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 harassment. 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.

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