Cultivating a Culture of Safety in the Hospitality Industry : The Interplay of Employee Training, Awareness, and Sexual Harassment Mitigation

Sexual harassment is prevalent in the hospitality industry with studies indicating that hospitality employees experience sexual harassment significantly more than employees in other industries. Studies also reveal that customers are generally the main perpetrators [1].
 Like the Western world, tourism in the South Pacific has seen significant growth and is now the largest and fastest growing sector in the region [2]. However, despite tourism being the key economic driver for many Pacific Island countries, the prevalence of sexual harassment in this location is unknown. This study was conducted in the Cook Islands and investigated the sexual harassment experiences of hospitality employees, by customers. A qualitative approach was adopted involving in-depth interviews with 32 participants from across the industry. The study revealed a significant lack of awareness of sexual harassment and, given the lack of research attention in this region, it is anticipated that this problem is prevalent across the Pacific.
 Consistent with previous studies [3], alcohol was considered to have the greatest influence on customer behaviour. Supporting Hayner’s [4] ‘moral holiday’ perspective, employees were of the view that visitors behaved inappropriately simply because they were away from home and had a sense of anonymity. A key outcome of the study were the new themes that emerged on ‘cause’, which were unique to the study and its location. The commodification of Cook Islands culture, in particular, the sexualisation of traditional dance and costumes, was perceived to reduce the sexual inhibitions of visitors. A lack of awareness around cultural norms, the hospitable nature of Cook Islanders and titillating marketing messages were also perceived to inadvertently influence visitor behaviour.
 The ramifications of sexual harassment are serious and cannot be ignored by hospitality employers and managers. The study found that employees experienced a decline in their work performance, productivity, and overall job satisfaction. These outcomes are detrimental not only to individuals, but also to organisations, as they can increase costs and impact the bottom line [5]. Of particular concern, the study found that employees were leaving the industry because of sexual harassment. In light of the current labour market pressures in the Cook Islands tourism industry [6], the implications of this are grave. The research identifies a vital need for education and training with a focus on sexual harassment awareness, cultural awareness, body language and socials skills. The implementation of workplace policies and procedures on sexual harassment is also recommended. Implementing practical strategies at an operational level may also be beneficial for managers and owners. Bystander intervention is an effective approach and involves removing the harassed employee and replacing them with a colleague, before the situation escalates. Implementing host responsibility programmes to educate employees on the responsible sale and supply of alcohol is also recommended. Paramount to addressing the issue of sexual harassment, however, is a clear and visible commitment from management. Employers have an ethical responsibility to create a safe working environment for their employees. Our people are our greatest tourism asset. We need to protect them to ensure a sustainable tourism industry, both in the Pacific and elsewhere.
 Corresponding author
 Lisa Sadaraka can be contacted at lisa.sadaraka@aut.ac.nz
 References
 (1) Gettman, H. J.; Gelfand, M. J. When the Customer Shouldn’t be King: Antecedents and Consequences of Sexual Harassment by Clients and Customers. Journal of Applied Psychology 2007, 92(3), 757–770. https://doi.org/10.1037/0021-9010.92.3.757
 (2) The World Bank. Tourism, 2016. http://pubdocs.worldbank.org/en/95491462763645997/WB-PP-Tourism.pdf (accessed Jun 7, 2018).
 (3) Yagil, D. When the Customer is Wrong: A Review of Research on Aggression and Sexual Harassment in Service Encounters. Aggression and Violent Behavior 2008, 13(2), 141–152. https://doi.org/10.1016/j.avb.2008.03.002
 (4) Hayner, N. S. Hotel Life and Personality. American Journal of Sociology 1928, 33(5), 784–795.
 (5) Ineson, E. M.; Yap, M. H. T.; Whiting, G. Sexual Discrimination and Harassment in the Hospitality Industry. International Journal of Hospitality Management 2013, 35, 1–9. https://doi.org/10.1016/j.ijhm.2013.04.012
 (6) Sugden, C.; Bosworth, M.; Chung, M.; Tuara, A. Cook Islands 2008 Social and Economic Report: Equity in Development, 2008. https://www.adb.org/sites/default/files/publication/29732/cook-islands-economic-report-2008.pdf (accessed Jun 7, 2018).

