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• W9836744 abstract "Part I of this article briefly examines some of drawbacks and inconsistencies of Title VII harassment jurisprudence and shows that Title VII does not provide an adequate framework for understanding many common forms of workplace harassment. Title VII is unquestionably a critical means of fighting against workplace discrimination; however, by emphasizing discrimination at expense of dignity, Title VII workplace harassment paradigm provides an incomplete understanding of wrongs of workplace harassment.Part II of this article asserts importance of an approach to harassment that distinguishes between nature of of workplace harassment (a dignitary harm) and context in which occurs (a context of discrimination against women). A pluralistic understanding of workplace harassment permits provision of legal remedies for workers of any sex or orientation who suffer from abusive treatment (whether or nonsexual in nature), while still recognizing that workplace harassment occurs in patterned ways and has historically operated to exclude women, in particular, from equal access to social, political, and economic power. While Title VII highlights discriminatory -- and often sexist -- motives and patterns in many cases of workplace harassment, harassment is not a matter of concern only when sexual. Further, claim that workplace harassment is a group harm that only affects women is too simplistic. First, as Vicki Schultz has eloquently argued, not all discriminatory workplace harassment of women is sexual in nature. Second, men as well as women can be subjected to harassment and abusive treatment at work. A pluralistic understanding of workplace harassment must reflect these insights.Part III of this article contends that common-law tort causes of action provide a promising way to address dignitary element of classic cases of harassment, those involving male harassers and female victims. Twenty years ago, feminist scholars such as MacKinnon considered -- and rejected -- this approach. Dismissing a tort approach in this manner, while understandable in 1979, now does a disservice to women and other harassment victims. Moving beyond classic cases of harassment, Part III of this article also argues that common-law tort causes of action contain germ of a more general right to be free of severe dignitary in workplace and that changing social meaning of work should be deemed to create special duties for employers in protecting all workers from workplace harassment, and nonsexual.Part IV defends this approach against several possible objections. These objections include group harm objection, the rigid courts objection, liability and preemption objection, and civility code objection.Finally, Part V demonstrates why a pluralistic understanding of workplace harassment would benefit all workers while strengthening feminist efforts to protect women from workplace discrimination. A pluralistic approach to workplace harassment -- one that combines use of Title VII, where appropriate, with tort causes of action -- has three important benefits. First, such a pluralistic approach allows for legal remedies for many workers who experience severe harassment on job, but who would be hard-pressed to assert that their harassment was of sex, as required by even most expansive reading of Title VII. Second, a pluralistic approach keeps primary focus of Title VII where it should be: on addressing problem of widespread workplace discrimination against members of less powerful groups, such as racial, ethnic, and religious minorities, and, of course, women. Third, grounding understanding of harassment of women in a notion of dignitary as well as in a discrimination paradigm makes a critical political and philosophical point: The workplace harassment of women is wrong not because women are women, but because women are human beings and share with all other human beings right to be treated in workplace with respect and concern." @default.
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• W9836744 title "Dignity and Discrimination: Toward A Pluralistic Understanding of Workplace Harassment" @default.
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