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In early 2018, encouraged by the #MeToo movement sweeping the Western media landscape, Korean actor Park Younghee took to Facebook to write of her experiences of sexual harassment at the hands of a prominent theatre director and academic in the 1990s. While Younghee didn’t publicly name her abuser, it was not long before the social media machine identified Oh Tae Suk as the man she alluded to, and his world-renowned Geukdan Mokwha as the site of her abuse. Days later, prolific theatre director Kim Soo-hee made allegations of violence and sexual abuse against Lee Yoon-taek, the artistic director of the juggernaut theatre company Yeonhuidan Georipae, setting off a firestorm in the South Korean Media that has yet to die down. In South Korea, public performances of grief, allyship, and holding the government to account are hallmarks of democratic transformation. In this article, Park Younghee tells parts of her story to longtime collaborator Jeremy Neideck, and they attempt to weave a coherent narrative out of their yearlong discussion about the social, cultural, and political histories of Korea. This article seeks to illuminate, but not necessarily explain, the environments in which men like Lee Youn-taek and Oh Tae Suk were able to perpetrate abuse.

Gender inequality is universally understood to be a continued problem in the music industry. This volume presents research that uses an industry-based approach to examine why this gender imbalance has proven so hard to shift, and explores strategies that are being adopted to try and bring about meaningful change in terms of women and gender diverse people establishing ongoing careers in music. The book focuses on three key areas: music education; case studies that explore practices in the music industry; and activist spaces. Sitting at the intersection between musical production, the creative industries and gender politics, this volume brings together research that considers the gender politics of the music industry itself. It takes a global approach to these issues, and incorporates a range of genres and theoretical approaches. At a time when more attention than ever is being paid to gender and music, this volume presents cutting edge research that contributes to current debates and offers insights into possible solutions for the future.

Des acteurs du milieu de la danse brisent le silence sur les abus de pouvoir, le harcèlement psychologique et les agressions sexuelles vécus. Deux ans après #moiaussi, une quinzaine d’entre eux tentent de faire éclater l’omerta qui plombe cet environnement jugé toxique.

Abus psychologiques, physiques, sexuels: après les milieux du cinéma et de l’humour, on réalise que celui de la danse comporte son lot de scandales.

An American comedian and actor who admitted to sexual misconduct will take the stage at a Winnipeg comedy club next week but not everyone is lining up for tickets.

Since 2017, increased sexual harassment incidents have been reported in Hollywood; yet, little guidance has been offered on how organizations, which are informally governed by their network members, can effectively reduce sexual harassment. Building upon the theory of network governance, this paper suggests social mechanisms, which are used to coordinate and safeguard exchanges between Hollywood organizations, are more effective at reducing incidents of workplace sexual harassment than traditional strategies. These social mechanisms direct change to the macroculture through collective sanctions that damage the perpetrators reputation and restrict access to network opportunities. In essence, perpetrators become toxic assets that Hollywood avoids and this avoidance is similar to economic sanctions that can deter sexual harassment.

This article explores what it means to apologize for misconduct in the #MeToo era through three examples from the Canadian theatre industry: a private apology (Randolph College for the Performing Arts), a public apology (Citadel Theatre), and an absent apology (Soulpepper Theatre). Understanding a public apology as a performative utterance meant to restore a community’s trust, this article suggests the importance of examining the paratexts generated by and around it that help it achieve its function. From policy revisions, to media interviews, to public forums, these materials and events are crucial in the meaning-making process in which a #MeToo apology is engaged, especially when the theatre community’s access to the apology itself is limited. The article concludes by situating its case studies in relation to issues of misconduct in theatre education and training institutions.

The article is based on 20 in-depth interviews with women professionals conducted for a more comprehensive study focusing on gender roles within the film and television industry in Turkey. This study examines the career possibilities for women, the experience of being a woman working in television and cinema, and the working environment, including work-life balance issues, experiences of discrimination and experiences of sexism. The hypothesis of this study is that film industry is male-dominated, and women have to struggle to be able to prove themselves in this industry in the 21st century in Turkey, where the position of women is made even more difficult by the gender role codes and the structure of Turkish society.

Le regroupement « Pour les prochaines » souhaite en finir avec la culture du viol en humour, mais c'est pas gagné.

Des humoristes de la relève affirment que le milieu de l’humour reste gangréné par la culture du viol, même deux ans après le mouvement mondial #moiaussi. En mettant sur pied Pour les prochaines, les jeunes femmes souhaitent « éradiquer » les inconduites sexuelles de l’industrie, et tendent la main aux acteurs importants du monde comique afin qu’ils s’allient pour poser des actions concrètes.

Is it appropriate to honor artists who have created great works but who have also acted immorally? In this article, after arguing that honoring involves identifying a person as someone we ought to admire, we present three moral reasons against honoring immoral artists. First, we argue that honoring can serve to condone their behavior, through the mediums of emotional prioritization and exemplar identification. Second, we argue that honoring immoral artists can generate undue epistemic credibility for the artists, which can lead to an indirect form of testimonial injustice for the artists’ victims. Third, we argue, building on the first two reasons, that honoring immoral artists can also serve to silence their victims. We end by considering how we might respond to these reasons.

Cette session d’information au sujet de milieux de travail respectueux explore les raisons derrière l’augmentation du nombre de problèmes de comportement en milieu de travail, de son impact, ainsi que de l'importance de définir les attentes en matière de comportement afin d'aider les employeurs et les organismes à gérer, contrôler et prévenir les comportements pouvant constituer du harcèlement (harcèlement sexuel, discrimination, intimidation et violence ).

Cross-disciplinary research has highlighted the persistence of gender inequalities across music scenes. However, the way in which cultural policy shapes responses to gender inequalities in music has been relatively underexplored. This article draws on research from Swedish and UK contexts, supporting analysis with reference to 9 key-stakeholder interviews from both. Comparing perspectives from ‘more’ and ‘less’ gender-equal contexts, with sufficiently different cultural policy traditions, the article explores how responses to gender inequalities in music are influenced by ‘cultural democratic’ and ‘arm’s length’ approaches. It demonstrates that, as a result of these traditions, there is a comparatively more interventionist approach in Sweden at a national level, whereas the lack of central government response in the UK has encouraged more market-oriented solutions. It suggests that this ‘arm’s length’ approach necessitates different grassroots organisational strategies in order to affect change but notes that these, alongside austerity agendas, are insufficient in the long term.

Une ressource de formation pour les employeurs et les conseils d’administration produite par Williams HR Consulting. Cette ressource de formation en gestion d’une durée de 30 minutes expliquera comment répondre aux allégations de harcèlement et sera accompagnée d’un questionnaire afin d’évaluer le degré de rétention.