SAMVAD: International Journal of Management

Open Access Open Access  Restricted Access Subscription Access

Prevention of "Sexual Harassment" at the Workplace - Can Training Help?


Affiliations
1 KLS IMER, Belgaum – 590011, Karnataka, India
 

With the workforce becoming increasingly diverse, a variety of ethical issues crop up at work. One of the biggest challenges is sexual harassment. "Sexual Harassment" is characterized by annoying sexual advances, gestures, communications and other acts aimed at others. The recipient feels that these actions are a violation of their rights and hamper their work. Since the past decade, there has been a universal awareness and acknowledgement that "Sexual Harassment" does exist and is widely prevalent at the workplace. There have been several measures which have been introduced at the workplace by Governments, employers’ and workers’ associations all over the world. Legislations, awareness campaigns, counselling and training of employees have been some of the measures to fight and prevent "Sexual Harassment" at the workplace. The Me-too movement has brought several skeletons out of the closet. Though validity of all cases have not and cannot be established, such situations push the case for stronger awareness programs regarding what acts could be construed as "Sexual Harassment". This conceptual paper aims at highlighting how training employees and employers can help in the prevention of "Sexual Harassment" at the workplace. Based on the analysis of literature, this conceptual paper aims to present a theoretical framework indicating the importance of training as a preventive intervention to stem sexual harassment. Hence a conceptual framework to depict the frequency, duration, methodologies and target audiences of various training interventions and the expected outcomes of the same has been developed.

Keywords

Anti "Sexual Harassment" Training, Sexual Harassment, Training.
User
Notifications
Font Size

  • EY Forensic & Integrity Services. (2015, May 7). Reining in sexual harassment at the workplace; Mumbai, Maharastra, India.

  • Ali, F. & Kramar R. (2015). An exploratory study of sexual harassment in Pakistani organizations. Asia Pacific Journal of Management, 32(1), 229-249. https://doi.org/10.1007/s10490-014-9380-1

  • Antecol, H. & Cobb-Clark, D. (2003). Does sexual harassment training change attitudes? A view from the federal level. Social Science Quarterly, 84(4), 826-842. https://doi.org/10.1046/j.0038-4941.2003.08404001.x

  • Biaggio, M. K. (1990). Addressing sexual harassment: Strategies for prevention and change. M. A. Paludi (Ed.), SUNY series in the psychology of women. Ivory power: Sexual harassment on campus. New York, New York, USA: State University of New York Press.

  • Dang, P.S. (2017). Sexual Harassment at Workplace -Experiences of Women Managers and Organisations. Economic & Political Weekly EPW, June 3, 2017, pp. 49-57.

  • Emily Leskinen, L. C.-F. (2011). Gender harassment: Broadening our understanding of sex-based harassment at work. Law and Human Behavior, 35(1), 25-39. https://doi.org/10.1007/s10979-010-9241-5 PMid:20661766

  • Gadlin, H. (1991). Careful maneuvers: Mediating sexual harassment. Negotiation Journal, 7(2), 139-153. https://doi.org/10.1111/j.1571-9979.1991.tb00610.x

  • Haspels, N.Z. (2001). Action against Sexual Harassment at Work in Asia and the Pacific. Bangkok: ILO.

  • Hersch, J. (2015). Sexual harassment in the workplace. IZA World of Labor, 2015: 188. doi: 10.15185/izawol.188. Retrieved from: IZA World of Labor: https://wol.iza.org/articles/sexual-harassment-in-workplace/long https://doi.org/10.15185/izawol.188

  • High court of Delhi. (2017, October 31). Retrieved from: http://lobis.nic.in: http://lobis.nic.in/ddir/dhc/VIB/judgement/01-11-2017/VIB31102017CW81492010.pdf

  • Indiankanoon.org. (2019, July 7). Retrieved from: https:// indiankanoon.org. Retrieved from https://indiankanoon.org/doc/29530984/

  • Kanjamala, A. R. (2019, January 28). Constitution Of ICC Under The POSH Act. Retrieved from: mondaq.com: http://www.mondaq.com/india/x/776002/Discrimination+Disability+Sexual+Harassment/Constitution+Of+ICC+Under+The+POSH+Act

  • Kristin Smith, S. P. (2019). Half of Women in New Hampshire Have Experienced Sexual Harassment at Work. New Hampshire: The Carsey School of Public Policy at the Scholars’ Repository. pp. 357.

  • Lach, D.H., Gwartney-Gibbs, P.A. (1993). Sociological perspectives on sexual harassment and workplace dispute recognition. Journal of Vocational Behavior, 42(1), 102-115. https://doi.org/10.1006/jvbe.1993.1007

  • Lindenberg, L.A. (2003). The importance of training on sexual harassment policy outcomes. Review of Public Personnel Administration, 23(3), 175-191. https://doi.org/10.1177/0734371X03253214

  • Livingston, J.A. (1982). Responses to Sexual Harassment on the Job: Legal, Organizational, and Individual Actions. Journey of social issues, pp. 5-22.

