In Australia and internationally, women continue to be underrepresented in male-dominated trade occupations. A notable barrier is the apprenticeship system, which requires women to overcome obstacles in employment and training. Government and industry stakeholders have encouraged women’s apprenticeships in male-dominated trades through the development of Group Training Organisations’ (GTOs) that operate as intermediaries between apprentices and employers. Extending Acker’s model of workplace inequality regimes, we argue that inequality regimes operate between organisations at an industry-wide level. We ask ‘Do GTOs operate to produce and reproduce workplace and industry-wide inequality regimes? Or can they facilitate improved gender diversity in male-dominated trades?’ Drawing on a recent study of regional tradeswomen’s employment, we find that although GTOs have an important role in facilitating gender diversity, they have inconsistent results in challenging existing inequality regimes. There is a risk that they may become a vector of transmission for workplace inequality regimes to the broader industry.

This is an edited version of the 2015 Fay Gale Lecture soon after the author’s retirement as Director of the University of South Australia’s Centre for Work + Life. It begins with the author’s personal work reminiscences as a touchstone for reflecting on continuity and change in women’s working lives. A first job in sheep-shearing sheds illustrates the insecurity and hard physical and emotional labour associated with manual work. Despite strides in Australian women’s qualification levels, discrimination is being ‘refreshed and remade’. Examples include recent Australian reversals in paid parental leave policy and the role of sexual harassment in patrolling work boundaries. The institutional basis of unequal pay and inflexible work/family time allocation is demonstrated in the Productivity Commission’s 2015 Workplace Relations agenda. This recommends reduced Sunday penalty rates that will disproportionately affect feminised, low-paid retail and hospitality work and rejects any strengthening of parents’ statutory right to request flexible work arrangements. Three remedies are proposed – creative approaches to research, campaigning and political action.

This article discusses sexual harassment in the east African cut-flower and horticultural industry, based on research on 62 farms in Ethiopia, Kenya, Tanzania and Uganda. It argues that sexual harassment is fostered both by coercive labour conditions within global value chains and by existing hierarchical gender relations. The research finds that harassment is widespread, that many lack a vocabulary to describe or discuss this, and that female casual and temporary workers are most likely to be targeted. Action research coupled with organisation of workers, however, has been effective in giving ‘voice’ to those suffering harassment: this is a first step in a feminist labour mobilisation and policy formulation. Procedures against sexual harassment are beginning to be formulated: a key concern is implementation. Addressing sexual harassment is central in ensuring the security of working people, particularly the most marginalised.

Ethical decision making has long been recognized as critical for industrial-organizational (I-O) psychologists in the variety of roles they fill in education, research, and practice. Decisions with ethical implications are not always readily apparent and often require consideration of competing concerns. The American Psychological Association (APA) Ethical Principles of Psychologists and Code of Conduct are the principles and standards to which all Society for Industrial and Organizational Psychology (SIOP) members are held accountable, and these principles serve to aid in decision making. To this end, the primary focus of this article is the presentation and application of an integrative ethical decision-making framework rooted in and inspired by empirical, philosophical, and practical considerations of professional ethics. The purpose of this framework is to provide a generalizable model that can be used to identify, evaluate, resolve, and engage in discourse about topics involving ethical issues. To demonstrate the efficacy of this general framework to contexts germane to I-O psychologists, we subsequently present and apply this framework to five scenarios, each involving an ethical situation relevant to academia, practice, or graduate education in I-O psychology. With this article, we hope to stimulate the refinement of this ethical decision-making model, illustrate its application in our profession, and, most importantly, advance conversations about ethical decision making in I-O psychology.

