Advancing Knowledge About Sexual Harassment Is a Critical Aspect of Organizational Development for All Employees

Abstract

Sexual harassment remains prevalent in the workplace as well as a significant financial burden for organizations. Given the cost associated with sexual harassment, reputational damage, and internal disturbances, sexual harassment is a mounting apprehension because senior managers are responsible for bestowing an organizational culture that is intolerant to such engrossed behavior. It is imperative to explore how workplace stories and office talk are influenced by organizational culture and how organizational culture affects the workers' perceptions of Me Too and consequences of sexual harassment. Understanding the phenomenon of sexual harassment at work is vital to shaping organizational culture, behavior, and policies aimed at reducing sexual misconduct at work. Existing research indicates that 81% of women and 43% of men have experienced an aspect of sexual harassment. This study uses a content analysis exploration of the literature to better understand the impact and solutions to sexual harassment in the workplace.

Exploring the Nature of Diversity Dishonesty within Predominantly White Schools of Medicine, Pharmacy, and Public Health at the Most Highly Selective and Highly Ranked U.S. Universities

“…It serves as a recognition of the rich tapestry of perspectives, experiences, and talents that collectively enrich an organization (Copeland and Tarver 2020;Nunes 2021;. Equity further signifies all individuals' just and fair treatment, ensuring that opportunities and resources are distributed equitably, irrespective of background or identity (Copeland and Tarver 2020;Nunes 2021;McLester et al 2021). Inclusion, the final pillar, embodies embracing diversity and fostering a culture where every voice is heard, respected, and empowered to contribute fully (Copeland and For organizations, embracing DEI is more than a moral imperative; it is an astute organizational strategy (Copeland and Tarver 2020;Nunes 2021;Sabie-Aridi et al 2022a;Sabie-Aridi et al 2022b;Sabie-Aridi et al 2022c;Sabie-Aridi et al 2022d).…”