Sexual Harassment Training Research Articles

The Effect of Sexual Harassment Training on Knowledge, Skill, and Attitudes: A Meta-Analysis

Based on our review of the literature, the current study is first meta-analysis investigating the effectiveness of sexual harassment training. The effectiveness of SH training was estimated by eval...

Does Power Distance Influence Perceptions of Sexual Harassment at Work? An Experimental Investigation

The influence of cultural values on perceptions of sexual harassment has often been examined by making comparisons across cultures. As the workplace becomes increasingly diverse, it becomes more important to investigate the effects of individual-level cultural values on workplace behaviors. In the present study, we investigated the influence of differences in power distance value orientation on perceptions of sexual harassment. Participants were primed with a high versus low power distance mindset using priming procedures (Brockner et al. in J Exp Soc Psychol 37:300–315, 2001) and then presented with sexual harassment scenarios (representing either hostile work environment or quid pro quo situations). Participant ratings of perceived severity of sexual harassment within the scenarios were obtained. Findings suggest that individuals primed with high power distance were more tolerant of sexual harassment and perceived these behaviors as less severe, as compared to those who were primed with low power distance. Implications for research and development of future sexual harassment training programs are discussed.

Sexual harassment training: Often necessary but rarely sufficient

Sexual harassment training: Often necessary but rarely sufficient

Incorporating bystander intervention into sexual harassment training

Incorporating bystander intervention into sexual harassment training

Teenage workers need sexual harassment training, #TeensToo

Teenage workers need sexual harassment training, #TeensToo

Workplace civility training: An antidote to traditional sexual harassment training

Workplace civility training: An antidote to traditional sexual harassment training

Evidence-based recommendations for improved design of sexual harassment training

Evidence-based recommendations for improved design of sexual harassment training

Improving sexual harassment training effectiveness with climate interventions

Improving sexual harassment training effectiveness with climate interventions

If we build it, will they come? Lack of incentives as barriers to implementing effective sexual harassment training

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Sexual harassment in the workplace. A practitioner’s reflections on the current reviews in the United Kingdom post #metoo

In autumn 2017 allegations about sexual harassment in the entertainment industry began to be reported in the press. These allegations lead to women in a wide range of industries speaking out about sexual harassment in their workplaces. The #MeToo movement, together with the Everyday Sexism Project, have successfully highlighted the extent to which sexism, sexist comments and sexist behaviours continue to exist in our society today. As a consequence, in 2018 two key reports were published into sexual harassment in the workplace in the UK, and there has been a lot of discussion about whether we should strengthen or change the existing employment laws. This article outlines some of the current debates in the UK with a view to contributing to the debate in Spain. It also offers some reflexions on how preventative sexual harassment training could be tailored and adapted to address the reality of different roles/remits within an organisation

Galimybės keisti klaidingus įsitikinimus dėl seksualinio priekabiavimo Lietuvos studentų imtyje

