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Date: November 22, 2024 Fri
Time: 12:02 pm
Time: 12:02 pm
Results for sex discrimination
4 results foundAuthor: U.S. Commission on Civil Rights Title: Sexual Assault in the Military Summary: The U.S. Commission on Civil Rights chose to focus on sexual assault in the U.S. military for its annual 2013 Statutory Enforcement Report. This report examines how the Department of Defense and its Armed Services - the Army, Navy, Marine Corps, and Air Force (the Services) - respond to Service members who report having been sexually assaulted ("victims") and how it investigates and disciplines Service members accused of perpetrating sexual assault ("perpetrators"). This report also reviews how the military educates Service members and trains military criminal investigators and military lawyers about sexual assault offenses. The topic is both relevant and timely, as Congress is currently considering ways to address this issue. The Commission has authority to examine questions related to sexual assault in the military because the issues involve both sex discrimination and the denial of equal protection in the administration of justice. The issue of sex discrimination involves female Service members, who represent 14 percent of the military population, but are disproportionately likely to be victims at a rate five times that of their male counterparts. The questions related to a possible denial of equal protection in the administration of justice led the Commission to examine cases in which sexual assault victims, as well as Service members accused of sexual assault, claim unfair treatment in the military justice system. Through this report, the Commission sheds light on the scope, response, investigation, and discipline of sexual assault in the U.S. military. The Commission held a briefing on January 11, 2013 to hear the testimony of military officials, scholars, advocacy groups, and practitioners on the topic of sexual assault in the military. In response to written questions from the Commission, the Department of Defense and its Armed Services provided documents and other materials, including data on investigated sexual assault allegations, which the Commission analyzed. The results of these efforts are memorialized in this report. The report reveals that the Department of Defense may benefit from greater data collection to better understand trends in sexual assault cases and to implement improvements in future initiatives. Although the Department of Defense has already implemented policies to reduce sexual and sexist material from the military workplace in an effort to reduce sexual harassment, the effects of such recent efforts have yet to be measured. The Department of Defense also has a plan to standardize sexual assault response and prevention training across the Services to promote best practices. There will be a need to track the success of such policies over time. Greater commander accountability for leadership failures to implement such policies, especially in cases where victims claim sexual assault at the hands of superiors within the chain of command, should also be considered. Without increased data collection, however, it is difficult to measure the effects of any new changes the military chooses to implement. Details: Washington, DC: U.S. Commission Civil Rights, 2013. 238p. Source: Internet Resource: Accessed November 11, 2013 at: http://www.usccr.gov/pubs/09242013_Statutory_Enforcement_Report_Sexual_Assault_in_the_Military.pdf Year: 2013 Country: United States URL: http://www.usccr.gov/pubs/09242013_Statutory_Enforcement_Report_Sexual_Assault_in_the_Military.pdf Shelf Number: 131639 Keywords: MilitaryMilitary Justice SystemRapeSex Crimes (U.S)Sex DiscriminationSexual AssaultSexual harassmentVictims of Sexual Assaults |
Author: University of Memphis. Center for Research on Women Title: Nowhere to Hide: A Look at the Pervasive Atmosphere of Sexual Harassment in Memphis Area Middle and High Schools Summary: According to the US Department of Education Office of Civil Rights (2001), "Sexual harassment is unwelcome conduct of a sexual nature. Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature. Sexual harassment of a student can deny or limit, on the basis of sex, the student's ability to participate in or to receive benefits, services, or opportunities in the school's program. Sexual harassment of students is, therefore, a form of sex discrimination prohibited by Title IX under the circumstances described in this guidance." In two national surveys, the American Association of University Women (AAUW, 1993, 2001) found that approximately 81% of middle and high school students in public schools experienced harassment from peers or school personnel. Our Study CROW designed a study to examine the extent to which students were being sexually harassed in local schools, and how this might be affecting their academic, psychological and social well being. Sexual harassment was defined and measured by grouping specific behaviors into four categories: gender harassment, unwanted sexual attention, sexual coercion, and sexual assault. Participants included 590 adolescents in Memphis area middle and high schools, recruited through several local agencies, organizations, and church youth groups that serve adolescents. - 70.4% girls, 29.6% boys - 71.9% African‐American , 23.7% White - 89.5% public schools, 10.5% private/ parochial schools - Average age 15, Range 11 to 19 Results How prevalent is sexual harassment in our schools? - Student‐to‐student sexual harassment, particularly gender harassment, is pervasive in Memphis area middle and high schools with over 90% of students in this study reported being sexually harassed at least once while in their current school. - This pattern holds in both public and private schools. 