"Making Physical and Virtual Sexual Harassment Illegitimate: The US #MeToo Movement and the Israeli Prevention Act"

Most Korean organizations and companies have tried to solve the sexual harassment problem through compulsory sexual harassment prevention education and formal grievance handling procedures. Nevertheless, many women still say they have been sexually harassed at work. Moreover, secondary victimization of sexual harassment in the workplace has been reported constantly. After the damage, sexual harassment victims at work experience negative experiences such as mental health problems such as depression, anxiety, low self-esteem, guilt, suicidal thoughts, and overall stress. This affects not only individual problems but also organizations. The strategies to prevent secondary victimization of sexual harassment in the workplace are as follows. First, laws, policies and agencies related to secondary victimization of sexual harassment in the workplace should be unified. Second, the victim and supporters must be actively protected. Third, it is necessary to train a dedicated supervisor with expertise in handling sexual harassment and gender discrimination cases in the workplace. Fourth, Specific guidelines for secondary victimization of sexual harassment in the workplace should be prepared. Fifth, a gender equality in the workplace culture should be created.

'Naming, Blaming, Shaming and Amending' - What Can We Learn From The Israeli Prevention of Sexual Harassment Act, Within Physical and Virtual Spheres

Medicolegal Sidebar: Avoiding Gender-based Inequities During Orthopaedic Training.

Sexual harassment remains a persistent and pervasive issue in Nigerian higher institutions, yet incidents often go unreported due to fear, stigma, and distrust in existing reporting mechanisms. This study investigates the feasibility and effectiveness of introducing a digital anonymous feedback system for students as a proactive measure to curb sexual harassment on university campuses. The aim is to provide students with a safe and confidential platform to report incidents of harassment, thereby empowering them to speak out without fear of retaliation. Using a quantitative research approach, a questionnaire was administered to students from selected Nigerian federal universities to gather data on their perceptions of sexual harassment reporting, the potential impact of an anonymous digital feedback system, and recommendations for addressing the issue. Findings reveal significant barriers to traditional reporting systems, including fear of reprisal and lack of trust in institutional responses. However, there is strong support among students for implementing an anonymous digital feedback system, with confidentiality and accessibility cited as key benefits. Based on the findings, it is recommended that Nigerian higher institutions prioritize the introduction of digital anonymous feedback systems, dedicate sections of their websites for lecturer ratings and anonymous reporting, and conduct awareness and training programs on sexual harassment prevention, including claims verification measures. By implementing these strategies, universities can create safer and more inclusive learning environments where students feel empowered to report sexual harassment without fear of reprisal.

