Hostname: page-component-586b7cd67f-t7fkt Total loading time: 0 Render date: 2024-11-22T16:49:35.382Z Has data issue: false hasContentIssue false
  • English
  • Français

Coffee and controversy: How applied psychology can revitalize sexual harassment and racial discrimination training

Published online by Cambridge University Press:  27 January 2020

Theodore L. Hayes Open the ORCID record for Theodore L. Hayes [Opens in a new window] ,
Leah E. Kaylor  and
Kathleen A. Oltman
Theodore L. Hayes*
Affiliation:
Federal Bureau of Investigation, Washington, DC, USA
Leah E. Kaylor
Affiliation:
Federal Bureau of Investigation, Washington, DC, USA
Kathleen A. Oltman
Affiliation:
Federal Bureau of Investigation, Washington, DC, USA
*
*Corresponding author. Email: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

Training has shown little effectiveness in altering harassing or discriminatory behavior. Limitations of prior intervention efforts may reflect poor conceptualization of the problems involved, poor training intervention design, approaches that engender cynicism, or misunderstanding psychological principles of attitude and behavior change. Interventions should capitalize on behavioral science models and tools at multiple levels from a broad array of disciplines to explain harassment and bias, and then to defeat these behaviors. Measures to ensure fair treatment should focus on leadership socialization, organizational culture and climate, increased professional competence, and integration with organizational approaches to corporate social responsibility and performance.

Keywords

unlawful racial discriminationsexual harassmentapplied psychological interventionstrainingprofessional practice
Type
Focal Article
Information
Industrial and Organizational Psychology , Volume 13 , Issue 2 , June 2020 , pp. 117 - 136
Copyright
© Society for Industrial and Organizational Psychology, Inc. 2020

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Footnotes

The views expressed in this paper are solely those of the authors and do not necessarily reflect the views of the Federal Bureau of Investigation or of any branch of the federal government of the United States. We contributed roughly equally to this paper and are listed here in alphabetical order.

Our thanks go to, in alphabetical order, Patrick Forscher, Liz Hayes, Lisa Kath, Calvin Lai, Neil Lewis, Jr., Patrick McKay, Michelle Motta, Kristin Saboe, Rich Tonowski, and two anonymous reviewers for their responsiveness, thoughtfulness, and generosity both before and while we put this paper together. Finally, we thank Mark Poteet for his careful and tenacious editing.

