Search results

In many countries over the world, women have waged peace to challenge systemic oppressions and build societies that are reflective of women’s voices, and in fact, all voices. Moved by the desire for change, and often even willing to put themselves at risk, these women have paved the way for societal change focused on peace, justice, and freedom. With the assistance of narratives from the Women’s PeaceMakers program at the University of San Diego (San Diego, California), we can come to know some of these women and understand their stories. This chapter shares the findings from a pilot study that helps to understand the work of these Women PeaceMakers through the lens of the Integral Perspective of Peace Leadership (McIntyre Miller & Green, 2015). It also offers recommendations for others engaging in the leadership and followership work of creating, sustaining, and actualizing a movement with particular attention paid to the modern United States-based Me Too and Time’s Up™ movements.

Congress has spilled a good deal of ink in an attempt to support survivors of sexual assault and to prevent sexual violence from occuring. Legislation has been passed to address and prevent sexual assault in the military environment, higher education, and even within various government agencies. However, Congress has had a long and sordid history of burying incidents of sexual assault within its own halls. Prior to the #Metoo movement, Congress had a rather lackluster bill that provided minimal protection for those who were harassed or assaulted by a member of Congress and rarely held anyone accused accountable for their actions. In fact, the original Congressional Accountability Act included a fund that was used to pay off those who came forward with allegations of sexual harassment or assault against a member of Congress. This chapter follows the legislative history of Congress with regard to the response to and prevention of sexual assault and its shocking lack of oversight of its own members who were frequently committing the same assaults that they were legislating against in other areas. The chapter also highlights the brave work of survivors of assault during their time in Congress, and the work of the #MeTooCongress movement, including current members of Congress, who helped to bring more accountability to Congress as a result of their efforts.

This study examines women's reporting behaviors in US federal law enforcement and provides an exploratory analysis of individual and occupational variables to describe the women who respond assertively to reporting unlawful workplace behaviors.

Survey responses are collected from sworn female officers employed by two US federal law enforcement agencies who responded “yes” to having experienced sexual harassment (n = 368) and/or sexual discrimination (n = 410) in the workplace.

The findings suggest that individual characteristics such as age, as well as occupational variables such as grade level and tenure duration, significantly impact assertive reporting behaviors for sex-based discrimination.

The sample represents those respondents from only two organizations, limiting the sampling frame and generalizability.

While these findings are not promising for junior women working in law enforcement, they have important practical implications for agency decision-makers who want to eliminate or reduce unlawful behavior in the workplace.

Most of the literature on reporting sex-based discrimination, including sexual harassment, has focused on why women do not report unlawful behaviors in the workplace, while a limited number of scholars have identified who will respond more assertively when encountering such discriminatory behavior. This article builds on the latter by examining additional occupational and individual variables to the discussion.

Women make up approximately 47% of the workforce and 51% of hospitality employees but account for 70% of travel buying decisions. Even with these high statistics, women are still underrepresented in many high-level positions. This paper aims to evaluate the financial effects of diversity in top paying management positions within US hospitality companies from 2006 to 2018 and also evaluate the change in female representation from the Great Recession and the #metoo scandal.

Firm performance and diversity were studied using fixed effect and random effect models due to the panel nature of the data. ANOVAs and t-tests were conducted to determine the change in female representation.

On average, companies report 5.55 top paying executives and only 0.75 of them are female. Results show that earnings before interest and taxes, and earnings before interest, taxes, depreciation and amortization are both significantly higher with 15–30% diversity and even higher with 30–50% diversity. After the Great Recession, hospitality companies significantly increased the percentage of females in top positions from 11.5 to 14.1%, while resorts increased female representation from 7.5 to 12.2% after the #metoo scandal.

To the best of the author’s knowledge, this is the first known study to evaluate gender diversity in top hospitality executives and not just female representation. This is also the first paper to evaluate the effect of the #metoo scandal on hospitality firms’ percentage of females in top executive positions.