The Importance of Training on Sexual Harassment Policy Outcomes

Abstract

This article assesses the relative importance of sexual harassment policy and training on positive outcomes in public sector organizations by asking whether policies and training can increase satisfaction with the implementation of sexual harassment policies, whether employees are more likely to be satisfied with particular policies, whether policies and training can increase the reporting of sexual harassment, and, ultimately, whether policies and training can reduce the prevalence of sexual harassment in public sector organizations. Based on surveys and case studies of Michigan municipalities, the findings suggest that training is the critical link between sexual harassment policies and perceived positive outcomes. In short, even the best policy, absent a commitment to training, is unlikely to have the desired workplace outcomes.T his article assesses the relative importance of sexual harassment policy and sexual harassment training on positive outcomes in public sector organizations. Four questions frame the analysis. Do policies and training increase satisfaction with the implementation of sexual harassment policies, (i.e., the process itself )? Do policies and training increase satisfaction with sexual harassment policies (i.e., are there particular policies with which employees are more satisfied)? Do policies and training increase the reporting of sexual harassment? Are policies and training related to the prevalence of sexual 175 ARTICLES

Sexual harassment training effectiveness: An interdisciplinary review and call for research

“…Of 14 identified studies investigating the relationship between SH training and perceived incidence of SH, eight report that at least some types of SH training are associated with lower levels of SH (Antecol & Cobb‐Clark, ; Barak, ; Coker et al, ; Gruber, ; Jacobs et al, ; Meloni & Austin, ; Reese & Lindenberg, ; Williams, Lam, & Shively, ), and six studies did not find a relationship between SH training and the incidence of SH (de Haas et al, ; Estrada & Laurence, ; Fried et al, ; Magley et al, , Studies 1 and 2; Williams et al, ). The following observations are based on a review and comparison of the studies in those two groups.…”

“…Given that research has shown POTSH to be a consistent driver of SH in organizations (Fitzgerald, Drasgow, et al, 1997;Willness, Steel, & Lee, 2007), the lack of research investigating how SH training might significantly impact POTSH represents a surprising and important gap in the literature. Of 14 identified studies investigating the relationship between SH training and perceived incidence of SH, eight report that at least some types of SH training are associated with lower levels of SH (Antecol & Cobb-Clark, 2003;Barak, 1994;Coker et al, 2016;Gruber, 1998;Jacobs et al, 2000;Meloni & Austin, 2011;Reese & Lindenberg, 2003;Williams, Lam, & Shively, 1992), and six studies did not find a relationship between SH training and the incidence of SH (de Haas et al, 2010;Estrada & Laurence, 2009;Fried et al, 2012;Magley et al, 2013, Studies 1 and 2; Williams et al, 1999). The following observations are based on a review and comparison of the studies in those two groups.…”

Determinants of Public Servants’ Intention to Adopt E-Government Learning

“…Reese and Lindenberg (2003) asserted that even the best policy, with the absence of a commitment to training, is unlikely to have the desired workplace outcomes. Highly competent public servants can be produced through appropriate training.…”

Parsing Work Environments Along the Dimensions of Sexual and Non-Sexual Harassment: Drawing Lines in Office Sand

“…Interventions could take the form of adopting zero tolerance harassment policies, together with training and/or disciplining proven harassers (or any of the proactive acts outlined by Bell et al, 2002). Underscoring the importance of employee training in these environments is an article by Reese and Lindenberg (2003). These authors used case studies and survey methodology to explore the relationship between employee training and the overall effectiveness of an employer's sexual harassment policy.…”

“…These authors used case studies and survey methodology to explore the relationship between employee training and the overall effectiveness of an employer's sexual harassment policy. Reese and Lindenberg (2003) found that sexual harassment training increased the effectiveness of a company's harassment policy by increasing the employee's (1) confidence that an adequate remedy for harassment exists, and (2) willingness to use such a policy were harassment to occur.…”