1 / 0

Research-Infused Strategies for Responding Effectively to Sexual Harassment

Research-Infused Strategies for Responding Effectively to Sexual Harassment. Peggy Stockdale Psychology, IUPUI. Why Didn’t She Just Report Him?. Sexual harassment facts:.

jenny
Download Presentation

Research-Infused Strategies for Responding Effectively to Sexual Harassment

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Research-Infused Strategies for Responding Effectively to Sexual Harassment

    Peggy Stockdale Psychology, IUPUI
  2. Why Didn’t She Just Report Him?
  3. Sexual harassment facts:
  4. Impacts of Sexual HarassmentSource: Willness, C. R., Steel, P., & Lee, K. (2007). A meta-analysis of the antecedents and consequences of workplace sexual harassment. Personnel Psychology, 60, 127-162.
  5. Responding to SH Sources: Ilies, R., Hauserman, N., Schwochau, S., & Stibal, J. (2003). Reported incidence rates of work-related sexual harassment in the Univted States: Using meta-analysis to explain reported rate disparities. Personnel Psychology, 56, 607-631. Stockdale, M. S., Vaux, A. & Cashin, J. (1995). Acknowledging sexual harassment: A test of alternative models. Basic and Applied Social Psychology, 17, 469-496.
  6. Why don’t targets complain? Fear of retaliation, reprisal Concern about reports not being kept confidential Fear not being believed Belief that nothing will be done Don’t want to hurt the perpetrator
  7. Typology of SH Responding Source: Knapp, D. E., Faley, R. H., Ekeberg, S. E., & Dubois, C. L. Z. (1997). Academy of Management Review,
  8. Is Assertive Responding Effective?
  9. Is Assertive Responding Effective?
  10. Is Assertive Responding Effective?
  11. Effects of Coping Strategies HI Do Not Confront Take Leave of Absence Negative Work Consequences Low Low SH Frequency HI Source: Stockdale (1998), Psychology of Women Quarterly
  12. Effects of Coping Strategies HI Confront Do Not Confront Take Leave of Absence Negative Work Consequences Low Low SH Frequency HI Source: Stockdale (1998), Psychology of Women Quarterly
  13. Effects of Reporting Retaliation Supportive Climate Job, Psychological & Health Outcomes SH Frequency Minimalization Remedies Source: Bergman, Langhout, Palmieri, Cortina & Fitzgerald, 2002, Journal of Applied Psychology
  14. Effects of Reporting Male-Dominated Work Group Retaliation Supportive Climate Rank Job, Psychological & Health Outcomes SH Frequency Minimalization Remedies Source: Bergman, Langhout, Palmieri, Cortina & Fitzgerald, 2002, Journal of Applied Psychology
  15. Some Promising Signs In positive climates (perceptions that the organization doesn’t tolerate SH), assertive complaints are perceived as effective. Perceptions that the reporting process is satisfying positively impacts victims’ well-being. The solution lies with the organization
  16. Importance of Process Supportive Climate Retaliation Job, Psychological & Health Outcomes Satisfaction With Reporting Procedures SH Frequency Minimalization Remedies Source: Bergman, Langhout, Palmieri, Cortina & Fitzgerald, 2002, Journal of Applied Psychology
  17. Process matters Procedural fairness: The procedures used to investigate a complaint are thorough Complaint resolution procedures are transparent Complainants have a voice in the procedures Interpersonal fairness People handling the complaint treat me with dignity and respect Trust the people handling complaint are serving in your best interest Informational fairness Knowing where to find information about how to file complaint Obtaining accurate information about outcome of the investigation
  18. Research-Infused Strategies Create a climate that does not tolerate SH Show that complaints are taken seriously Show that perpetrators are published Closely monitor particularly risky environments: High percentage of male workers Traditional male occupations Masculinized/sexualized work environments Leadership training and role modeling
  19. Sexual Harassment Sunshine Report # complaints received Nature of complaints Gender harassment Unwanted sexual attention Sexual coercion # of complaints investigated; if not investigated, why Complaint outcome statistics Substantiated/Unsubstantiated Sanctions Warning letters Counseling, training Reassignment Dismissal
  20. Provide Options Multiple reporting points Informal resolution options Mediation options
  21. Multiple reporting options Supervisor Some other supervisor HR/EEO office Hotlines SH advisors
  22. Informal Response Options Caveat: Employer has a “duty to care” Redacted/confidential report to central office Write a letter Date(s) of offending conduct Specific facts about conduct How it affected me What I want you to do Bystander Intervention: Friends don’t let friends endure harassment
  23. Mediation OptionsAlternative Dispute Resolution Settlement conference Confidential Information can’t be used in court Neutral 3rd party Attorney/advocate may be present Face to face vs. caucuses Solutions can run the gamut Sincere apology Monetary compensation Resignation Concerns about power differences
  24. Discussion: What do you think works or doesn’t work? What other tangible things can employers do to end harassment? Should we treat harassment, bullying and incivility the same?
More Related