91.3% of public school students and 85.5% of private school students reported being sexually harassed by a student at least once while in their current school. Details: Memphis: Center for Research on Women, 2015. 24p. Source: Internet Resource: Accessed May 13, 2015 at: http://memphis.edu/crow/pdfs/Sexual_Harassment_Report_2009_REV_CROW.pdf Year: 2015 Country: United States URL: http://memphis.edu/crow/pdfs/Sexual_Harassment_Report_2009_REV_CROW.pdf Shelf Number: 135628 Keywords: School CrimeSchool SecuritySex CrimesSex DiscriminationSexual AssaultSexual HarassmentStudents, Crimes Against |
Author: U.S. Department of Justice, Office of the Inspector General, Evaluation and Inspections Division Title: Review of Gender Equity in the Department's Law Enforcement Components Summary: The U.S. Department of Justice (Department, DOJ) Office of the Inspector General (OIG) initiated this review after receiving several complaints from various sources, including Senator Charles E. Grassley and DOJ employees, expressing concerns about gender discrimination and harassment in the Department's law enforcement components. OIG assessed overall gender equity, based on both gender diversity in the workforce and employees' perceptions of gender equity and discrimination in the four law enforcement components. It is the Department's policy to provide, ensure, and promote equal opportunity for all employees on the basis of merit. In Human Resources Order DOJ 1200.1, the Department directs every component to take actions to eliminate any policy, practice, or procedure that results in discrimination on the basis of a variety of demographics, including gender. Additionally, DOJ developed the Attorney General's Diversity Management Plan in 2010 to improve diversity among its employees, including the law enforcement staff. The leadership of the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF); Drug Enforcement Administration (DEA); Federal Bureau of Investigation (FBI); and U.S. Marshal's Service (USMS) told us that a diverse workforce, which includes diversity in gender, is important to their mission. The Office of the Inspector General assessed gender equity in the four law enforcement components from fiscal year (FY) 2011 through FY 2016. We analyzed component workforce demographics and sex-based discrimination complaints, including sexual harassment, and conducted a climate assessment to gauge employees’ perceptions about whether all staff have the same career opportunities regardless of gender. As part of our review, we conducted 133 individual interviews as well as 57 focus groups with a total of 228 participants. Additionally, we interviewed the heads of each of the four components to gain their perspectives on the issues related to gender equity. We also deployed an anonymous online survey to all staff members of the four law enforcement components and received 8,140 survey responses, a 15 percent response rate of the total population. Out of the 8,140 responses, 34.4 percent were women, 50.8 percent were men, and 1.5 percent chose "other" or did not select a gender. Details: Washington, DC: DOJ, 2018. 100p. Source: Internet Resource: Accessed September 20, 2018 at: https://oig.justice.gov/reports/2018/e1803.pdf Year: 2018 Country: United States URL: https://oig.justice.gov/reports/2018/e1803.pdf Shelf Number: 151600 Keywords: Equal Opportunities Employment Gender Equality Sex Discrimination |
Author: Brake, Deborah L. Title: Back to Basics: Excavating the Sex Discrimination Roots of Campus Sexual Assault Summary: It takes some explaining to use the occasion of a symposium honoring the legacy of Pat Summitt, one of the most successful college basketball coaches of all time, to publish an article addressing Title IX's application to campus sexual assault. Neither the coach's record nor the top-shelf program she ran for so many decades calls this topic immediately to mind. And yet, as I reflect on the challenges ahead for Title IX and the continuing struggle for sex equality in higher education, including in university athletic programs, I am struck by how interconnected women's leadership is to a broader set of issues of gender and power, including the sexual objectification and harassment of women. As if we needed a culturally explosive reminder to shock feminism out of a state of apathy, the linkages between gender, power, and leadership were on full display in the bitterly divisive presidential election