Using Experiential Learning to Increase the Recognition of Everyday Sexism as Harmful: The WAGES Intervention

119

104

Sexual harassment is a form of sexual victimization with its roots in sexism. Despite efforts to reduce its prevalence, it continues to be one of the most common forms of workplace mistreatment. This article examined best practices in system‐level interventions to reduce sexual harassment in the workplace and presents data from the U.S. Armed Forces to demonstrate the roles of organizational leadership, and sexual harassment policies and training, on reducing sexual harassment and improving outcomes when it does occur. We assert that a clear and consistent antiharassment message from organizational leaders is essential. This is communicated via a written, widely disseminated policy on sexual harassment; regular educational training for all members of the organization; formal and informal reporting, investigation, and remediation procedures. Finally, we suggest that organizations conduct regular self‐assessments of sexual harassment and perceptions of the organizational climate as proactive efforts to effectively intervene and eliminate its occurrence.

Section: Training and Educationmentioning

confidence: 99%

A Review of Organizational Strategies for Reducing Sexual Harassment: Insights from the U. S. Military

Buchanan

Settles

Hall

et al. 2014

119

104

“…Cundiff, Zawadzki, Danube, and Shields () report two intervention studies that examine how reactance and self‐efficacy elicited during an intervention influence the recognition of sexism as harmful and the intention to engage in behaviors to address subtle sexism. They compare experiential learning, in the form of the WAGES‐Academic, either to a condition in which information is provided without experiential learning or to a group activity control condition.…”

Section: Overview Of Contributions To This Issuementioning

confidence: 99%

Confronting and Reducing Sexism: A Call for Research on Intervention

Becker

Zawadzki

Shields

2014

Self Cite

This article presents the current state of research on confronting and reducing sexism. We first provide a systematic overview about prior work on confronting sexism. We identify gaps in the literature by outlining situational and contextual factors that are important in confronting sexism and introduce how these are addressed in the current volume. Second, we review prior work on reducing sexism. Compared to research on reducing other forms of prejudice, research on interventions to reduce sexism is rare. We explain why mechanisms that are successful in reducing other forms of prejudice cannot simply be adapted to reducing sexism. We then outline how the articles of this issue promote research, theory, and policy on reducing sexism. In conclusion, the aim of this issue is to bring together novel theoretical approaches as well as empirically tested methods that identify key antecedents and consequences of diverse ways of confronting and reducing sexism.

“…Meanwhile others programs have focused on preventing gender-based violence (Heise, 2011). Finally, several interventions have targeted gender equity in terms of resources control (especially in the workplace; Cundiff et al, 2014;Shields et al, 2011), and a more balanced distributions of social obligations at home (domestic labor and childcare; Escot, Fernández-Cornejo, & Lafuente, 2012). In our program, we made an attempt to develop an integrative intervention based on these four pillars of gender-based power.…”

Section: Description Of the Intervention Programmentioning

confidence: 99%

“…Gender prejudice (and violence as its most extreme form) is a worldwide phenomenon (WHO, 2002). From a sociopsychological perspective there has been much research on perceptions of inequity (e.g., Shields, Zawadzki, & Johnson, 2011), but not so many on interventions to reduce sexism with remarkable exceptions (Becker & Swim, 2011Cundiff, Zawadzki, Danube, & Shields, 2014;Kilmartin et al, 2008;Zawadzki, Shields, Danube, & Swim, 2014). The purpose of this work is twofold: On the one hand, to describe an intervention to reduce gender prejudice, increase inequity awareness and train future professionals in psychology and educational sciences for intervening in this area; on the other hand, to provide empirical evidence of its efficacy to reduce sexism; sexual prejudice; essentialist, system-justifying beliefs; proclivity to violence against women; and to increase collective actions and proequity values.…”

mentioning

confidence: 99%

From Sex to Gender: A University Intervention to Reduce Sexism in Argentina, Spain, and El Salvador

Lemus

Navarro

Velásquez

et al. 2014

We present an intervention to reduce gender prejudice in future professionals of social sciences in three samples from Argentina (N = 28), Spain (N = 83), and El Salvador (N = 67) , with slight differences across countries. The program was based on scientific research on sexism and gender-based power aimed at: (1) increasing awareness of gender inequalities; (2) reducing sexism in men and women; (3) providing participants with resources to implement social interventions. First the intervention is described, and then empirical evidence of its efficacy is provided. Results showed a reduction of benevolent sexism (BS), hostile sexism