Shades of gray : shedding light on old struggles and new opportunities

Abstract

This thesis examines sexual harassment policy and diversity management initiatives at four post-secondary institutions in Nova Scotia. This examination is set in the context of challenges faced by Sexual Harassment Advisors participating in this study, issues raised in the literature, and in terms of prevalent views on sexual harassment espoused by faculty, staff and students. Four distinct areas of focus emerged from this study: development of sexual harassment in the law and federal policy, development of institutional policies, politics of due process in sexual harassment policy and procedure, and the movement to diversity management initiatives. My examination of these issues reveals that sexual harassment policies must be revised and reconsidered based on input from all groups within the academic institution. This process would eliminate the present barriers to conflict resolution and allow for the voices of all parties to be recognized, reflecting a philosophy of diversity. This examination also reveals that emerging diversity management strategies have the potential to mitigate barriers to eradicating sexual harassment in that inclusiveness offers a commonality in the experience of difference, not a denial of difference. However, diversity management strategies also have the potential to divide groups competing for limited resources, reducing the gains made by those who have advocated and educated around issues of sexual harassment.