First Advisor

Larry Martinez

Date of Award


Document Type


Degree Name

Bachelor of Science (B.S.) in Psychology and University Honors






Sexual harassment, Gender identity, Sex role, Masculinity, Femininity




Sexual harassment is an ever-important topic to organizations, but there is currently a gap in the literature regarding career outcomes for women who report sexual harassment. Past research has discovered that masculine women get harassed more than feminine women and that masculine women have a better chance at career advancement opportunities than feminine women, but there has yet to be any focus on how the gender personality of a sexual harassment survivor relates to organizational success after a sexual harassment report. This study aims to help address this gap by drawing from the stereotype content model (Cuddy, Glick & Fiske, 2002) and experimentally evaluating the impact of gender personality on career advancement perceptions among hypothetical sexual harassment survivors. A sample of supervisors were asked to read an employee file and then scored the employee based on perceived promotability, hireability, and raise-worthiness. Findings show that women who report harassment receive lower scores of perceived promotability, hireability, and raise-worthiness than women who don’t report harassment, and that women described with more traditionally feminine (compared to masculine or neutral) personalities are protected from these effects because they are perceived as being particularly warm.

Keywords: sexual harassment, gender harassment, career advancement, gender-personality


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