The House subcommittee's report concluded that sexual harassment was an "extremely serious matter" and a widespread working condition throughout the Federal government that would not be tolerated. The subcommittee made twenty-one recommendations to federal agencies, state and local governments, organized labor, and the private sector, encouraging policies, training, and grievance procedures to address sexual harassment. The report included an extensive bibliography on sexual harassment, including works of the Alliance Against Sexual Coercion, Working Women's Institute, Lin Farley, Catharine MacKinnon, Adrienne Rich and other feminists, illustrating the impact feminist activism had had on changing government policies. The Subcommittee on Investigations, commencing on July 27, , initiated an investigation into sexual harassment in the Federal government.
Heelan v. Johns-Manville Corp., 451 F. Supp. 1382 (D. Colo. 1978)
Heelan v. Johns-Manville Corp., F. Supp. (D. Colo. ) :: Justia
Sex Roles. Data from a large survey of federal employees is utilized to compare three broad competing perspectives that suggest effects on sexual harassment within organizations. Three different viewpoints stress power differentials, minority status, and diffuse master status characteristics. Results of the study indicate that intraorganizational theories emphasizing either power inequalities or work group compositional heterogeneities are unable to account for the reported sexual harassment without considering diffuse master status characteristics developed and maintained outside the organization. Unable to display preview.
Sexual harassment: Organizational context and diffuse status
Mary K. Shaffer, Denver, Colo. She claims that her refusal to have sexual relations with her supervisor, Joseph Consigli, resulted in her employment termination. Defendant contends that plaintiff was terminated for insubordination, lack of application, and general inability to perform at the level required of her position.