entrepreneurs.

Originality/value

Previous gender research on entrepreneurship has, to a large extent, focussed on female entrepreneurs and research focussed on male entrepreneurs is conspicuous in its absence. However, the male entrepreneur, just like the female entrepreneur, needs to relate to, be compared with and adapt to a norm of how the ideal entrepreneur should be. Therefore, it is important to establish and illuminate who the male entrepreneur is assumed to be, to better understand and question that role.

Details

Gender in Management: An International Journal , vol. 35 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 26 February 2019

Stephanie E.V. Brown and Jericka S. Battle

The purpose of this paper is to explore the connections between sexual harassment and ostracism both before and after the modern day #MeToo movement. It outlines how the birth of…

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Abstract

Purpose

The purpose of this paper is to explore the connections between sexual harassment and ostracism both before and after the modern day #MeToo movement. It outlines how the birth of the #MeToo movement lessened the impact of ostracism, empowering victims to report their abusers.

Design/methodology/approach

This paper provides an overview of the ostracism literature, and discusses why ostracism has historically prevented individuals from disclosing workplace abuse. It also examines recent and historical cases of sexual harassment where ostracism has both inhibited targets of sexual harassment from reporting and harmed those who stood up for their right not to be harassed.

Findings

Both purposeful and non-purposeful ostracism have negative impacts on employees and organizations as a whole, and the fear of ostracism prevented many from disclosing harassment and abuse in the workplace. The #MeToo movement, by nature, is antithetical to ostracism by building community and freeing people to seek justice. This paper makes practical recommendations for organizations that wish to help prevent ostracism as a response to workplace sexual harassment disclosure.

Research limitations/implications

Both purposeful and non-purposeful ostracism have negative impacts on employees and organizations as a whole, and the fear of ostracism prevent many from disclosing harassment and abuse in the workplace. The #MeToo movement by nature is antithetical to ostracism, building community and freeing people to seek justice. This paper makes practical recommendations for organizations that wish to prevent ostracism as a response to workplace sexual harassment disclosure. Additionally, it provides future research directions to explore the empirical link between the disclosure of sexual harassment and ostracism.

Originality/value

This paper analyzes a crucial barrier to reporting sexual harassment. It both examines the consequences of ostracism and highlights how the threat of ostracism can be overcome through intentional organizational efforts.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 24 September 2019

Brittney Amber, Tuyen K. Dinh, Arielle N. Lewis, Leidy D. Trujillo and Margaret S. Stockdale

The purpose of this paper is to explore a possible effect of #MeToo media on individuals’ personal recall and reinterpretation of sex harassment (SH) experiences. The authors…

Abstract

Purpose

The purpose of this paper is to explore a possible effect of #MeToo media on individuals’ personal recall and reinterpretation of sex harassment (SH) experiences. The authors experimentally examine how exposure to high-profile stories of sexual misconduct triggers memories and reinterpretation of one’s own past SH experiences.

Design/methodology/approach

Using a sample of 393 US adults, participants were randomly assigned to read one of four media passages, two of which were news stories or transcripts of high-profile cases of sexual harassment or misconduct (e.g., the Trump Access Hollywood transcript), then completed the Sexual Experiences Questionnaire (SEQ) and follow-up questions about how the media impacted their memory of their prior SH experiences.

Findings

Sexual misconduct media stories, compared to control conditions, indirectly predicted self-report of past SH (SEQ) through both remembering and reinterpreting one’s past experiences. Gender and political ideology moderated the indirect effects such that the effects of the media stories were stronger for women and for those higher on progressive political ideology.

Practical implications

This study experimentally demonstrated what has publicly been assumed to be a driving force behind the upswing of SH reports and the seriousness by which they have been regarded during the #MeToo era: publicized stories of high-profile sexual misconduct triggers personal recall of having been sexually harassed in the past and reinterpretation of SH experiences. The #MeToo movement may be acting as a driver of social change, facilitating changes in social norms. As these social norms change, organizations should be prepared to effectively respond to a possible increase in reporting SH experiences due changes in norms around reporting SH.

Originality/value

This study uses an experimental design to investigate the role of high-profile media stories about SH as a driving force behind the #MeToo movement.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 24 October 2022

Galina Goncharenko

This study aims to analyse how the collective processing of the #MeToo legacy in the form of community discourses and activism conceptualises organisational accountability for…

Abstract

Purpose

This study aims to analyse how the collective processing of the #MeToo legacy in the form of community discourses and activism conceptualises organisational accountability for sexual misconduct at work and enhances the development of new accountability instruments.

