Essay: Dissertation proposal – power of women against harrassment & discrimination in the workplace

Problem Statement
New to a Workspace? Here’s What You Women Need to Know
As a young woman apart of the workforce, I’d like to explore the types of discrimination and/or violence (anything along the lines of physical or sexual abuse) that others, my gender, have gone through. All working environment enforce policies for their employees to follow, one of the policies commonly found in most environments is anti-harassment and non-discrimination. Since these jobs intend on providing a safe place for their workers, please keep in mind: an average woman works between thirty to forty hours weekly.
Unfortunately, about one-third women have experienced at least one type of act of discrimination (and/or violence) while at work and one in four women have been a victim (Potter, Sharyn J,PhD., M.P.H., & Banyard, V. L., PhD. (2011)). Women above the age of eighteen have been physically or emotionally abused, dealt with harassment, assault and so on. Some report that being in an area that promotes policies revolving around discrimination make it easier to ask for assistance which leads them into continuing their careers at the same job. But those who don’t receive help find it very hard to stay (MacIntosh, J., Wuest, J., Gray, M. M., & Aldous, S. (2010)).
In response to this problem, this study proposes to explore options that allow women, over the age of eighteen (working either full-time or part-time) feel more protected and comfortable in a place where they spend half of their time at. During the semester of spring ‘18 this researcher will plan to go about their investigation by conducting face-to-face interviews (amongst colleagues in their workplace and/or school environment), telling them ahead of time what will be asked throughout the interview. They would consider something similar to a safe space, where everyone is able to discuss what they go through and have an idea that no one is alone, and help is available at all times.
Literature Review
Introduction
Today, as more and more women get to be a part of the workforce it has become common to be a victim of discrimination and/or violence. Work environments that acknowledge anti-harassment and non-discrimination policies may lead to a successful work experience within a women’s career. Policies is a course or principle of action adopted or proposed by a government, party, business or individual. The effectiveness of policies is connected to the overall satisfaction of employees and is essential in order to decrease the level of abuse during work hours.
Learning more about about the organizations history by asking questions such as “Has your company experienced any occasions regarding discrimination?” and “What have you been doing to prevent such instances?” could create a new opportunity on your behalf. Asking questions is a two-way street, it’s important to support yourself and take the opportunity to remind the company how harassment and discrimination are problems that need to be addressed not only at just the beginning of your career but consistently throughout.
This literature review will discuss the powers you have and can use against whoever thinks this behavior is appropriate. Going after the a leadership position making, men or women your allies and being able to say something when you see it are all moves that’ll assist you with kicking harassment to the curb.
This study will further advance anti-harassment and discrimination research by helping people discover more ways to stop such behavior and having recognize that it’s crucial to speak up (communicate with those of higher authority who have the ability to aid). In a culture where women are looked down on, studies must be done to decrease the level of harassment in the workplace.
Leadership positions
Prior studies show that women who are given higher positions in workplace have a positive influence on the women who are of a lower position. Women who are in management positions do affect those below them and the power could be important considering change (Stainback, K., & Kwon, S. (2012)). Forty-two percent of women received the support they wanted and received eight percent of the support they didn’t want. Furthermore, the supervisors provided information including fifty-nine percent kept abuse confidential, forty-eight percent cared about how they were, and forty-seven percent acted like everything was fine (Yragui, N., Mankowski, E., Perrin, N., & Glass, N. (2012))  In other words, women become different depending on the support they feel is helpful or vice versa, As women, looking out for each other is key and with women in these positions can help create a culture that respects women. It’s never wrong to focus on attaining a leadership positions, always strives.
How Allies Can Support You
Many argue that men are considered to be more powerful than women, but women can be considered to make the important decisions around the household. Two studies were done to test the hypothesis that women who dominated in their house, lost interest to dominate in their work environment. On the other hand, men’s power at work did not affect the power they had at home
(Williams, M. J., & Chen, S. (2014)). With the power of both men and women in the work foree, anything is possible. There are men out there who are willing to support females, it’s recommended to encourage men to call out unwanted actions towards another person which will help you in the long run.
A female author tells a told a story where she had asked her father about any sexual harassment incidents that he had witnessed any time in his life. He remembered a case back where he saw a male coworker touch the behind of a female coworker. He described his reaction as taken aback not having seen anything like that before. Many years later, the father and his coworker meet up again. The father decides to bring up the issue and the man becomes uncomfortable and leaves.
The same way this man got uncomfortable is the same way that woman back in the lab years ago felt. This author’s father took a big step in stopping the harasser and making him realize that there is no excuse for what he did. These are the men that should be by your side, not afraid to point out the rights and wrongs.
Say Something, If You See It
In a study participants who were asked if they’ve experienced any violence since they turned eighteen. Twenty-one percent had been through sexual assault, eighty-one percent went through the same thing including penetration. Forty-three percent mentioned that they had been in a relationship and was physically abused, twenty-eight experienced emotional abuse and thirty-eight dealt with sexual harassment during work. Nonetheless, workplace programs take very little evaluation into existing domestic violence policies. Most women do receive the help needed and can go on staying at the same job. Employees who work somewhere that acknowledges policies revolving around violence against women are more likely to ask for assistance. It was found that one in four women over the age of eighteen have been a victim. (still figuring out what to write)
Conclusion
Harassment and discrimination is a topic that has been thoroughly studied. However, further study on what can be done to allow women, over the age of eighteen (working either full-time or part-time) feel more protected and comfortable in a place where they spend half of their time at.  Something similar to a safe space is needed, where everyone is able to discuss what they go through and have an idea that no one is alone, and help is available at all times. The communication that is occuring or not should be studied to better understand why the amount of victims is so high. Therefore, the following research question is raised: If non-discrimination and anti-harassment policies were  addressed more often would the number of victims affected decrease?
Method and Methodology
During the semester of spring ‘18 this researcher will plan to go about their investigation by conducting face-to-face interviews amongst colleagues, telling them ahead of time what will be asked throughout the interview. It was decided to use the qualitative method since we need to gain an understanding of underlying reasons, opinions, and motivations. It provides insights into the problem or helps to develop ideas or hypothesis.
Data Collection Procedures
Data Source
This researcher has decided to use females who are over the age of eighteen who are currently employed, whether full-time or part-time. This population was chosen due to area of interest involves what abuse a woman can go through in a place that they have to be at daily to make a living.
Data Analysis
The data would be analyzed manually since the answers that are expected to be received may go into depth.
Limitations
One limitation that may get in the way would involve confidentiality. Going back to being afraid to speak up might be an issue for the participant which may lead to skipping questions, not finishing the interview, not answering honestly or fully.