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Stort ansvar, liten vilja? - En feministisk analys av arbetsgivarens ansvar vid fall av sexuella trakasserier

Rosenkvist, Linnea LU (2017) LAGF03 20172
Department of Law
Faculty of Law
Abstract (Swedish)
Till följd av en skandal hösten 2017, där en känd producent anklagades för att ha gjort sig skyldig till flertalet sexualbrott, uppmanades kvinnor som någon gång blivit sexuellt trakasserade att använda #metoo i sociala medier för att belysa sexuella trakasseriers utbreddhet. Kampanjen växte till en modern folkrörelse som i Sverige utvecklades till bland annat ett upprop mot sexuella trakasserier i arbetslivet, med vittnesmål från tiotusentals kvinnor och krav på verklig förändring. Uppsatsen tar sikte på att med en rättsdogmatisk metod utreda den svenska, rättsliga regleringen av sexuella trakasserier på arbetsplatsen och analysera resultatet kritiskt utifrån ett feministiskt perspektiv, med Catharine A. MacKinnons forskning om sexuella... (More)
Till följd av en skandal hösten 2017, där en känd producent anklagades för att ha gjort sig skyldig till flertalet sexualbrott, uppmanades kvinnor som någon gång blivit sexuellt trakasserade att använda #metoo i sociala medier för att belysa sexuella trakasseriers utbreddhet. Kampanjen växte till en modern folkrörelse som i Sverige utvecklades till bland annat ett upprop mot sexuella trakasserier i arbetslivet, med vittnesmål från tiotusentals kvinnor och krav på verklig förändring. Uppsatsen tar sikte på att med en rättsdogmatisk metod utreda den svenska, rättsliga regleringen av sexuella trakasserier på arbetsplatsen och analysera resultatet kritiskt utifrån ett feministiskt perspektiv, med Catharine A. MacKinnons forskning om sexuella trakasserier och behovet av en feministisk rättsteori som utgångspunkt. Syftet är att illustrera behovet av könsmaktsperspektiv för att uppnå effektivitet i lagstiftningen.

Rättsutredningen visar att arbetsgivaren tilldelats ett omfattande ansvar för att hantera sexuella trakasserier på arbetsplatsen och att stränga sanktioner är tänka att följa vid lagöverträdelse. Trots detta tyder #metoo på att sexuella trakasserier i hög grad förekommer vilket gör att det lagreglerade arbetsgivaransvarets verkliga effektivitet kan ifrågasättas. Regleringens utformning indikerar delvis en medvetenhet om könsmaktsperspektiv, men på vissa håll låter sig lagstiftningen fortfarande formas av patriarkala antaganden. Ett exempel hittas i den lagtekniska uppbyggnaden av begreppet sexuella trakasserier, där det ställs krav på den utsatte att informera den som trakasserar om hur beteendet uppfattas. Detta kan ur ett feministiskt perspektiv kritiseras, dels för att vara en orättvis ansvarsfördelning och dels för att utgöra ett osynliggörande av hur maktobalans medför svårigheter för kvinnor att säga ifrån eller rapportera om förekomsten av sexuella trakasserier till sina arbetsgivare.

Med begreppet vertical stratification beskriver MacKinnon kvinnors lägre positioner i mansdominerande yrken. I analysen används detta för att peka på att en lagstiftning som rättsligt jämställer kvinnor med män inte per automatik medför att social jämställdhet uppnås. Tvärtom argumenteras för att en sådan lagstiftning inte når verklig framgång förrän den till fullo erkänner sociala maktstrukturer och sexualitet som ojämlikhet.

Med tanke på att män innehar den största andelen chefsposter ställer jag mig själv frågan om det rättsliga ansvaret är korrekt fördelat. Om sexuella trakasserier syftar till att upprätthålla manlig dominans är det också naturligt att det råder en viss ovilja bland chefer att motverka beteendet. Sett till den inverkan chefer har på arbetsplatsklimatet anser jag ändå att frågan tills vidare får besvaras jakande, med en förväntning på att både arbetsgivare och lagstiftaren tar lärdom av #metoo. (Less)
Abstract (Swedish)
As a result of a scandal during the fall of 2017, where a famous producer was accused of having committed sex crimes, women who had been sexually harassed were asked to use #metoo in social medias with the purpose of highlighting the widespread occurrence of sexual harassment. The campaign grew into a modern popular movement, which in Sweden evolved into an appeal against sexual harassment at work, with testimonies from tens of thousands of women who demanded real change. By using a legal dogmatic method, this essay investigates the Swedish legal system of sexual harassment in the workplace and critically analyzes the result from a feminist perspective, based on Catharine A. MacKinnon's research on sexual harassment and the need for a... (More)
As a result of a scandal during the fall of 2017, where a famous producer was accused of having committed sex crimes, women who had been sexually harassed were asked to use #metoo in social medias with the purpose of highlighting the widespread occurrence of sexual harassment. The campaign grew into a modern popular movement, which in Sweden evolved into an appeal against sexual harassment at work, with testimonies from tens of thousands of women who demanded real change. By using a legal dogmatic method, this essay investigates the Swedish legal system of sexual harassment in the workplace and critically analyzes the result from a feminist perspective, based on Catharine A. MacKinnon's research on sexual harassment and the need for a feminist legal theory. The purpose is to illustrate the need of understanding power structures between genders to achieve effectiveness in the legislation.