References

Adler, A. B., Blies, P. D., Pickering, M. A., Hammermeister, J., Williams, J., Harada, C., … Ohlson, C. (2015). Mental skills training with Basic Combat Training soldiers: A group-randomized trial. Journal of Applied Psychology, 100, 1752–1764. doi:10.1037/apl0000021CrossRefGoogle ScholarPubMed
Aguinis, H., & Glavas, A. (2013). Embedded versus peripheral corporate social responsibility: Psychological foundations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 314–332.CrossRefGoogle Scholar
Aksoy, C. G., Carpenter, C. S., Frank, J., & Huffman, M. L. (2018). Gay glass ceilings: Sexual orientation and workplace authority in the UK (technical report #IZA DP No. 11574). Bonn, Germany: IZA Institute of Labor Economics.Google Scholar
Alhejji, H., Garavan, T., Carbery, R., O’Brien, F., & McGuire, D. (2016). Diversity training programme outcomes: A systematic review. Human Resource Development Quarterly, 27, 95–149. doi:10.1002/hrdq.21221CrossRefGoogle Scholar
Anderson, N. (2015, June 23). Were one in five college women sexually assaulted? The debate over numbers continues. The Washington Post. Retrieved from https://www.washingtonpost.com/news/grade-point/wp/2015/06/23/were-one-in-five-college-women-sexually-assaulted-the-debate-over-numbers-continues/Google Scholar
Anderson, L. A., & Whiston, S. C. (2005). Sexual assault education programs: A meta-analytic examination of their effectiveness. Psychology of Women Quarterly, 29, 374–388. doi:10.1111/j.1471-6402.2005.00237.xCrossRefGoogle Scholar
Antecol, H., & Cobb-Clark, D. (2003). Does sexual harassment training change attitudes? A view from the federal level. Social Science Quarterly, 84, 826–842.CrossRefGoogle Scholar
Antecol, H., & Cobb-Clark, D. (2009). Racial harassment, job satisfaction, and intentions to remain in the military. Journal of Population Economics, 22, 713–738. doi:10.1007/s00148-007-0176-lCrossRefGoogle Scholar
Arthur, W. Jr., Bennett, W. Jr., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 88, 234–245. doi:10.1037/0021-9010.88.2.234Google Scholar
Arthur, W. Jr., Bennett, W. Jr., Stanush, P. L., & McNelly, T. L. (1998). Factors that influence skill decay and retention: A quantitative review and analysis. Human Performance, 11, 57–101.CrossRefGoogle ScholarPubMed
Banyard, V. L., Moynihan, M. M., & Plante, E. G. (2007). Sexual violence prevention through bystander education: An experimental evaluation. Journal of Community Psychology, 35, 463–481.CrossRefGoogle Scholar
Bar-Haim, Y., Lamy, D., Pergamin, L., Bakermans-Kranenburg, M. J., & Van Ijzendoorn, M. H. (2007). Threat-related attentional bias in anxious and non-anxious individuals: A meta-analytic study. Psychological Bulletin, 133, 1–24. doi:10.1037/0033-2909.133.1.1CrossRefGoogle Scholar
Basile, K. C., Smith, S. G., Breiding, M. J., Black, M. C., & Mahendra, R. R. (2014). Sexual violence surveillance: Uniform definitions and recommended data elements, Version 2.0 (technical report). Atlanta, GA: National Center for Injury Prevention and Control, Centers for Disease Control and Prevention.CrossRefGoogle Scholar
Bergman, M. E., Langhout, R. D., Palmieri, P. A., Cortina, L. M., & Fitzgerald, L. F. (2002). The (un)reasonableness of reporting: Antecedents and consequences of reporting sexual harassment. Journal of Applied Psychology, 87, 230–242. doi:10.1037/0021-9010.87.2.230Google Scholar
Berdahl, J. L., & Raver, J. L. (2011). Sexual harassment. In Zedeck, S. (Ed.), Handbook of industrial and organizational psychology (Vol. 3) (pp. 641–669). Washington, DC: American Psychological Association.CrossRefGoogle ScholarPubMed
Bezrukova, K., Spell, C. S., Perry, J. L., & Jehn, K. A. (2016). A meta-analytical integration of over 40 years of research on diversity training evaluation. Psychological Bulletin, 142, 1227–1274. doi:10.1037/bul0000067Google Scholar
Blakely, G. L., Blakely, E. H., & Moorman, R. H. (1998). The effects of training on perceptions of sexual harassment allegations. Journal of Applied Social Psychology, 28, 71–83.CrossRefGoogle ScholarPubMed