The Kenyan flower industry is one of the largest in the world and it is estimated to contribute around one per cent to Kenya’s gross domestic product (GDP).1 According to the Kenya Flower Council (KFC), Kenya exports about 70 per cent of its cut flowers for sale on the European market.2 Women constitute around 65 to 75 per cent of the workforce in the Kenyan flower industry, performing unskilled and poorly paid jobs.3 Female floriculture workers in Kenya experience high rates of sexual harassment (SH) and other forms of workplace violence.4 SH is deeply rooted in power imbalances between the parties involved, which can impact on the ability of the victim to resist or expressly indicate that the conduct is unwelcome. Such power imbalance can threaten victims into silence, resulting in incidences going unreported.5 According to a study on gender, rights and participation in the cut flower industry in Kenya, SH is particularly prevalent among women who are supervised by male managers.6 It was found that the persistence of SH is related to the hierarchical employment structure of floriculture companies, coupled with the lack of female managerial staff, both of which also prevented women from reporting incidences of SH.

The Indian Supreme Court has long enjoyed an almost mythic reputation for progressive and creative jurisprudence, but a series of recent scandals is beginning to erode this well-settled authority. One of the most troubling of these incidents has been an allegation of sexual harassment and intimidation by a Court staffer against then sitting Chief Justice of India (CJI) Ranjan Gogoi. This article draws on media analysis and ethnographic research conducted in the immediate aftermath of the “CJI Scandal” to explore what it means for judges and judging in contemporary India. I argue that the justices’ response to the allegations are part of a broader shift in Indian judging. Far from being the product of an institution imbued with mythic qualities, judging in India is increasingly coming to represent an example of mythos, or “an assertive discourse of power and authority … something to be believed and obeyed.”

Seafaring, as a traditionally male-dominated industry, continues to have very few female seafarers, with approximately 2% globally being women. This paper draws on the findings of a study that considered both the experiences of women seafarers working in the UK shipping industry and the views of key industry stakeholder representatives, and asks what must be done to improve those experiences? Responses across the industry suggest that all women seafarers will experience some form of harassment during their careers, which has significant implications for their occupational health, safety and wellbeing. These experiences reflect failures of leadership in developing and promoting a safe and inclusive onboard culture. This paper calls for fundamental change within the industry, including improvements in training and leadership to reflect modern seafaring and diversity on board. It also calls for relevant policy and strategic changes to be based on the views of seafarers and their representatives. It concludes that improving the experiences of women on board will improve the occupational health, safety and wellbeing of all seafarers, regardless of gender or any other characteristic or classification.

A central function of democratic institutions is to protect vulnerable populations. The stability and success of these institutions depends, in part, on popular support. Times of crisis can introduce novel dynamics that alter popular support for protective institutions, particularly among those who do not benefit from those protections. We explore this possibility in the context of Title IX's gender equality requirements and infrastructure to address sexual harassment in college sports. We conduct a large survey of college student-athletes to study their attitudes on these issues in response to the COVID-19 pandemic and concomitant financial challenges affecting college sports. We find that male student-athletes and those with sexist attitudes exhibit alarmingly low levels of support for ensuring the maintenance of equality and sexual harassment policy under Title IX during the COVID-19 crisis and eventual recovery. The results accentuate the vulnerability of certain populations during crises and the importance of maintaining strong institutional policy support during such times.

The links between sexual harassment victimization and aspects of psychopathology are well-established in adolescent research, but whether sexual harassment victimization undermines positive aspects of psychological health and the moderating role of relational support in the link between sexual harassment victimization and psychological ill-health remains unknown. Using a cross-lagged model, we examined (a) the bidirectional and longitudinal links between sexual harassment victimization and adolescent psychological health (emotional problems and well-being) and (b) the moderating role of relational support from parents, teachers, and peers (best friends and classmates) in the link between sexual harassment victimization and adolescent psychological health. We used two waves of self-reported data (separated by 1 year) from 676 Swedish adolescents (50% female; mean age = 13.85 years at the point of first data collection). Controlling for the effects of gender and subjective socioeconomic status, the cross-lagged model revealed that sexual harassment predicted emotional problems positively and well-being negatively. Moreover, well-being predicted sexual harassment negatively. Relational support from classmates moderated the link in the direction from sexual harassment victimization to emotional problems. Relational support did not moderate the link to well-being. The findings provide new and important insights into the role of sexual harassment victimization in adolescent psychological adjustment and potential approaches to intervention.