Sexual harassment is one of the most common gender-based discrimination forms in Lithuania and is experienced at least once in a lifetime by 35% of women from the age of 15. The recently published results of a survey implemented by the Lithuanian Students’ Union (2018) showed that 5 percent of students from different universities and colleges in Lithuania possess experiences that they identify as sexual harassment; however, the majority of them are afraid to report these incidents because of the negative public reaction or because of the potential impact on their academic achievements. An absence of a clear definition and the prevailing misconceptions about sexual harassment, as well as a lack of information about the procedure of reporting sexual harassment, makes sexual harassment an ambiguous problem that became the topic of public discussion but has not been dealt with properly. Various studies show promising results of different sexual harassment prevention activities and makes it possible to assume that such training might be a way of reducing the prevalence of sexual harassment in the academic environment. The aim of this study was to assess the effectiveness of a brief sexual harassment training course in reducing positive attitudes toward sexual harassment and the acceptance of sexual harassment myths, as well as improving the identification of sexual harassment situations, in a sample of Lithuanian students.
 Thirty-two students (28 females and 4 males) took part in this research and attended a brief sexual harassment training that lasted for 1 hour 30 minutes. The participants’ age varied from 19 to 28 years, the average age being 22.9 years (SD = 2.19). A self-reported questionnaire consisted of several scales: the Sexual Harassment Attitude Scale (Cronbach α – 0,86) (Mazer & Percival, 1989) measuring the participants’ positive attitudes toward sexual harassment; the Illinois Sexual Harassment Myth Acceptance Scale (Cronbach α – 0,92) (Lonsway, Cortina, & Magley, 2008); 8 self-report scenarios were created based on Bursik (1992) and consultations with the Office of the Equal Opportunities Ombudsperson to measure the participants’ perceptions of sexual harassment. Additional demographic questions were also included.
 The results revealed significant changes in sexual harassment perception, myth acceptance and attitudes toward sexual harassment before and after the training. Study results showed significantly reduced positive attitudes toward sexual harassment and that the participants were less likely to attribute sexual harassment to being a part of a romantic relationship. Even though the results showed a significantly lower “Normal heterosexuality” subscale in terms of the results on the Sexual Harassment Myth Acceptance Scale, participants were, however, more likely to attribute blame to the victim of sexual harassment after the prevention training. The study results also revealed that after the training, the participants evaluated more sexual harassment scenarios as sexual harassment than before the training.

The direct and indirect effects of organizational tolerance for sexual harassment on the effectiveness of sexual harassment investigation training for HR managers

Using a pretest/post‐test, survey design, we examine whether organizational tolerance for sexual harassment (OTSH) affects HR managers' knowledge and myth‐based attitudes regarding sexual harassment, following training intended to improve HR managers' ability to conduct an internal investigation related to sexual harassment. We also examine the mediating role of motivation to learn in these relationships. Results indicated that OTSH has a direct effect on knowledge about internal investigations, but not on myth‐based sexual harassment attitudes. Furthermore, motivation to learn partially mediates the effect of OTSH on knowledge and fully mediates the effect of OTSH on myth‐based attitudes. This study represents the first empirical investigation of OTSH on sexual harassment training outcomes (e.g., knowledge and attitudes) and the first study to investigate training with a sample of HR managers, who are responsible for investigating and managing sexual harassment claims within organizations. We hope to prompt further research that considers the role of context in sexual harassment training. In addition, as the current study is the first to consider the importance of how harassment investigations are handled, we hope to stimulate additional work in this previously unresearched area.

Sexual harassment training effectiveness: An interdisciplinary review and call for research

SummaryAlthough sexual harassment (SH) training is widespread, has many important consequences for individuals and organizations, and is of demonstrated interest to researchers across a wide range of disciplines, there has never been a comprehensive, interdisciplinary attempt to identify and systematically evaluate relevant research findings. This article addresses that need in the literature. It discusses the legal context of SH training and its relevance to research issues, provides an organizing framework for understanding the primary factors influencing SH training effectiveness, critically reviews empirical research providing evidence of the effectiveness of SH training, and sets forth a research agenda.

Tips and Trends to Start the New Year.

With the New Year comes the opportunity to set goals and advance training and development opportunities for leaders. This article presents five tips and five trends that serve as prognosticators for the coming year, including tips to influence time management and leadership impact and trends, such as sexual harassment training and "soft" skills development, which are now core skills for team success. A shift from hierarchical structures to network- and relationship-centered webs for advanced problem solving is also projected. J Contin Educ Nurs. 2018;49(1):7-9.

Sexual harassment training: explaining differences in Australian and US approaches

Sexual harassment (SH) is an increasingly prominent issue for organisations across the Asia Pacific. However, despite the costs of SH, there has been little consideration of why approaches to SH training vary so widely across countries. We report findings from two national surveys that document the prevalence and characteristics of SH training in Australian and US organisations. Results indicate that training was more prevalent in US organisations. We also examined whether differences in provision and type of training across the two countries was a function of differences in practitioner knowledge about training (a knowing gap) or the ability to use training best practices (a doing gap). There was some evidence of a doing gap reflecting differences in resource availability across the two countries. Findings suggest that practitioners in US organisations have access to more training resources, and are more likely to devote those resources to SH training.

