Editing Sexual harassment (section)

== Aspects ==
One of the difficulties in understanding sexual harassment is that it involves a range of [[behavior]]s. In most cases (although not in all cases) it is difficult for the victim to describe what they experienced. This can be related to difficulty classifying the situation or could be related to [[stress (biology)|stress]] and [[humiliation]] experienced by the recipient. Moreover, behavior and motives vary between individual cases.<ref>{{cite journal |last=Louise|first=Fitzgerald|year=1995|title=Why Didn't She Just Report Him? The Psychological and Legal Implications of Women's Responses to Sexual Harassment |journal=Journal of Social Issues|volume=51|pages=117–138 |doi=10.1111/j.1540-4560.1995.tb01312.x }}</ref> Many instances of sexual harassment are not actually labelled that way by involved parties. For female victims, only in 1/4 of sexual harassment cases do victims self-label the incident as sexual harassment. The rate is even lower for male victims. However, whether victims label an incident as sexual harassment or not, they report the same levels of distress and negative impact.<ref name=":6">{{Cite journal |last1=Cortina |first1=Lilia M. |last2=Areguin |first2=Maira A. |date=2021 |title=Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace |url=https://sites.lsa.umich.edu/liliacortina-lab/wp-content/uploads/sites/970/2021/12/Cortina-Areguin-2021-Annual-Review.pdf |journal=Annual Review of Organizational Psychology and Organizational Behavior |volume=8 |pages=294–295|doi=10.1146/annurev-orgpsych-012420-055606 }}</ref> This labeling issue was first discovered after other researchers found that victims of rape are similarly unlikely to label their experience as rape.<ref name=":4" />

=== Types of sexual harassment ===
Scientists commonly classify types of sexual harassment via Fitzgerald's Tripartite Model of Sexual Harassment, which has been validated across gender, ethnicity, nation, and industry. The model divides sexual harassment into gender harassment, unwanted sexual attention, and sexual coercion. Gender harassment includes insults based on gender stereotypes, sexual slurs or imagery, and other degrading or hostile communications that aim to "put people down and push them out" due to their sex.<ref name=":7" /> There are two types of gender harassment: sexist hostility, like insulting gendered jokes, insults based on gender stereotypes, or even sabotage; and crude harassment, which includes gendered slurs and sexualized insults.<ref name=":4" /> In contrast, unwanted sexual attention refers to unwelcome sexual advances, like inappropriately talking about sex, pestering someone for sexual or romantic purposes, nonconsensual physical touch, and in extreme cases, sexual assault. Sexual coercion includes explicit and implicit attempts to bribe or threaten someone into sexual cooperation. Gender harassment is by far the most common type of sexual harassment, and coercion is the rarest, but popular awareness of harassment is the opposite, making it harder to identify and understand sexual harassment. Psychology researcher Lilia Cortina developed an iceberg model to describe the many behaviors of sexual harassment, showing how sexual coercion and unwanted sexual attention are the small set of harassment behaviors easily viewable on the surface, but the vast majority of sexual harassment types lie underneath the surface in the category of gender harassment.<ref name=":7">{{Cite journal |last1=Cortina |first1=Lilia M. |last2=Areguin |first2=Maira A. |date=2021 |title=Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace |url=https://sites.lsa.umich.edu/liliacortina-lab/wp-content/uploads/sites/970/2021/12/Cortina-Areguin-2021-Annual-Review.pdf |journal=Annual Review of Organizational Psychology and Organizational Behavior |volume=8 |pages=287–288, 294|doi=10.1146/annurev-orgpsych-012420-055606 }}</ref>