Belluz, J. (2018, April 19). Companies like Starbucks love anti-bias training. But it doesn’t work – and may backfire. Vox. Retrieved from https://www.vox.com/science-and-health/2018/4/19/17251752/philadelphia-starbucks-arrest-racial-bias-training)CrossRefGoogle Scholar
Brewer, M. B. (1999). The psychology of prejudice: Ingroup love and outgroup hate? Journal of Social Issues, 55, 429–444. doi:10.1111/0022-4537.00126Google Scholar
Brown, D. (2018, June). Google diversity annual report 2018. Available at https://diversity.google/.CrossRefGoogle Scholar
Brown, S. E. V, Sabat, I. E., Follmer, K. B., Jenkins, E., & Martinez, L. R. (2018). At the intersection of sex and heterosexism: Perceptions of same-sex harassment. Poster presented at the 33rd Annual SIOP Conference, Chicago, IL.Google Scholar
Brubaker, S. J. (2009). Sexual assault prevalence, reporting and policies: Comparing college and university campuses and military service academies. Security Journal, 22, 56–72. doi:10.1057/sj.2008.10Google Scholar
Buchanan, N. T., Settles, I. H., Hall, A. T., & O’Connor, R. C. (2014). A review of organizational strategies for reducing sexual harassment: Insights from the US military. Journal of Social Issues, 70, 687–702. doi:10.1111/josi.12086CrossRefGoogle Scholar
Burns, V. L., Eaton, A. A., Long, H., & Zapp, D. (2019). Exploring the role of race and gender on perceived bystander ability and intent: Findings before and after exposure to an online training program to prevent sexual assault on campus. Violence Against Women, 25, 999–1017. doi:10.1177%2F1077801218807089CrossRefGoogle Scholar
Cacioppo, J. T., Adler, A. B., Lester, P. B., McGurk, D., Thomas, J. L., Chen, H.-Y., & Cacioppo, S. (2015). Building social resilience in soldiers: A double dissociative randomized controlled study. Journal of Personality and Social Psychology, 109, 90–105. doi:10.1037/pspi0000022CrossRefGoogle Scholar
Cacioppo, J. T., Reis, H. T., & Zautra, A. J. (2011). Social resilience: The value of social fitness with an application to the military. American Psychologist, 66, 43–51. doi:10.1037/a0021419CrossRefGoogle ScholarPubMed
Campbell, J. P., Kuncel, N. R., & Kostal, J. W. (2018). Training and learning in work roles. In Ones, D. S., Anderson, N., Viswesvaran, C., & Kepir Sinangil, H. (Eds.), The SAGE handbook of industrial, work, and organizational psychology: Personnel psychology and employee performance (2nd ed., pp. 533–610). London, England: SAGE Publications Ltd.CrossRefGoogle ScholarPubMed
Centers for Disease Control and Prevention. (2004). The bully-sexual violence pathway in early adolescence (white paper). Atlanta, GA: Centers for Disease Control and Prevention.Google Scholar
Chabris, C., & Brown, M. (2018, April 25). Starbucks’s troubles can be a test for anti-bias training: Does it work? Wall Street Journal. Retrieved from https://www.wsj.com/articles/starbuckss-troubles-can-be-a-test-for-anti-bias-training-does-it-work-1524669057Google Scholar
Coker, A. L., Bush, H. M., Fisher, B. S., Swan, S. C., Williams, C. M., Clear, E. R., & DeGue, S. (2016). Multi-college bystander intervention evaluation for violence prevention. American Journal of Preventive Medicine, 50, 295–302.Google Scholar
Coker, A. L., Cook-Craig, P., Williams, C. M., Fisher, B. S., Clear, E. R., Garcia, L. S., & Hegge, L. M. (2011). Evaluation of green dot: An active bystander intervention to reduce sexual violence on college campuses. Violence Against Women, 17, 777–796.CrossRefGoogle ScholarPubMed
Coker, A. L., Fisher, B. S., Bush, H. M., Williams, C. M., Clear, E. R., & DeGue, S. (2015). Evaluation of the green dot bystander intervention to reduce interpersonal violence among college students across three campuses. Violence Against Women, 21, 1507–1527.CrossRefGoogle ScholarPubMed
Cialdini, R. B., Demaine, L. J., Sagarin, B. J., Barrett, D. W., Rhoads, K., & Winter, P. L. (2006). Managing social norms for persuasive impact. Social Influence, 1, 3–15. doi:10.1080/15534510500181459CrossRefGoogle ScholarPubMed