Work as a Masculinity Contest: Measurement, Manifestation, and Management

This symposium presents an integrated set of studies that examine norms and values in organizational cultures of masculinity contest. We examine how what it takes to succeed in male-dominated occupations and roles may appear neutral on the surface yet implicitly engage gender identities so that “real men&x201D; are the ones most likely to thrive. This work is the culmination of a large group effort of scholars led by Jennifer Berdahl and Joan Williams, including sociologists, organizational researchers, psychologists, and diversity practitioners and consultants who have met over two years to theorize and design studies. The first paper discusses the conceptualization of masculinity contest organizational cultures, and presents the development of a measure (Berdahl, Glick, Alonso et al.). The second paper compares masculinity contest cultures in three different male-dominated occupations (Reid, O'Neill & Blair-Loy). The third paper examines male- on-male gender harassment as a masculinity contest (Alonso & Berdahl). The fourth paper presents questions raised by sexual harassment training, and new theory on approaching it, the masculinity contest culture of policing (Rawski & Workman-Stark).

The Effects of Identity Threat Reactions to Sexual Harassment Training on Training Outcomes

Sexual harassment training is a common occurrence in organizations, but an under-researched phenomena. Past research has produced mixed results about the effectiveness of sexual harassment training...

Action-Oriented Responses to Sexual Harassment in Egypt

Action-Oriented Responses to Sexual Harassment in Egypt

Sexual Harassment Training and Reporting in Athletic Training Students

Context: Sexual harassment is a growing concern in higher education. Athletic training students should feel safe in their programs, whether in the didactic or clinical setting. Though the Commission on Accreditation of Athletic Training Education creates standards to keep the students safe, there are none regarding sexual harassment training for athletic training students. Objective: To determine the rate of sexual harassment training in athletic training students, with a secondary purpose of determining, if indeed sexual harassment training occurs, whether it is associated with the college or university or is offered through an outside entity. Design: Survey. Setting: Online. Patients or Other Participants: Eight hundred eighty-five athletic training students (613 females, 272 males). Main Outcome Measure(s): Data were analyzed through SurveyMonkey, and the statistical software R. Frequency counts and percentages were determined. A Fisher exact test was run to determine if there was a relationship between the athletic training student's current knowledge and whether the athletic training student had received harassment training. Results: The study found that more than 50% of male and female athletic training students had not recieved sexual harassment training, whereas 75% of all respondents stated that they knew what resources were available to report issues of sexual harrassment. The odds of a person not knowing what resources were available to report harassment and not having training were 6 times the odds of those who had training and did not know what resources were available. Conclusions: Our study emphasizes the need for sexual harassment training in athletic training programs. Athletic training students need to know what sexual harassment is and who to report it to. Additionally, they should not feel threatened by reporting any instances of harassment.

Perceptions of Legitimacy: The Sex of the Legal Messenger and Reactions to Sexual Harassment Training

Research shows that exposure to sexual harassment policy sometimes activates traditional gender stereotypes. This article examines whether the sex of the legal messenger moderates reactions to the enforcement of sexual harassment laws. We employ a 2 × 2 experimental design in which we measure the effect of a sexual harassment policy intervention on male participants’ gender beliefs. The design varies whether the person communicating the policy information is male or female. We find that female policy trainers activate implicit gender stereotypes, but explicit gender egalitarian beliefs. Other than improving men's perceptions of women's considerateness, the policy has little effect on beliefs in the conditions with a male trainer. These results suggest that the effect of law on social change is contingent on characteristics of the legal messengers. Findings contribute to our understanding of gender inequality and legitimacy processes and have practical implications for implementing effective policy.