The legal investigation shows that the employer is given an extensive responsibility for dealing with sexual harassment at work, and that strict sanctions are supposed to follow in case of delinquencies. Despite this, #metoo suggests that sexual harassment occurs to a great extent, which makes it possible to question the actual effectiveness of the employer’s legal responsibilities. The design of the regulation partly indicates an awareness of power structures between genders, but in some regards the legislation is still shaped by patriarchal assumptions. An example can be found in the legal structure of the term sexual harassment, which requires the victim to inform the harassing person on how the behavior is perceived. This can be criticized from a feminist perspective, partly for being a poorly designed division of responsibility and partly for obscuring how power structures can aggravate women’s tendency to report the occurrence of sexual harassment to their employers.

With the concept of vertical stratification, MacKinnon describes women's lower positions in male dominant professions. In the analysis, this is used to point out that legislation which equate women legally with men does not automatically equate women socially. Instead, it can be argued that such legislation has not succeeded until it fully recognizes social power structures and sexuality as inequality.

Given that the majority of employers are men, I ask myself whether the legal responsibility is properly distributed. If sexual harassment aims to maintain male dominance, it is also natural that male employers are reluctant to counteract it. Still, considering the major impact employers have on the workplace environment, I believe that the question for now is to be answered yes, while I am expecting that employers as well as the legislator will learn from #metoo. (Less)
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author
Rosenkvist, Linnea LU
supervisor
organization
course
LAGF03 20172
year
type
M2 - Bachelor Degree
subject
keywords
Arbetsrätt
language
Swedish
id
8930530
date added to LUP
2018-02-06 14:25:25
date last changed
2018-02-06 14:25:25
@misc{8930530,
  abstract     = {As a result of a scandal during the fall of 2017, where a famous producer was accused of having committed sex crimes, women who had been sexually harassed were asked to use #metoo in social medias with the purpose of highlighting the widespread occurrence of sexual harassment. The campaign grew into a modern popular movement, which in Sweden evolved into an appeal against sexual harassment at work, with testimonies from tens of thousands of women who demanded real change. By using a legal dogmatic method, this essay investigates the Swedish legal system of sexual harassment in the workplace and critically analyzes the result from a feminist perspective, based on Catharine A. MacKinnon's research on sexual harassment and the need for a feminist legal theory. The purpose is to illustrate the need of understanding power structures between genders to achieve effectiveness in the legislation.

The legal investigation shows that the employer is given an extensive responsibility for dealing with sexual harassment at work, and that strict sanctions are supposed to follow in case of delinquencies. Despite this, #metoo suggests that sexual harassment occurs to a great extent, which makes it possible to question the actual effectiveness of the employer’s legal responsibilities. The design of the regulation partly indicates an awareness of power structures between genders, but in some regards the legislation is still shaped by patriarchal assumptions. An example can be found in the legal structure of the term sexual harassment, which requires the victim to inform the harassing person on how the behavior is perceived. This can be criticized from a feminist perspective, partly for being a poorly designed division of responsibility and partly for obscuring how power structures can aggravate women’s tendency to report the occurrence of sexual harassment to their employers.

With the concept of vertical stratification, MacKinnon describes women's lower positions in male dominant professions. In the analysis, this is used to point out that legislation which equate women legally with men does not automatically equate women socially. Instead, it can be argued that such legislation has not succeeded until it fully recognizes social power structures and sexuality as inequality. 

Given that the majority of employers are men, I ask myself whether the legal responsibility is properly distributed. If sexual harassment aims to maintain male dominance, it is also natural that male employers are reluctant to counteract it. Still, considering the major impact employers have on the workplace environment, I believe that the question for now is to be answered yes, while I am expecting that employers as well as the legislator will learn from #metoo.},
  author       = {Rosenkvist, Linnea},
  keyword      = {Arbetsrätt},
  language     = {swe},
  note         = {Student Paper},
  title        = {Stort ansvar, liten vilja? - En feministisk analys av arbetsgivarens ansvar vid fall av sexuella trakasserier},
  year         = {2017},
}