Colquitt, J. A., LePine, J. A., & Noe, R. A. (2000). Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. Journal of Applied Psychology, 85, 678–707. doi:10.1037//0021-9010.g5.5.678CrossRefGoogle Scholar
Cortina, L. M., Rabelo, V. C., & Holland, K. J. (2018.) Beyond blaming the victim: Toward a more progressive understanding of workplace mistreatment. Industrial and Organizational Psychology, 11, 81–100. doi:10.1017/iop.2017.54CrossRefGoogle ScholarPubMed
Curtis, E. F., & Dreachslin, J. L. (2008). Diversity management interventions and organizational performance: A synthesis of current literature. Human Resource Development Review, 7, 107–134. doi:10.1177/1534484307311700CrossRefGoogle Scholar
DeGue, S., Valle, L. A., Holt, M. K., Massetti, G. M., Matjasko, J. L., & Tharp, A. T. (2014). A systematic review of primary prevention strategies for sexual violence perpetration. Aggression and Violent Behavior, 19, 346–362. doi:10.1016/j.avb.2014.05.004CrossRefGoogle Scholar
Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. L. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. Journal of Experimental Social Psychology, 48, 1267–1278. doi:10.1016/j.jesp.2012.06.003CrossRefGoogle ScholarPubMed
Diamond-Welch, B. K., Hetzel-Riggin, M. D., & Hemingway, J. A. (2016). The willingness of college students to intervene in sexual assault situations: Attitude and behavior differences by gender, race, age, and community of origin. Violence and Gender, 3, 49–54. doi:10.1089/vio.2015.0023CrossRefGoogle ScholarPubMed
Dobbin, F., & Kalev, A. (2016, July–August). Why diversity programs fail. Harvard Business Review. Retrieved from https://hbr.org/2016/07/why-diversity-programs-failCrossRefGoogle Scholar
Edwards, K. M., Mattingly, M. J., Dixon, K. J., & Banyard, V. L. (2014). Community matters: Intimate partner violence among rural young adults. American Journal of Community Psychology, 53, 198–207.Google Scholar
Farris, C., Jaycox, L. H., Schell, T. L., Street, A., Farris, C., Kilpatrick, D., & Tanielian, T. (2015). Sexual harassment and gender discrimination findings: Active component. In Morral, A. R., Gore, K. L., & Schell, T. L. (Eds.), Sexual assault and sexual harassment in the U.S. military, volume 2: Estimates for Department of Defense Service Members from the 2014 RAND Military Workplace Study (pp. 31–54, technical report #RAND-RR870z2-1). Santa Monica, CA: RAND Corporation.10.1007/s10464-014-9633-7CrossRefGoogle ScholarPubMed
Fedina, L., Holmes, J. L., & Backes, B. L. (2018). Campus sexual assault: A systematic review of prevalence research from 2000 to 2015. Trauma, Violence, & Abuse, 19, 76–93. doi:10.1177/1524838016631129Google Scholar
Fitzgerald, L. F., Drasgow, F., Hulin, C. L., Gelfand, M. J., & Magley, V. J. (1997). Antecedents and consequences of sexual harassment in organizations: A test of an integrated model. Journal of Applied Psychology, 82, 578–589. doi:10.1037/0021-9010.82.4.578CrossRefGoogle ScholarPubMed
Forscher, P. S., Lai, C. K., Axt, J. R., Ebersole, C. R., Herman, M., Devine, P. G., & Nosek, B. A. (2019). A meta-analysis of procedures to change implicit measures. Journal of Personality & Social Psychology: Attitudes and Social Cognition, 117(3), 522–559. doi:10.1037/pspa0000160CrossRefGoogle ScholarPubMed
Forscher, P. S., Mitamura, C., Dix, E. L., Cox, W. T. L., & Devine, P. G. (2017). Breaking the prejudice habit: Mechanisms, timecourse, and longevity. Journal of Experimental Social Psychology, 72, 133–146. doi:10.1016/j.jesp.2017.04.009CrossRefGoogle ScholarPubMed
Foubert, J. D., & Perry, B. C. (2007). Creating lasting attitude and behavior change in fraternity members and male student athletes: The qualitative impact of an empathy-based rape prevention program. Violence Against Women, 13, 70–86.CrossRefGoogle ScholarPubMed
Gelfand, M. J., Fitzgerald, L. F., & Drasgow, F. (1995). The structure of sexual harassment: A confirmatory analysis across cultures and settings. Journal of Vocational Behavior, 47, 164–177.CrossRefGoogle ScholarPubMed
Ghumman, S., Ryan, A. M., & Park, J. S. (2016). Religious harassment in the workplace: An examination of observer intervention. Journal of Organizational Behavior, 37, 279–306. doi:10.1002/job.2044CrossRefGoogle Scholar
