University of California, San Diego.
Workplace Health Saf. 2020 Jun;68(6):279-292. doi: 10.1177/2165079919900793. Epub 2020 Mar 17.
Gender parity in the workplace-and increased representation of women at work-may reduce workplace sexual harassment, but research on this is unclear. This study assessed the associations between gender parity at work and workplace sexual harassment. : We analyzed data from an online sexual harassment survey conducted with a nationally representative sample of U.S. adults in 2018 ( = 2,009; response rate 29%); current analyses were restricted to employed participants (women = 610, men = 690). Data on occupation and industry were each categorized as female-dominant (61%-100% female), male-dominant (0%-39% female), or at parity (40%-60% female). We used sex-stratified logistic regression models to assess associations between gender parity in industry and occupation and workplace sexual harassment. : Our study of employed adults in the U.S. found that 42% women and 15% men had experienced workplace sexual harassment. Logistic regression analyses indicated that women employed in female-dominated industries (adjusted odds ratio [AOR] = 0.52; 95% confidence interval [CI] = [0.33, 0.81]) and men employed in male-dominated occupations (AOR = 0.55; 95% CI = [0.33, 0.91]) were less likely to have experienced workplace sexual harassment. Women in male-dominated occupations were more likely to report harassment or assault by a supervisor (AOR = 2.41, 95% CI = [1.00, 5.80]), and men in male-dominated occupations were less likely to report harassment or assault by a supervisor (AOR = 0.26, 95% CI = [0.08, 0.89]). : Women in female-dominated industries and men in male-dominated occupations, relative to those with workplace gender parity, are at lower risk for harassment. Women in male-dominated occupations are at greater risk for harassment from supervisors. Gender parity at work is not sufficient on its own to address workplace sexual harassment; normative changes are needed.
工作场所的性别均等（以及女性在工作中的代表性增加）可能会减少工作场所性骚扰，但对此的研究并不明确。本研究评估了工作场所性别均等与工作场所性骚扰之间的关联。我们分析了 2018 年一项针对美国成年人的在线性骚扰调查的数据（n=2009；回复率 29%）；目前的分析仅限于在职参与者（女性 n=610，男性 n=690）。职业和行业数据分别分为女性主导型（61%-100%为女性）、男性主导型（0%-39%为女性）或均等型（40%-60%为女性）。我们使用按性别分层的逻辑回归模型评估了行业和职业性别均等与工作场所性骚扰之间的关联。我们对美国在职成年人的研究发现，42%的女性和 15%的男性经历过工作场所性骚扰。逻辑回归分析表明，女性在女性主导型行业工作（调整后的优势比 [OR] = 0.52；95%置信区间 [CI] = [0.33, 0.81]）和男性在男性主导型职业工作（OR = 0.55；95% CI = [0.33, 0.91]）的情况下，不太可能经历工作场所性骚扰。从事男性主导型职业的女性更有可能报告受到主管的骚扰或攻击（OR = 2.41，95% CI = [1.00，5.80]），而从事男性主导型职业的男性更不可能报告受到主管的骚扰或攻击（OR = 0.26，95% CI = [0.08, 0.89]）。与工作场所性别均等的人相比，女性在女性主导型行业工作，男性在男性主导型职业工作，他们受到骚扰的风险较低。从事男性主导型职业的女性更有可能受到主管的骚扰。工作场所的性别均等本身并不能充分解决工作场所性骚扰问题；需要进行规范变革。
