Sleeping to the top? Long-term career outcomes for women after quid pro quo sexual harassment

• In Event: 30860 - Section on Aging and the Life Course Roundtables
  In Refereed Roundtable (90 minute): Table 7. Employment, Retirement, and Aging

Abstract

Women in positions of power are frequently accused of “sleeping their way to the top.” This suggests that women attain success not by their own merit, but by their engagement in sexual quid pro quo agreements. These attitudes overlook the pervasive role of sexual harassment in, and negative outcomes associated with, quid pro quo. There is a need for further investigation of quid pro quo (QPQ) sexual harassment and how it affects later-career outcomes for women. Using data from a longitudinal study started in 1966, our paper investigates the relationship between early-career QPQ harassment and later-career outcomes in employment status and career prestige for women. We created logistic regression, linear regression, and multinomial models. In our preliminary findings, we found that women with more prestigious careers are more likely to experience QPQ harassment. We did not find any relationships between QPQ harassment and short-term career outcomes, but we did find impacts on long-term outcomes. Nearing the end of their careers (when they’re in their early sixties), QPQ victims are more likely to be working full-time rather than part-time. We also have almost significant findings (p=.062) that they are more likely to be full-time employees rather than retired. Additionally, we almost see (at p=.056) that QPQ harassment has a negative moderating effect on the relationship between early career prestige and end of career prestige. To increase accuracy, subsequent models will employ multiple imputation and will include additional control variables. In summary, we are beginning to see preliminary that women with more prestigious careers are more likely to experience QPQ harassment, which may negatively impact their prestige trajectory over time and keep them in full-time employment as they age.

Authors

• Lacey Paulsen, Brigham Young University

• Erika Olson, Brigham Young University-Provo

• Daisy Davis, Brigham Young University

• Lance D. Erickson, Brigham Young University-Provo