Glomb, T. M., Munson, L. J., Hulin, C. L., Bergman, M. E., & Drasgow, F. (1999). Structural equation models of sexual harassment: Longitudinal explorations and cross-sectional generalizations. Journal of Applied Psychology, 84, 14–28.CrossRefGoogle Scholar
Glomb, T. M., Richman, W. L., Hulin, C. L., Drasgow, F., Schneider, K. T., & Fitzgerald, L. F. (1997). Ambient sexual harassment: An integrated model of antecedents and consequences. Organizational Behavior and Human Decision Processes, 71, 309–328.CrossRefGoogle ScholarPubMed
Goldberg, C. B. (2011) What do we really know about sexual harassment training effectiveness? In Paludi, M. A. (Ed.), Praeger handbook on understanding and preventing workplace discrimination (Vol. 2, pp. 45–48). Santa Barbara, CA: Praeger.CrossRefGoogle Scholar
Goldman, B. M., Gutek, B. A., Stein, J. H., & Lewis, K. (2006). Employment discrimination in organizations: Antecedents and consequences. Journal of Management, 32, 786–830. doi:10.117710149206306293544Google Scholar
Hauenstein, N. M. A., Findlay, R. A., & McDonald, D. P. (2010). Using situational judgment tests to assess training effectiveness: Lessons learned evaluating military equal opportunity advisor trainees. Military Psychology, 22, 262–281. doi:10.1080/089956052010492679CrossRefGoogle Scholar
Hebl, M. R., Bigazzi Foster, J., Mannix, L. M., & Dovidio, J. F. (2002). Formal and interpersonal discrimination: A field study of bias toward homosexual applicants. Personality and Social Psychology Bulletin, 28, 815–825.Google Scholar
Holladay, C. L., Knight, J. L., Paige, D. L., & Quiñones, M. A. (2003). The influence of framing on attitudes toward diversity training. Human Resource Development Quarterly, 14, 245–263. doi:10.1002/hrdq.1065CrossRefGoogle Scholar
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.CrossRefGoogle Scholar
Hussey, I., & De Houwer, J. (unpublished manuscript). Completing a race IAT increases implicit racial bias. Retrieved from https://doi.org/10.31234/osf.io/vxsj7CrossRefGoogle Scholar
Jaycox, L. H., Schell, T. L., Morral, A. R., Street, A., Farris, C., Kilpatrick, D., & Tanielian, T. (2015). Sexual assault findings: Active component. In Morral, A. R., Gore, K. L., and Schell, T. L. (Eds.), Sexual assault and sexual harassment in the U.S. military, volume 2: Estimates for Department of Defense Service Members from the 2014 RAND Military Workplace Study (pp. 9–30, technical report #RAND-RR870z2-1). Santa Monica, CA: RAND Corporation.Google Scholar
Jefferson, H., & Lewis, N. Jr. (2018, April 23). Starbucks won’t have any idea whether its diversity training works. Washington Post. Retrieved from https://www.washingtonpost.com/news/posteverything/wp/2018/04/23/starbucks-wont-have-any-idea-whether-its-diversity-training-works/?noredirect=on&utm_term=.43ea30c1b395).CrossRefGoogle Scholar
Johnson, P. A., Bidnall, S. E., & Benya, F. F. (Eds.) (2018). Sexual harassment of women: Climate, culture, and consequences in academic sciences, engineering, and medicine. Washington, DC: The National Academies Press.Google Scholar
Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle discrimination in the workplace: A vicious cycle. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10, 51–76. doi:10.1017/iop.2016.91Google Scholar
Kalinoski, Z. T., Steele-Johnson, D., Peyton, E. J., Leas, K. A., Steinke, J., & Bowling, N. A. (2013). A meta-analytic evaluation of diversity training outcomes. Journal of Organizational Behavior, 34, 1076–1104. doi:10.1002/job.1839Google Scholar
Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 71, 589–617.CrossRefGoogle Scholar
Kapor Center for Social Impact. (2017). Teach leavers study: A first-of-its-kind analysis of why people voluntarily left jobs in tech (white paper). Retrieved from https://www.kaporcenter.org/wp-content/uploads/2017/08/TechLeavers2017.pdfCrossRefGoogle Scholar
