Four ways forward in studying sex-based harassment

Berdahl, Jennifer L.; Bhattacharyya, Barnini

doi:10.1108/edi-03-2021-0071

Cited by 7 publications

(3 citation statements)

References 78 publications

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“…As the findings of the policy analysis and survey illustrate, workplace training should consider the importance of macro-level socio-cultural influences (McCarthy & Moon, 2018) since the rationale is strong for anti-sexual harassment policies while still not producing successful outcomes. Few people openly support sexual harassment; yet the policies displayed cultural attitudes that lead to paying lip service to the abhorrence of sexual harassment while avoiding necessary steps to eliminating it, which may disrupt current organizational and societal patriarchal power structures (Berdahl & Bhattacharyya, 2021;Fraser, 2015;Johnson & Johnson, 2017;Sadler et al, 2018;Tinkler & Zhao, 2020). We agree with Popovich and Warren (2010) that workplace sexual harassment is a symptom of power abuse within organizations that needs to be addressed before sexual harassment can be eliminated.…”

Section: Discussionmentioning

confidence: 92%

“…Despite data collected over the past decade showing sexual harassment is a problem in Sub-Saharan African newsrooms (International Women's Media Foundation, 2013;authors), news organizations aren't implementing effective policies that ensure zero-tolerance work environments. Moreover, the gender essentialism underpinning various gender inequalities like sexual harassment (Berdahl & Bhattacharyya, 2021) carry over into anti-sexual harassment policymaking, which results in protecting the organization and perpetrators rather than the victims of sexual harassment. Not surprisingly, news organizations with policies have little impact on the level of experienced sexual harassment or the likelihood of reporting.…”

Section: Discussionmentioning

confidence: 99%

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The Impact of Anti-Sexual Harassment Policies on Sexual Harassment Prevention in the Workplace

Blumell,

Mulupi

2023

Employ Respons Rights J

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Despite increasing pressure to implement anti-sexual harassment policies, the issue remains largely unresolved within organizations in many countries. This mixed-methods study used a survey of 575 news professionals and an analysis of 17 anti-sexual harassment policies in Botswana, Kenya, Malawi, Rwanda, Tanzania, Uganda, Zambia, and Zimbabwe to understand the effectiveness of anti-sexual harassment policies in preventing and correcting sexual harassment in the workplace. Results show no significant differences of experienced or reported sexual harassment between organizations with or without a policy. Only 30% of participants reported their experiences with organizations responding to 42% of reported cases. The only measured significant impact of policies was found with participants who had been trained on the policy and the likelihood for their organization to act. An analysis of the policies showed they contained unclear definitions, reporting mechanisms, complaint processes, organizational communication, and monitoring. In discussing these results, we highlight how gendered norms must be considered to implement more effective anti-sexual harassment policies.

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Section: Discussionmentioning

confidence: 92%

Section: Discussionmentioning

confidence: 99%

The Impact of Anti-Sexual Harassment Policies on Sexual Harassment Prevention in the Workplace

Blumell,

Mulupi

2023

Employ Respons Rights J

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“…Sexual harassment—sometimes referred to as sex-based or gender-based harassment because it is rarely sexually motivated 12 – 14 —and sexual assault are widely documented, as are the negative consequences on victims’ well-being and careers 15 , 16 . Research has also identified negative repercussions for the workplace as a whole, such as studies linking masculinity contest cultures (i.e., work environments that reward strength, overconfidence, and competitiveness) to lower psychological safety 17 and organizational performance 18 .…”

Section: Introductionmentioning

confidence: 99%

Testing the effectiveness of interactive training on sexual harassment and assault in field science

Cronin,

Zavaleta,

Beltran

et al. 2024

Sci Rep

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Fieldwork is a critical tool for scientific research, particularly in applied disciplines. Yet fieldwork is often unsafe, especially for members of historically marginalized groups and people whose presence in scientific spaces threatens traditional hierarchies of power, authority, and legitimacy. Research is needed to identify interventions that prevent sexual harassment and assault from occurring in the first place. We conducted a quasi-experiment assessing the impacts of a 90-min interactive training on field-based staff in a United States state government agency. We hypothesized that the knowledge-based interventions, social modeling, and mastery experiences included in the training would increase participants’ sexual harassment and assault prevention knowledge, self-efficacy, behavioural intention, and behaviour after the training compared to a control group of their peers. Treatment–control and pre-post training survey data indicate that the training increased participants’ sexual harassment and assault prevention knowledge and prevention self-efficacy, and, to a lesser extent, behavioural intention. These increases persisted several months after the training for knowledge and self-efficacy. While we did not detect differences in the effect of the training for different groups, interestingly, post-hoc tests indicated that women and members of underrepresented racial groups generally scored lower compared to male and white respondents, suggesting that these groups self-assess their own capabilities differently. Finally, participants’ likelihood to report incidents increased after the training but institutional reports remained low, emphasizing the importance of efforts to transform reporting systems and develop better methods to measure bystander actions. These results support the utility of a peer-led interactive intervention for improving workplace culture and safety in scientific fieldwork settings. Protocol registration "The stage 1 protocol for this Registered Report was accepted in principle on August 24, 2022. The protocol, as accepted by the journal, can be found at: https://doi.org/10.6084/m9.figshare.21770165.

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A Moderated Mediation Model of Masculinity Contest Culture and Psychological Well-Being: The Role of Sexual Harassment, Bullying, Organizational Tolerance and Position in Organization

Xie

Zheng

2022

Sex Roles

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Four ways forward in studying sex-based harassment

Cited by 7 publications

References 78 publications

The Impact of Anti-Sexual Harassment Policies on Sexual Harassment Prevention in the Workplace

The Impact of Anti-Sexual Harassment Policies on Sexual Harassment Prevention in the Workplace

Testing the effectiveness of interactive training on sexual harassment and assault in field science

A Moderated Mediation Model of Masculinity Contest Culture and Psychological Well-Being: The Role of Sexual Harassment, Bullying, Organizational Tolerance and Position in Organization

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