Assessing the Use of Employment Screening for Sexual Assault Prevention

Matthews, Miriam

doi:10.7249/rr1250

Cited by 2 publications

(2 citation statements)

References 110 publications

(187 reference statements)

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“…Second, harassers are defined by common personality traits, although minimal research has been carried out in this area. Drawing on the Tailored Personality Assessment System (TAPAS) (Greathouse et al, 2015), Matthews (2017) highlights that the perpetrators of sexual assault typically exhibit traits such as narcissism and dominance, impulsivity, delinquency, and aggressiveness, in opposition to consideration, self-control, responsibility, and aggressiveness, respectively.…”

Section: Are We Missing Something? a Harasser/environment Approachmentioning

confidence: 99%

“…Although these selection mechanisms are well-researched predictors of sexual behavior, they are rarely applied to organizations in general and NPOs in particular. Only a few-such as the US Air Force-have developed selection procedures specifically to identify the risk of sexual assault (Matthews, 2017). When someone expresses an interest in joining the Air Force, its recruitment specialists screen individuals for particular characteristics (AFRS Instruction 36-2001.…”

Section: Hrm Policies: From Signaling To Screeningmentioning

confidence: 99%

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Sexual Harassment in Nonprofit Organizations: Organizational Dysfunctions or Harasser’s Behavior?

Núñez

Ollo‐López

2022

AMP

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In 2018, the media spotlight fell on several high-profile non-profit organizations (NPOs) in connection with sexual harassment (SH). Since then, a flood of SH cases has severely impacted the image and reputation of the non-profit sector. NPOs have been accused of attempting to cover up SH and, in some cases, of leniency towards the harassers. However, these claims have not been rigorously investigated. In this paper, we study the role and behavior of harassers and argue that they may target organizations operating in the nonprofit sector owing to specific conditions that enable them to avoid detection and punishment. We argue that an environment advantageous to those who perpetrate harassment is created by several exogenous (non-organizational) factors, such as the vulnerability of aid recipients, the lack of legal protection of volunteers, and, in some cases, the cultural tolerance of discrimination against women. From this novel perspective, traditional anti-SH policies that focus on reacting to harassment and supporting the victim are viewed as necessary-but insufficient-approaches to the problem. We therefore propose a series of complementary policies that enable NPOs to adapt their operational environments in order to curb SH.

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Section: Are We Missing Something? a Harasser/environment Approachmentioning

confidence: 99%

Section: Hrm Policies: From Signaling To Screeningmentioning

confidence: 99%