Sexual Harassment Training is The Best Prevention....
Sexual harassment has been conceptualized as a form of gender-based abuse which has significant
effects on victims. This article reviews research on effects of harassment in three complementary
areas. Work-related, psychological, and somatic effects of sexual harassment on women workers
are reviewed, as are the impacts on the employing organization.
The third part of the review deals with women victims′ responses to harassment and attempts to
cope with harassment. The most frequently used attempts to cope may not be effective under certain
circumstances. The available research has significant shortcomings and reveals important gaps. It
yields a laundry list of effects and responses, but it does not allow us to specify conditions under
which particular effects will occur or the factors that affect choice of response. Compared to other
facets of sexual harassment, the topic of outcomes of harassment has generated relatively little
interest among researchers. Reasons for the lack of research in this area are discussed.
Despite its proscription in legal jurisdictions around the world, workplace sexual harassment (SH)
continues to be experienced by many women and some men in a variety of organizational settings.
The aims of this review article are threefold: first, with a focus on workplace SH as it pertains to
management and organizations, to synthesize the accumulated state of knowledge in the field;
second, to evaluate this evidence, highlighting competing perspectives; and third, to canvass areas
in need of further investigation.
Variously ascribed through individual (psychological or legal consciousness) frameworks,
sociocultural explanations and organizational perspectives, research consistently demonstrates that,
like other forms of sexual violence, individuals who experience workplace SH suffer significant
psychological, health- and job-related consequences. Yet they often do not make formal complaints
through internal organizational procedures or to outside bodies. Laws, structural reforms and policy
initiatives have had some success in raising awareness of the problem and have shaped rules and
norms in the employment context. However, there is an imperative to target further workplace
actions to effectively prevent and respond to SH.
Illegal workplace harassment has become an increasingly significant issue. While most articles have
focused on the legal and/or practical steps necessary for employers to avoid litigation, a neglected
issue is how to prevent illegal harassment more effectively. Describes an organization change
approach to developing an environment of mutual respect. When harassment prevention is
examined from this perspective, the critical issues involve how to increase awareness about
harassment, how to incorporate employee input and involvement in the change process, and how to
develop employee responsibility for maintaining a harassment-free work environment.
Recommendations encourage managers to change the way they approach the problem of
Sexual harassment has been a fixture of the workplace since women first began to work outside
the home. Although true epidemiological studies do not exist, large-scale surveys of working
women suggest that approximately 1 of every 2 women will be harassed at some point during their
academic or working lives. The data indicate that harassment is degrading, frightening, and
sometimes physically violent; frequently extends over a considerable period of time; and can result
in profound job-related, psychological, and health-related consequences. This article provides a
brief review of the prevalence and consequences of sexual harassment training and outlines social
policy implications for research, legislation, and primary prevention.
USA Corporate Training is owned and operated by our sister company American Safety Institute,
Inc. (ASI). ASI has been providing driver training, Sexual Harassment Training , Workplace
Violence Training and Training Education for Companies to the public for over 20 years.
Sexual Harassment Training, Workplace Violence Training, Training Education for Companies,