Can Respectful Employees Create Equitable Institutions? Promoting a Culture of Respect in the Higher Education Workplace

Abstract

This paper describes challenges to changing the culture around yellow zone sexual harassment in the higher education workplace. The yellow zone comprises harassment that is often undetected or misunderstood but nonetheless is harmful. Based on a random sample, we surveyed 4554 staff and faculty at a large Midwestern university after they completed a mandatory online training module, assessing perceptions of sexual harassment, reactions to the training, and workplace personal experiences. Findings are that a majority of respondents know where to report incidents and that the training improved knowledge about sexual and gender-based harassment. However, almost half reported problematic workplace experiences.

Direct and indirect effects of workplace sexual harassment on the productivity of victims and witnesses: The preventive role of equitable management

“…Similarly, Rubino et al [ 31 ] found that sexual harassment is less frequent and, when it occurs, has a lesser impact when greater organizational justice is perceived. Robotham and Cortina [ 32 ], Banner et al [ 33 ], and Lim and Cortina [ 34 ] found that a climate of respect is a protective factor against workplace sexual harassment. Perry et al [ 35 ] proposed that inclusive leadership can promote an environment of respect, making WSH less likely.…”

Human Resource Governance in Crisis Situations: Strategies for Effective Management

“…Indicators for improving workplace lifestyle include job satisfaction, involvement in work, the right to express opinions, reduction of workplace accidents and incidents, the right to choose one's profession, destiny, influence, and more. Ignoring the improvement of workplace lifestyle means that employees regard their jobs merely as a means to satisfy economic needs, and such employees generally show low loyalty to the organization and often need to engage in other activities to compensate for deficiencies (Banner et al, 2021;Susomrith & Coetzer, 2019).…”