In accordance with Article 3 in 「Fundamental Law on Equality between Women and Men」, “sexual harassment” implies an act of causing the other party to feel sexual humiliation or disgust by sexual behavior or sexual demands, etc. and an act of penalizing the other person for not complying with sexual behavior or sexual demands or of expressing one’s intention to give a profit on condition of compliance in relation to one's position or work, etc. by the employee, employer, or worker of a state agency, a local government, or a public organization prescribed by the Presidential Decree, in terms of work, employment, and other relations.
 To prevent sexual abuse, the employer shall set conditions so that employees can work under the safe and peaceful working conditions. The employers of all workplaces with one or more full-time workers must carry out the education on the prevention of sexual harassment in the workplace, which is a statutory compulsory education, more than once a year targeting all employees.
 Despite the legislation of the preventive education in this way, it is the real situation of being difficult to be easily saved in light of social structure given the issue of sexual abuse that occurred in non-regular workers or temporary workers and dispatched workers.
 Especially, a yardstick for judging sexual harassment in the event of a sexual abuse case is not clear, thereby causing confusion in applying this. The punishment for sexual harassment is consistently facing the lukewarm attitude such as disciplinary action or separation from the victim within the organization to which the assailant belongs, not mostly criminal charges, thereby having a problem dubbed not the direct relief for victims through criminal penalty.
 To prevent this sexual harassment, the application of the law should be embodied by unifying a law on sexual harassment, which is stipulated now in 「Gender Equality Law」, 「Act on Equal Employment and Support for Work- Family Reconciliation」, 「National Human Right Committee Act」, and by clarifying the criteria for judging sexual harassment. Also, even with regard to the relief step for sexual harassment, there is a need to ensure the expertise in sexual harassment relief through the centralization rather than the decentralization of the responsible department. There will be a need to develop and expand the Integrated Education Services aiming at boosting the expertise of complaint handling professionals and at preventing sexual abuse.
 And to secure the effectiveness of sexual-harassment prevention education that is legal compulsory education, the execution of the tailored education in line with subjects’ characteristics along with the development in diverse education programs will lead not only to being possibly uprooted the problem of sexual harassment in our society but also to preventing sexual abuse and relieving victims. Thus, it will result in being capable of realizing the national welfare promotion as well as in what these victims lead a life worthy of human dignity.

This research begins with the phenomenon of teenagers who do not understand enough about preventing sexual harassment, so many become victims. Victims of sexual harassment experience negative impacts physically, psychologically, and even affect their social life. Physical impacts can include injuries to parts of the body, tears to the hymen for female victims, and much more. Then on the psychological impact, the victim can feel anger, stress, have the desire to commit suicide, and even be afraid when they meet other people with the same physical characteristics as the perpetrator. For this reason, counselors certainly need appropriate techniques and methods to help students prevent sexual harassment with knowledge through bibliocounseling techniques. Based on the results of the ideas/study of the discussion above relating to the use of biblio-counseling as an effort to prevent sexual harassment in the school environment, the use is able to educate individuals to develop a deeper understanding of themselves, gain new insights, and find solutions to life's challenges through literature. and guidance. Analysis of this research data is presented in groups and individuals in discussion. The research subjects were junior high school students, who needed education about how to prevent sexual harassment.The results of the analysis of this research regarding the prevention of sexual harassment using biblio-counseling techniques show that there is a difference between before and after being given biblio-counseling regarding the prevention of sexual harassment in the school environment. This means that the treatment of biblio-counseling techniques has a positive effect on students who experience a lack of knowledge about sexual harassment. So it can be concluded that providing bibliocounseling technique treatment can increase the prevention of sexual harassment in junior high schools.

Background: Sexual harassment at a workplace is considered a violation of women's right to equality, life, and liberty. In 2013, the number of sexual harassment at the workplace increased rapidly, it is important to know the awareness level among women employees of "Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act 2013". Aim: To study the level of awareness and perception about the implementation and prevention of sexual harassment at the workplace. Methodology: Sixty samples were selected by using Probability Sampling (Simple Random Sampling Method) and tools used for assessment were a semi-structured socio-demographic datasheet and a Self-made questionnaire. Results: More than half of respondents were not knowing the implementation of sexual harassment policy at the workplace and approximately two-thirds of respondents are not aware of the establishment of a women complaint cell in their office. Some respondents have been harassed at the workplace. More than half of the respondents feel sexual harassment at the workplace as being mentally disturbed and a hurdle in the growth of their carrier. Conclusion: Study has evoked the attention towards the importance of awareness of prevention of sexual harassment at the workplace so we can hope to inculcate better and effective implementation of policy and influence organizations to take initiative to spread awareness about prevention of sexual harassment that leads to the safe and healthy working environment for women employees. Keywords: POSH, Awareness level, Sexual Harassment 