Design/methodology/approach

The study draws on social movement theory and the intellectual problematics of accountability, together with the empirical insights from two research engagement projects established and facilitated by the author.

Findings

The study reveals multiple dimensions of how post-#MeToo community activism impacted the conceptualisation of organisational accountability for sexual misconduct at work. The movement enhanced discourses prompting a new societal sense of accountability for sexual wrongdoings. This in turn facilitated public demands for accountability that pressured organisations to respond. The accountability crisis created an opportunity for community activists to influence understanding of organisational accountability for sexual misconduct at work and to propose new accountability instruments advancing harassment reporting technology, as well as an enhancing the behavioural consciousness and self-assessment of individuals.

Originality/value

The study addresses a topic of social importance in analysing how community activism arising from a social movement has transformed accountability demands and thus both advanced the conceptualisation of organisational accountability for sexual misconduct at work and established socially desirable practices for it. The study contributes to theory by revealing the emancipatory potential of community activism to influence organisational accountability practices and to propose new instruments at a moment of organisational hesitation and crisis of accountability.

Details

Accounting, Auditing & Accountability Journal, vol. 36 no. 7/8
Type: Research Article
ISSN: 0951-3574

Keywords

Article
Publication date: 18 May 2020

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

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Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Entrepreneurship in Sweden, and likely the rest of the West, is seen as an area dominated by men, particularly those exhibiting a certain set of characteristics. This review looks at whether the #metoo movement has changed anything at all.

Originality/value

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Strategic Direction, vol. 36 no. 6
Type: Research Article
ISSN: 0258-0543

Keywords

Article
Publication date: 9 March 2021

Frank Joseph Cavico and Bahaudin Ghulam Mujtaba

The advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace…

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Abstract

Purpose

The advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace, especially by prominent executives against subordinate female employees. Accordingly, in this article, we are thoroughly analyzing one aspect of office romance and sexual conduct in the workplace, mainly sexual favoritism in the era of the #MeToo movement.

Design/methodology/approach

This is a legal and case-based human resource policies paper. It reviews actual workplace romance cases, policies and court-based decisions to create practical recommendations that can be used by managers, entrepreneurs and corporations for their organizations. One delimitation of this paper is the fact that it focuses on the US context. Another is that, while organizational behavior researchers have empirically studied various workplace romance policies and practices, the paper is a case-by-case analysis of sexual favoritism. “Specifically, the legal research for this article was conducted on the law database, Nexis Uni Legal, in the Cases (both federal and state) and Law Reviews and Journals sub-databases, using the direct key words in quotations “workplace romance,” “office romance,” “sexual favoritism,” and/or “paramour preference,” as well as the indirect key words “appearance discrimination, “preferring the pretty,” and/or “lookism.” As the authors' intent was to examine the legal and practical consequences emanating from the #MeToo Movement, the authors concentrated their search on cases and law reviews from 2012 to February 2021.

Findings

Research shows that about 35–42% of women have experienced some form of sexual harassment or sex discrimination at work. Many of the high-profile sexual cases that generated the #MeToo movement involved powerful executives asserting that their romantic relationships with subordinates in the workplace were “merely” consensual office romance or sexual favoritism. As a result of the #MeToo movement, employers have been compelled to reconsider how they should respond to sexual discrimination, sexual harassment, office romance and sexual favoritism in the workplace. This article offers best practices for policymakers and human resources professionals.

Research limitations/implications

This article's recommendations are limited to workplaces in the US and may not be relevant in other countries as the local laws might vary.

Practical implications

There are policy and behavioral implications for companies, managers and employees regarding workplace romance and sexual favoritism. As such, we provide policy recommendations to human resources department and management on how to provide a healthy work environment for all employees and avoid liability for sexual harassment cases pursuant to Title VII of the Civil Rights Act.

Social implications

The awareness of policies and laws regulating office romance can help educate managers and employees in local communities as to their rights regarding relationships with coworkers and those who report to them. When people are able to date whomever they desire outside of the workplace, employers can regulate some aspects of sexual relationships in the workplace.

Originality/value

This is an original paper by the authors.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

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