Contrast and Rater-Perspective Effects on Judgments of Sexual Harassment Severity: What He Thinks She Thinks, and Vice Versa

Abstract

We looked at whether ratings biases can influence judgments people make about sexually harassing behaviors. Online participants (N = 176) read and rated the severity of complaint scenarios describing different incidents of alleged harassment. We manipulated: (1) contrast effects, by having people judge other, independent scenarios before judging a target scenario, and (2) rater-perspective effects, by having people judge from both a self- and then an opposite-gender perspective. For the former, we hypothesized that if judgments about harassment are qualitatively similar to judgments made in other areas (e.g., performance appraisal), they too should show contrast effects. For the latter, we hypothesized people would use stereotypes about the other gender, thereby overestimating the true (i.e., self-perspective driven) gender difference. Results supported both hypotheses, suggesting that decision makers should be aware of the possible influence of biases when judging whether behaviors constitute harassment.

Appendix

Scenario Descriptions, Survey Items and Anchors

Ambiguous Scenario: Mr. Wilson and I both work on the line installing engines into the new trucks and mini-vans. In February of this year, Mr. Wilson asked if I would go to dinner with him after work. I politely refused. However, since then, Mr. Wilson has asked me out to dinner, or a movie, at least three other times, even though I keep telling him I am not interested. I have always been polite, but it seems like Mr. Wilson is still hoping I’ll change my mind.

Also, on more than one occasion, Mr. Wilson has touched me in a way that I felt was not professional. Once, when our unit exceeded quota for the week, Mr. Wilson gave me a “congratulatory” hug. I was not expecting this, and it made me feel awkward. Mr. Wilson also sometimes touches my shoulder when we’re talking—I can’t tell whether he’s intentionally doing this or not, but it makes me feel uncomfortable.

Finally, there have been a few occasions in the cafeteria (the most recent being March 2 of this year) where Mr. Wilson will tell sexually explicit jokes to the group while we are eating lunch. Though some of the employees find these jokes funny, I’m pretty sure Mr. Wilson knows that at least a few of us are offended by these jokes. I’m complaining here in the hopes that something can be done about Mr. Wilson’s behavior, before it affects my work.

Strong Contrast Scenario: I work on the line with Mr. Smith. Our unit installs the doors and trunks for the new trucks and minivans as they roll off the line. We work the same shift, and generally most people in our shift eat lunch together in the cafeteria. In February of this year, on two occasions, Mr. Smith showed me explicit graphic pictures of himself engaged in sexual acts with a prostitute. I told him the first time that I wasn’t interested in either him or his pictures, yet he insisted. Both times, I had to physically leave the cafeteria to avoid his advances.

At 9:00 a.m. on March 10th of this year, Mr. Smith cornered me in the workroom where we punch our time cards. He pressed his face close to mine, and forcefully grabbed my bottom. He demanded that I meet him for sex later that evening. He said if I refused, “work at RV Motors would become very unpleasant.” Fortunately, someone came into the room at that time, and I was able to push him away and leave.

Several times since this incident, Mr. Smith has been verbally abusive to me as we work together on the line. In fact, I’ve recently used two weeks of my vacation time, mainly so I could avoid having to deal with Mr. Smith. I would have complained earlier, but I really don’t want to start any trouble for the company. I’m just interested in keeping my job so I can pay my bills. But, I feel this issue needs to be resolved before something worse happens.

Weak Contrast Scenario: I work on the line with Mr. Smith. Our unit installs the doors and trunks for the new trucks and minivans as they roll of the line. We work the same shift, and generally most people in our shift eat lunch together in the cafeteria. In February of this year, on two occasions, Mr. Smith made sexist comments (once saying that women were unfit to build cars, and once saying that women were too weak to keep up with the men on the line). On both occasions, I told Mr. Smith that I didn’t appreciate his sexist comments.

At 9:00 a.m. on March 10th of this year, I went to the workroom where we punch our time cards. Mr. Smith had hung a picture of a swimsuit model in a bikini on the employee bulletin board. I complained to the floor manager, who then removed the picture.

Several times since this incident, Mr. Smith has given me “dirty looks” as we work together on the line. I would like to get this issue resolved, as I think RV Motors should not tolerate sexual harassment on the line.

Survey Items and Anchors

• (1) How severe or serious do you think the allegations of harassment are in this case? (1 = not at all serious, 7 = very serious)

• (2) In your mind, do the behaviors described in this case constitute “sexual harassment?” (yes or no)

• (3) If Ms. Schneider’s (Ms. Johnson’s) allegations are true, how severely should Mr. Wilson (Mr. Smith) be punished? (1 = no punishment, 7 = severe punishment)

• (4) Companies have been held liable for the actions of their employees. Should Ms. Schneider (Ms. Johnson) receive any compensation from the company because of this event? (1 = absolutely not, 7 = absolutely)

• (5) In your opinion, has Ms. Schneider (Ms. Johnson) been sexually harassed by Mr. Wilson (Mr. Smith)? (1 = I feel Ms. Schneider has not been sexually harassed, 7 = I feel Ms. Schneider has been sexually harassed)

Note: Items 1–4 above were collapsed into a single variable (by averaging across each participant’s responses to these items) and used as our measure of severity throughout the manuscript.