between Donald Trump and Hillary Clinton. Social practices that objectify and subordinate women, and their consequences for women's access to leadership, figured prominently throughout the campaign. This article explores the connections between sexual assault, harassment, objectification, and the challenges facing women in leadership against the backdrop of Title IX. It argues that Title IX's application to sexual harassment, including sexual assault, is an essential part of the law's broader agenda of opening the paths to leadership on an equal basis. More particularly, it seeks to ground the Title IX administrative framework that has emerged for addressing campus sexual assault in the statutory prohibition of sex-based discrimination. Without such a reckoning, the Title IX obligations on universities enforced during the Obama Administration are vulnerable to unilateral rollback by the new Trump Administration. This article begins the project of strengthening the sex discrimination roots of the Title IX framework for campus sexual assault and calls for further work linking the particular obligations the U.S. Department of Education's Office for Civil Rights (OCR) has imposed on educational institutions to the statutory mandate against sex discrimination. Part I sketches some linkages between liberal feminism's goal of expanding women's access to leadership and the dominance feminist agenda of resisting the sexual subordination of women. It argues that these two strands of feminist legal theory are not alternatives to each other, but are complementary and mutually reinforcing in their shared goal of dislodging the social practices that keep women from power. Ironically, perhaps, the gender inequality that sits at the root of sexual assault as a social practice has been lost in the weeds of the controversies surrounding the specific procedures institutions are required to use in responding to sexual assault complaints. Part II details the gender-blind narratives that are ascendant in the discourse surrounding campus sexual assault and argues that they function to obscure the gendered reality, and the gender inequality, of campus sexual assault. Part III explains the Title IX framework that courts and the OCR have developed for handling sexual assault. It traces the evolution of this legal framework from the statute's broad, general ban on sex-based discrimination in education programs receiving federal funds to the more particular obligations now placed on educational institutions to follow specific practices in addressing campus sexual assault allegations. Although OCR has acted consistently with the role of an enforcing agency by filling in the gaps of Title IX's broad anti-discrimination mandate, I argue that neither the courts nor the agency has fully explained, in a persuasive way, how the emerging Title IX framework is connected to the statute's ban on sex-based discrimination. Part IV begins the work of grounding the specific obligations placed on educational institutions in the statute's discrimination ban. Sexual assault is a social practice rooted in, and reinforcing of, gender inequality. It is not merely the gender of the typical perpetrator and victim (although sexual assault is overwhelmingly a practice engaged in by men and experienced by women and gender minorities, including LGBTQ persons), but the gender inequality in sexual relations on campus that situates sexual assault as a sexually subordinating practice. Most importantly for the legitimacy of the Title IX framework, institutional cultures and institutions' own practices in responding to sexual assault contribute to the campus cultures that reinforce and facilitate sexual assault as a sexually subordinating practice. Institutional responses to sexual assault, and not just sexual assault itself, are deeply gendered and embedded in gender inequality. The very rape myths and peer norms that underlie sexual assault as a social practice also find purchase in the common responses that excuse and minimize sexual assault when it occurs. Without the kinds of specific obligations the Title IX framework places on institutions for handling sexual assault charges, gender scripts and rape myths would have full rein to undermine complainants' credibility and mitigate empathy for their experiences of harm. This article seeks to begin a conversation about whether and how the specific obligations on universities for responding to sexual assault are grounded in the statute's mandate for ending sex-based discrimination on campus. That work remains vital if Title IX is to fulfill its promise of dislodging the gender practices that block women's pathways to power and leadership. Details: Pittsburgh, 2018. 34p. Source: Internet Resource: Accessed September 23, 2018 at: https://trace.tennessee.edu/cgi/viewcontent.cgi?referer=https://www.google.com/&httpsredir=1&article=1101&context=rgsj Year: 2018 Country: United States URL: https://trace.tennessee.edu/cgi/viewcontent.cgi?referer=https://www.google.com/&httpsredir=1&article=1101&context=rgsj Shelf Number: 151582 Keywords: Campus CrimeGender IssuesSex DiscriminationSexual Assault |