=== Intersectional forms of sexual harassment ===
When men sexually harass men, it tends to take the form of gender harassment for the purpose of punishing their targets for deviating from traditional male gender roles. The harasser may see their victim as not fulfilling traditional masculinity values, whether they are gay, young or inexperienced.<ref>{{Cite journal |last1=Cortina |first1=Lilia M. |last2=Areguin |first2=Maira A. |date=2021 |title=Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace |url=https://sites.lsa.umich.edu/liliacortina-lab/wp-content/uploads/sites/970/2021/12/Cortina-Areguin-2021-Annual-Review.pdf |journal=Annual Review of Organizational Psychology and Organizational Behavior |volume=8 |pages=292|doi=10.1146/annurev-orgpsych-012420-055606 }}</ref> When women of color are sexually harassed, it often includes racial harassment, and when non-straight women are harassed, it often is a combination of sexual and heterosexist harassment. Both populations experience much greater harassment than people with only one of their intersecting identities.<ref name=":4" /> Racialized sexual harassment may involve sexual remarks that also bring up race, pet names with racial histories, or even explicitly racialized nicknames. All of these may be built off of existing stereotypes that combine race and gender.<ref>{{Cite journal |last1=Cortina |first1=Lilia M. |last2=Areguin |first2=Maira A. |date=2021 |title=Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace |url=https://sites.lsa.umich.edu/liliacortina-lab/wp-content/uploads/sites/970/2021/12/Cortina-Areguin-2021-Annual-Review.pdf |journal=Annual Review of Organizational Psychology and Organizational Behavior |volume=8 |pages=301|doi=10.1146/annurev-orgpsych-012420-055606 }}</ref>

=== Motivations for sexual harassment ===
Author Martha Langelan describes four different classes of harassers.<ref>Langelan, Martha. ''[https://books.google.com/books?id=laA-lkQq8soC Back Off: How to Confront and Stop Sexual Harassment and Harassers] {{Webarchive|url=https://web.archive.org/web/20160105082011/https://books.google.com/books?id=laA-lkQq8soC&printsec=frontcover |date=2016-01-05 }}''. Fireside, 1993. {{ISBN|978-0-671-78856-8}}.</ref>
* A predatory harasser: a person who gets sexual thrills from humiliating others. This harasser may become involved in sexual extortion, and may frequently harass just to see how targets respond. Those who do not resist may even become targets for rape.
* A dominance harasser: the most common type, who engages in harassing behavior as an ego boost.
* Strategic or territorial harassers who seek to maintain privilege in jobs or physical locations, for example a man's harassment of a female employee in a predominantly male occupation.
* A [[Street harassment|street harasser]]: Another type of sexual harassment performed in public places by strangers. Street harassment includes verbal and nonverbal behavior, remarks that are frequently sexual in nature and comment on physical appearance or a person's presence in public.<ref>{{cite journal |title=Street Harassment and the Informal Ghettoization of Women |first=Cynthia Grant |last=Bowman |journal=Harvard Law Review |volume=106 |issue=3 |date=Jan 1993 |pages=517–80 |jstor=1341656 |doi=10.2307/1341656 |url=http://scholarship.law.cornell.edu/cgi/viewcontent.cgi?article=1141&context=facpub |access-date=2019-09-04 |archive-url=https://web.archive.org/web/20200109090954/http://scholarship.law.cornell.edu/cgi/viewcontent.cgi?article=1141&context=facpub |archive-date=2020-01-09 |url-status=live |url-access=subscription }}</ref>
The perpetrators of sexual harassment are more likely to be male than another gender. In one 2018 survey of U.S. federal workers, for their most-distressing sexual harassment incidents, 82% of the harassers were men. Researchers theorize that this is because sexual harassment is an expression of someone's power in a way that protects or enhances that power, because it reinforces someone's privileged status based on their gender. Because today's societies empower men over people of other genders, sexual harassment is currently more likely to be perpetrated by men. This power-based theory of harassment also explains why sexual harassment often targets and punishes people for deviating from traditional gender roles. People are more likely to sexually harass when they hold hostile, sexist beliefs and believe in the gender binary, thinking that men and women should stay in certain proper roles. However, whether they actually harass others strongly depends on the situation: organizations that tolerate or don't care about harassment, and places that prioritize men by numbers or leadership are very likely to have sexual harassment occur.<ref>{{Cite journal |last1=Cortina |first1=Lilia M. |last2=Areguin |first2=Maira A. |date=2021 |title=Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace |url=https://sites.lsa.umich.edu/liliacortina-lab/wp-content/uploads/sites/970/2021/12/Cortina-Areguin-2021-Annual-Review.pdf |journal=Annual Review of Organizational Psychology and Organizational Behavior |volume=8 |pages=287, 292, 295–296|doi=10.1146/annurev-orgpsych-012420-055606 }}</ref> Because harassment is often a reinforcement of power and gender roles, it shapes common forms of harassment. Harassment is often ambient: not targeted at an individual, but public or pervasive in a setting so that it affects many bystanders. Even targeted harassment can affect and harass other observers when it takes place publicly.<ref name=":4" />