Developing a framework of effective prevention and response strategies in workplace sexual harassment

Abstract

Sexual harassment remains a widespread workplace phenomenon, despite laws that proscribe it. Drawing initially on a typology from the violence prevention literature that conceptualizes prevention and response approaches according to when they occur, the paper synthesizes strategies identified in literature addressing workplace sexual harassment, as well as other workplace injustices or grievances. The paper utilizes this previous research to develop a framework of sexual harassment prevention strategies along two dimensions: functions and timing. The framework offers a researchinformed set of organization-wide preventative and remedial approaches, a systemic approach to what is often seen as an individual problem, and a means to better focus interventions that are often disparate and unco-ordinated. The paper also highlights important areas for future research including a stronger focus on longer-term (tertiary) corrective actions.

Sexual harassment experienced by police staff serving in England, Wales and Scotland: A descriptive exploration of incidence, antecedents and harm

“…The establishment of multiple channels for reporting, better training for informal resolution by line managers and third party mediation have been found to bolster organisational confidence (McDonald, Charlesworth and Graham, 2015). Training could improve the receptivity of complaints of sexual harassment by line managers and HR departments, and more robust investigations by PSD and proportionate discipline sanctions for perpetrators.…”

“…Although incidence estimates vary depending on measurement and methodologies, McDonald, Charlesworth and Graham (2015) conclude that sexual harassment at work remains an enduring phenomenon. In the UK, sexual harassment has reappeared on the public agenda recently.…”

“…The present study redresses this omission in respect of the latter-the non-warranted (sworn) personnel. McDonald, Charlesworth and Graham (2015) place sexual harassment within a framework of organisational injustice. In order to construct preventative policies, they identify the importance of having a clear understanding of the nature and frequency of the problem.…”

Underrepresentation of Women at Academic Excellence and Position of Power: Role of Harassment and Glass Ceiling

“…A study from India reveals that the majority of women managers (149) on the record, told they did not face sexual harassment at work place while working and climbing the corporate ladder, whereas the majority of them accepted in personal interactions and un-recorded verbal discussions that they did face sexual harassment at workplace [2]. However, they were not willing to put it on record [18].…”

“…According to Fox and Xiao (2013) women who reach the top of hierarchical level, along with many other suppressing factors have experienced sexual harassment as one of the major factors which hindering women to move the top of hierarchical position. According to some researchers a contributing factor to women's low success in the labour market is sexual harassment at workplace [2] [118]. What is, perhaps, unexpected is that sexual harassment is found throughout the employment hierarchy and not simply among those working on low hierarchy [44].…”