Sexual harassment experienced by police staff serving in England, Wales and Scotland: A descriptive exploration of incidence, antecedents and harm
| Author | Chris Fife-Schaw,Ioanna Gouseti,Jennifer Brown |
| DOI | 10.1177/0032258X17750325 |
| Published date | 01 December 2018 |
| Date | 01 December 2018 |
| Subject Matter | Articles |
Article
Sexual harassment
experienced by police staff
serving in England, Wales
and Scotland: A descriptive
exploration of incidence,
antecedents and harm
Jennifer Brown and Ioanna Gouseti
London School of Economics and Political Science, London, UK
Chris Fife-Schaw
University of Surrey, Guildford, Surrey, UK
Abstract
An online survey (N ¼1,776) was conducted with support staff to explore the type and
incidence of sexual harassment within the police working environment and the expla-
natory value of known antecedent factors. Univariate results indicated that the highest
levels of sexual harassment were associated with sexual banter, reported by three
quarters of those surveyed, and diminishing levels of exposure to more serious types of
harassment. Multivariate analyses showed statistically significant associations between
levels of exposure and organisational variables but few demographic factors. Having
established a better understanding of salient risk factors, the discussion identifies
implications for organisational preventative interventions.
Keywords
Sexual harassment, police staff, stress, preventative strategies
Corresponding author:
Jennifer Brown, London School of Economics and Political Science, Houghton Street, London WC2A 2AE, UK.
Email: J.Brown5@lse.ac.uk
The Police Journal:
Theory, Practice and Principles
2018, Vol. 91(4) 356–374
ªThe Author(s) 2017
Article reuse guidelines:
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DOI: 10.1177/0032258X17750325
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Introduction
Incidence and conceptualisations
The World Bank (2009: 9) has developed a useful and com prehensive definition of
sexual harassment as:
any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or
gesture of a sexual nature, or any other behaviours of a sexual nature that might reasonably
be expected to be perceived to cause offence or humiliation to another. Such harassment
may be, but is not necessarily, of a form that interferes with work, is made a condition of
employment, or creates an intimidating, hostile or offensive work environment.
Much work on defining and understanding the occurrence of sexual harassment
amongst employees was undertaken in the 1980s, resulting in the development of work-
place policies and legislation in the following decade (see, for example, Rubenstein,
1989; Stockdale, 1996). As the 1990s progressed, empirical research reported the fre-
quencies of occurrence across the s pectrum of working environments (fo r example,
Collinson and Collinson, 1996), including the police service (Brown et al., 1995; Jones,
1986; Martin, 1990). Brown et al. found high levels of sexual harassment experience by
both warranted police officers and non-police support staff.
In a review of research into workplace sexual harassment, McDonald (2012) shows a
persistence of occurrence (evidenced bytrackingdatafromtheUSMeritSystems
Protection Board between 1981 and 1997). Although incidence estimates vary depend-
ing on measurement and methodologies, McDonald et al. (2015) conclude that sexual
harassment at work remains an enduring phenomenon.
In the UK, sexual harassment has reappeared on the public agenda recently. A 2016
YouGov poll of the general public found that one in ten individuals had experienced
some form of sexually harassing behaviour in public places (of whom 56%were
women and 44%men). A troubling level of sexual harassment has also been found
taking place in schools (House of Commons, Women and Equalities Committee,
2016). A survey across a wide range of UK business sectors, conducted on behalf of
the Trades Union Congress (TUC, 2016), reported that more than half (52%)ofthe
women questioned said they had experienced sexual harassment at work. Opportunity
Now and PWC Research and Insight Team (2014) found instances of sexual harass-
ment across all the occupations they surveyed, with those from uniform services
reporting the highest rate (23%). The Ministry of Defence’s (2015) own survey of
sexual harassment in the army indicated generalised sexualised behaviours to be com-
mon amongst serving personnel, with 90%hearing sexualised stories and jokes.
Women were three times more likely to find these behaviours offensive than male
colleagues. Mostly the harassment was committed by colleagues (53%), thereafter line
managers (30%), senior staff (25%) and someone junior (13%).
Conceptual distinctions between qualitatively different types of harassment differ-
entiate between more generalised insulting, demeaning or disdainful attitudes (gender
harassment); leering, touching and pressurised requests for dates (hostile environment);
and more coercive or threatening behaviours (Fitzgerald, 1990). Others such as
Brown et al. 357
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