The prevention of sexual harassment among students is a major challenge that requires a holistic approach, involving an understanding of power dynamics, social norms, and clear, firm campus policies. Several theories can be used to develop effective strategies in preventing sexual harassment among students. This study aims to explore the relationship between the role of parents and women's clothing choices in the prevention of sexual harassment. The method used in this study is quantitative analysis, involving 52 respondents. Data were collected through questionnaires measuring the variables of parental role, women's clothing, and sexual harassment prevention. This research uses both descriptive and quantitative research types.The results of the descriptive analysis show that the average score for parental role is 35.87, women's clothing is 33.42, and sexual harassment prevention is 35.31. The findings of this study emphasize the importance of the role of parents in educating their children about safe clothing choices and behaviors that help prevent sexual harassment. This research is expected to contribute to efforts in preventing sexual harassment through education and public awareness.

The Current study aims at analysing the effectiveness of sexual harassment policies of IT and Non IT companies in India. The researcher has also made a comparison between IT and Non IT companies on the basis of the effectiveness of their sexual harassment policies. The study is based on both secondary and primary data. Secondary data was collected to study the sexual harassment policies of the companies, and primary data has been used to record the opinions of the employees towards the sexual harassment policies of their organization. The sample size of the study is 200. It was found from the study that there are mainly four factors that could be used to measure the effectiveness of the sexual harassment policies namely content, timing, actions and complaints. It was also found from the study that the sexual harassment policies of IT companies are far better than Non IT companies. Researchers have also suggested a few measures to improve the sexual harassment policies of the companies on the basis of existing sexual harassment policies of the surveyed companies and literature review.The Sexual Harassment Act has been enacted with the objective of providing women protection against sexual harassment at the workplace and for the prevention and redressal of complaints of sexual harassment. Sexual harassment is considered as a violation of the fundamental right of a woman to equality as guaranteed under Articles 14 and 15 of the Constitution of India ("Constitution") and her right to life and to live with dignity as per Article 21 of the Constitution. It has also been considered as a violation of a right to practice or to carry out any occupation, trade or business under Article 19(1) (g) of the Constitution, which includes a right to a safe environment free from harassment.India finally enacted its law on prevention of sexual harassment against female employees at workplace. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("Sexual Harassment Act") has been made effective on April 23, 2013 by way of publication in the Gazette of India.

ObjectivesWorkplace sexual harassment is a prominent issue in Malaysia. Although the subject of sexual harassment has been researched for over two decades, information on how organizations could effectively prevent workplace sexual harassment is limited. The researchers investigated the importance of organizational climate for psychosocial safety of workplace sexual harassment prevention.MethodsPurposive random sampling was utilized to recruit participants in the study. Semi‐structured interviews were then conducted with Malaysian employees (N = 20) from various organizations. The study applied the Grounded Theory Approach (Glaser & Strauss, 1976) to identify the participants' coping strategies in dealing with sexual harassment that occurred at their workplace.ResultsThe interviews revealed that both genders were potential victims or witnesses of workplace sexual harassment. Since many Malaysian organizations do not implement any workplace sexual harassment prevention, most of the victims and witnesses tend to use passive self‐coping approaches. Typically, policy and guidelines implementation would encourage employees to voice their concerns; however, we discovered that participants' motivation to use active coping strategies depended on organizational role rather than the policy and guidelines implementation. Surprisingly, we also found out that participants from zero policy organizations used active coping strategies when the sexual harassment reached intolerable levels.ConclusionOrganizations play a critical role in helping and supporting both victims and witnesses deal with sexual harassment at the workplace. Organizational climate for psychosocial safety is therefore crucial in the primary and secondary prevention of sexual harassment at work.