  • Mackinnion, C. A. (1979). Sexual Harassment of Working Women. New Haven and London: Yale University Press.

  • McKinney, K.O. (1988). Graduate students’ experiences with and responses to sexual harassment: A research note. Journal of Interpersonal Violence, 3(3), 319-325. https://doi.org/10.1177/088626088003003005

  • Merkin, R.S. (2008). The Impact of sexual harassment on turnover intentions, absenteeism, and job satisfaction: Findings from Argentina, Brazil and Chile. Journal of International Women’s Studies, 10(2), 73-91.

  • Ministry of Women and Child Development, GOI . (2013, April 22). Retrieved from: wcd.nic.in: /wcd.nic.in/sites/ default/files/Sexual-Harassment-at-Workplace-Act.pdf

  • Nachison, J.H. (1996). Sexual harassment in the workplacehow to recognise it, How to deal with it. Washinton DC: CGLAR Secretariat, World Bank.

  • Nemy, E. (1975). https://www.nytimes.com/1975/08/19/ archives/. Retrieved from https://www.nytimes.com/: https:// www.nytimes.com/1975/08/19/archives/women-begin-to-speak-out-against-sexual-harassment-at-work.html

  • Orser, B. (2000). Sexual harassment is still a management issue gender diversity tool kit resource. “The Conference Board of Canada”.

  • Schneider, K.T. (1997). Job-related and psychological effects of sexual harassment in the workplace: Empirical evidence from two organizations. Journal of Applied Psychology, 82(3), 401- 415. https://doi.org/10.1037/00219010.82.3.401 PMid:9190147

  • Sharma, P. (2010). India’s first workplace sexual harassment survey reveals startling revelations. New Delhi: Centre for Transforming India.

  • Society for Human Resource Management (SHRM). (2018). Harassment-Free Workplace Series: The Executive View Topline. United Sates of America: Society for Human Resource Management (SHRM).

  • Steven V. Cates and Lynn Machin. (2012). The state of sexual harassment in America: What is the status of sexual harassment in the US workplace today? The Journal of Global Business Management, February 2012, 8(1), 133-138.

  • Supreme Court of India. (2013). The Handbook on “The Sexual Harassment of Women at Workplace”. New Delhi: Supreme Court of India.

  • Traliant. (2018, August 14). https://www.traliant.com. Retrieved from: https://www.traliant.com/blog/2018/08/14/sexual-harassment-training-5-benefits-of-training-all-employees-not-just-managers/

  • U.S. Equal Employment Opportunity Commission (EEOC).(2009). Laws, Regulations and Guidance. USA: U.S. Equal Employment Opportunity Commission (EEOC).

  • Web Finance Inc. (2019, May 28). Retrieved from: Business Dictionary.com: http://www.businessdictionary.com/definition/sexual-harassment.html

  • Welsh, S. (2000, February 1). The Multidimensional Nature of Sexual Harassment: An Empirical Analysis of Women’s Sexual Harassment Complaints. Toronto, Toronto, Canada. https://doi.org/10.1177/10778010022181750


Abstract Views: 312

PDF Views: 118




  • Prevention of "Sexual Harassment" at the Workplace - Can Training Help?

Abstract Views: 312  |  PDF Views: 118

Authors

Kirti Shivakumar
KLS IMER, Belgaum – 590011, Karnataka, India

Abstract


With the workforce becoming increasingly diverse, a variety of ethical issues crop up at work. One of the biggest challenges is sexual harassment. "Sexual Harassment" is characterized by annoying sexual advances, gestures, communications and other acts aimed at others. The recipient feels that these actions are a violation of their rights and hamper their work. Since the past decade, there has been a universal awareness and acknowledgement that "Sexual Harassment" does exist and is widely prevalent at the workplace. There have been several measures which have been introduced at the workplace by Governments, employers’ and workers’ associations all over the world. Legislations, awareness campaigns, counselling and training of employees have been some of the measures to fight and prevent "Sexual Harassment" at the workplace. The Me-too movement has brought several skeletons out of the closet. Though validity of all cases have not and cannot be established, such situations push the case for stronger awareness programs regarding what acts could be construed as "Sexual Harassment". This conceptual paper aims at highlighting how training employees and employers can help in the prevention of "Sexual Harassment" at the workplace. Based on the analysis of literature, this conceptual paper aims to present a theoretical framework indicating the importance of training as a preventive intervention to stem sexual harassment. Hence a conceptual framework to depict the frequency, duration, methodologies and target audiences of various training interventions and the expected outcomes of the same has been developed.

Keywords


Anti "Sexual Harassment" Training, Sexual Harassment, Training.

References