It is critical for all institutions to take action to address GBV and promote a culture where such misconduct is deemed unacceptable. States must be willing to implement changes to strengthen state practices where needed in order to help ensure that discrimination is surfaced and remedied as quickly as possible.
These economic harms can lead to broader societal effects. Share this:. While a number of these attitudes have evolved or been rejected over time, the lingering effects of this toxic legacy remain potent. This means making sure that available protections are as strong as possible; ensuring that enforcement agencies have sufficient resources and investigatory staff to pursue claims; supporting and bolstering worker power so that survivors are well positioned to challenge discriminatory conduct; and encouraging employers to pursue a range of strategies to change workplace culture.
These limits are firmly rooted in ingrained views about male superiority and have sustained a status quo that has perpetually relegated women to a second-class status.
No one should feel unsafe in their homes, schools, workplaces, or communities. Many workers want help understanding the legal process, their legal options, and even whether their experiences constitute a violation of law, but they are uncomfortable with and wary of raising these concerns with their employer.
Dismantling the culture of power that sustains and fuels gender-based violence requires a comprehensive, national strategy that connects meaningful policy solutions across the diverse issues affecting survivors and communities. Employers must also be open to new structures with reconfigured relationships where workers participate in developing and implementing policy solutions.
It is critical to ensure that available research—both internal, such as climate surveys, and external—informs any training so that it is up to date and addresses particular workplace needs. She received her undergraduate degree from the University of Michigan and her law degree from Harvard Law School.
Green Dot, a program that has been implemented in both high school and college settings, has successfully trained students and teachers on bystander intervention strategies such as speaking out against sexist language or behaviors and reinforcing positive social norms.
These programs have shown positive results, but it is important to recognize that no one program should be seen as a one-size-fits-all solution simply to check a box. The law has led to a significant drop in GBV—an estimated 64 percent decline in annual domestic violence rates between and —and a significant increase in survivor supports.
A portion of that funding should be appropriated to the CDC and Department of Justice to support research on the public health impact of GBV, as well as potential strategies for reduction.
Workplace sexual harassment is fueled by several factors, including long-standing gender stereotypes and biases; pervasive power imbalances among workers at different levels; limited supports for survivors; the lack of change in workplace culture; the failure to scrutinize structural inequities and systemic practices that perpetuate discrimination; ineffective training and oversight; inadequate protections and reporting mechanisms; and an unwillingness to consistently take strong disciplinary or other action to ensure compliance with the law.
Furthermore, too little attention has focused on the connections between GBV and other abusive or violent behaviors, such as research showing high rates of domestic violence and misogynistic attacks among perpetrators of mass shootings.
They strive to increase power, safety and resources through data analysis, policy advocacy, education and technical assistance. Many workers want help understanding the legal process, their legal options, and even whether their experiences constitute a violation of law, but they are uncomfortable with and wary of raising these concerns with their employer.