Sexual harassment is a crucial public health issue among adolescents. In order to develop school health promotion programs, there is a need to involve adolescents themselves paying particular attention to their perceptions, beliefs, attitudes and practices. Therefore, the aim of this study was to explore the adolescents’ perceptions about sexual harassment as well as the ways it could be prevented. Four focus groups were conducted during an online “camp” in autumn 2021, facilitated by members of SHEHAP project research team. Participants were secondary school students from Finland, Greece, Lithuania and Portugal. The qualitative data was analyzed using content analysis. Concerning how participants perceive sexual harassment, the themes that emerged were: physically expressed sexual harassment; verbally expressed sexual harassment; virtually expressed sexual harassment; violation of self-determination. Virtual environment; school environment; public environment; familiar environment, were identified as the places where sexual harassment may occur. Finally, in regard to the participants’ views on the prevention of sexual harassment, the following themes emerged: youth education; adult education aiming teachers and parents; professional, peer and family support; official consequences; health education methods. The findings of the current study can be used for the development of school-based programs aiming to prevent sexual harassment among adolescents.

Sexual harassment in sport has become an active research field within the past decade yet we know relatively little about the characteristics of the harassing coach. How are harassing coaches characterised by their victims, that is, the athletes themselves? Do they demonstrate specific kinds of behaviours? One purpose of this article is to address these types of questions. Another is to assess the usefulness of general classifications of perpetrators of sexual harassment. This is done by examining whether qualitative data from sexually harassed elite female athletes support the various conceptual frameworks for sexual harassment that are presented. Results from interviews with 19 female elite athletes who were sexually harassed by their coaches produced a sport typology that consists of three main types: (1) The Flirting-Charming Coach; (2) The Seductive Coach; and (3) The Authoritarian Coach. These types are discussed in relation to the previous classifications to test the degree of fit. The limitations of monolithic classifications are exposed by this exercise: the data suggest that, rather than being one-type only, sexually harassing coaches select from a repertoire that may include several different harassment scripts. They vary these according to situational conditions. The wider limitation of social science classifications, that their categories are not discrete, also applies here. This need not be a practical limitation, however, if the typologies are used as heuristic devices rather than to determine, for example, specific disciplinary outcomes or treatment regimes. Sexual harassment prevention is often either missing from coach education programmes altogether or subsumed within broader themes such as (gender) equity or diversity management. One of the educational values of typologies is that they focus attention on the range of potential sexually harassing behaviours in ways which might otherwise escape attention. Communication styles, postures, gestures and group management techniques are just some of the elements of coaching that can be improved with an understanding of sexual harassment scripts. It is difficult to assess whether feminisation of the coaching profession would lead to a less harassing environment. But, since this environment is so closely linked to hegemonic masculinity, and what are often described as traditional male values, we hypothesise that a transformation of the coaching culture, and associated re-scripting of coach behaviour, might be easier if more female coaches were involved in sport.

The increasing emphasis on environmental sustainability has significantly reshaped customer expectations and competitive dynamics within the hospitality industry, particularly among star-rated hotels. This study examined the relationship between green practices and customers’ hotel choice decisions in star-rated hotels in Nairobi, Kenya. Guided by the Theory of Planned Behavior, the study adopted a quantitative cross-sectional design and collected primary data from hotel customers using structured questionnaires. Data were analyzed using descriptive statistics, Pearson correlation, and simple linear regression techniques. The findings indicate strong customer agreement that green practices, specifically energy efficiency, waste management, sustainable sourcing, and environmentally friendly technologies, positively influence trust, satisfaction, and preference in hotel selection. Correlation analysis revealed a strong and statistically significant positive relationship between green practices and hotel choice (r = 0.782, p < 0.01). Regression results further showed that green practices significantly predict hotel choice decisions, accounting for 61.2 percent of the variance in customers’ selection behavior (R² = 0.612). Qualitative insights from key informant interviews with hotel managers corroborated the quantitative findings, underscoring sustainability as a decisive factor in attracting and retaining environmentally conscious guests. The study concludes that green practices are a critical determinant of hotel choice within the star-rated hotel segment and recommends their strategic integration and effective communication to enhance competitiveness and customer loyalty in the hospitality sector. Keywords: Green practices, hotel choice, environmental sustainability, star-rated hotels, hospitality industry