Coffee and controversy: How applied psychology can revitalize sexual harassment and racial discrimination training

Abstract

Training has shown little effectiveness in altering harassing or discriminatory behavior. Limitations of prior intervention efforts may reflect poor conceptualization of the problems involved, poor training intervention design, approaches that engender cynicism, or misunderstanding psychological principles of attitude and behavior change. Interventions should capitalize on behavioral science models and tools at multiple levels from a broad array of disciplines to explain harassment and bias, and then to defeat these behaviors. Measures to ensure fair treatment should focus on leadership socialization, organizational culture and climate, increased professional competence, and integration with organizational approaches to corporate social responsibility and performance.

Legal factors shaping workplace harassment training

“…I agree with Hayes et al (2020) that applied psychologists are well equipped to help improve organizations' responses to workplace harassment. However, in doing so, it is important to examine the legal context within which such interventions are implemented.…”

“…Examination of relevant legal factors highlights further implications regarding many of the topics in the focal article by Hayes et al (2020) and raises important supplemental research considerations. Hence, I explore three examples: the legal definitions of sexual harassment, the legal requirements for remedial action, and the impact of an employee failing to report.…”

“…As Hayes et al (2020) pointed out, applied psychologists should consider the relevant continuum of harm and should take a development-focused, rather than compliance-focused, approach in workplace harassment prevention efforts. However, their emphasis on addressing only unlawful harassment unnecessarily constrains the potential scope and impact of training.…”

Expanding the footprint of sexual harassment prevention training: A power, credit, and leadership perspective

“…Further, given the impact idiosyncrasy credits may have on decision makers, we must explore viable mechanisms for reducing their influence. Given the evidence regarding training effectiveness in sexual harassment discussed by Hayes et al (2020), we argue that sexual harassment training needs to be reconceptualized and rebuilt if it is to impactfully address complex issues such as power dynamics and idiosyncrasy credits, and create actual organizational change.…”

“…As clearly noted by Hayes et al (2020), sexual harassment remains misunderstood by many, leading to ineffective interventions and, often, failed practices. In line with this thinking, we highlighted two issues, idiosyncrasy credits and power dynamics, which contribute to the complexities of sexual harassment and the difficulty in eliminating it from the workplace.…”