Kath, L. M., & Magley, V.J. (2014). Development of a theoretically grounded model of sexual harassment awareness training effectiveness. In Chen, P.-Y. and Cooper, C. L. (Eds.), Work and Wellbeing: Wellbeing: A Complete Reference Guide, Volume III (pp. 319–339). London, England: John Wiley & Sons, Ltd.CrossRefGoogle Scholar
Kaylor, L., & Weaver, T. (2018). An examination of work-related factors that may impact military sexual trauma (Doctoral dissertation, St. Louis University, St. Louis, MO).CrossRefGoogle Scholar
Keenan, J. P. (2002). Whistleblowing: a study of managerial differences. Employee Responsibilities and Rights Journal, 14, 17–32. doi:10.1023/A:1015796528233.Google Scholar
Kim, Y., & Ployhart, R. E. (2014). The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession (monograph). Journal of Applied Psychology, 99, 361–389. doi:10.1037/a0035408Google Scholar
Kish-Gephart, J. J., Harrison, D. A., & Treviño, L. K. (2010). Bad apples, bad cases, and bad barrels: Meta-analytic evidence about sources of unethical decisions at work. Journal of Applied Psychology, 95, 1–31. doi:10.1037/a0017103Google Scholar
Kleinsasser, A., Jouriles, E. N., McDonald, R., & Rosenfield, D. (2015). An online bystander intervention program for the prevention of sexual violence. Psychology of Violence, 5, 227–235. doi:10.1037/a0037393CrossRefGoogle Scholar
Kulik, C. T., Pepper, M. B., Roberson, L., & Parker, S. K. (2007). The rich get richer: Predicting participation in voluntary diversity training. Journal of Organizational Behavior, 28, 753–769. doi:10.1002/job.444CrossRefGoogle Scholar
Kulik, C. T., & Roberson, L. (2008). Common goals and golden opportunities: Evaluations of diversity education in in academic and organizational settings. Academy of Management Learning and Education, 7, 309–331.CrossRefGoogle ScholarPubMed
Lacerenza, C. N., Reyes, D. L., Marlow, S. L., Joseph, D. L., & Salas, E. (2017). Leadership training design, delivery, and implementation: A meta-analysis. Journal of Applied Psychology, 102, 1686–1718. doi:10.1037/apl0000241CrossRefGoogle ScholarPubMed
Lai, C. K. (2019, February 7). A meta-analysis of change in implicit bias and behavior. Presentation at the annual Personality and Social Psychology conference, Portland, OR. Slides available at osf.io/3unva/.CrossRefGoogle Scholar
Lai, C. K., Haidt, J., & Nosek, B. A. (2014). Moral elevation reduces prejudice against gay men. Cognition and Emotion, 28, 781–794. doi:10.1080/02699931.2013.861342CrossRefGoogle Scholar
Lai, C. K., Marini, M., Lehr, S. A., Cerruti, C., Shin, J.-E. L., Joy-Gaba, J. A., … Nosek, B. A. (2014). Reducing implicit racial preferences: I. A comparative investigation of 17 interventions. Journal of Experimental Psychology: General, 143, 1765–1785. doi:10.1037/a0036260CrossRefGoogle ScholarPubMed
Lai, C. K., Skinner, A. L., Cooley, E., Murrar, S., Brauer, B., Devos, T., … Nosek, B. A. (2016). Reducing implicit racial preferences: II. Intervention effectiveness across time. Journal of Experimental Psychology: General, 145, 1001–1016. doi:10.1037/xge0000179Google Scholar
Lee, D. S., Guy, L., Perry, B., Sniffen, C. K., & Mixson, S. A. (2007). Sexual violence prevention. The Prevention Researcher, 14(2), 15–20.CrossRefGoogle ScholarPubMed
Leidner, B., Castano, E, Zaiser, E., & Giner-Sorolla, R. (2010). Ingroup glorification, moral disparagement, and justice in the context of collective violence. Personality and Social Psychology Bulletin, 36, 1115–1129. doi:10.1177/0146167210376391CrossRefGoogle ScholarPubMed
Lim, S., & Cortina, L.M. (2005). Interpersonal mistreatment in the workplace: The interface and impact of general incivility and sexual harassment. Journal of Applied Psychology, 90, 483–496. doi:10.1037/0021-9010.90.3.483.CrossRefGoogle ScholarPubMed
Marquis, J. P., Farris, C., Hall, K. C., Kamarck, K. N., Lim, N., Shontz, D., … Wong, E. C. (2017). Improving oversight and coordination of Department of Defense programs that address problematic behaviors among military personnel (Technical report #RR3152). Santa Monica, CA: RAND.Google Scholar
McCall, L. (2005). The complexity of intersectionality. Signs, 30, 1771–1800.CrossRefGoogle Scholar
McKay, P. F., Avery, D. R., Tonidandel, S., Morris, M. A., Hernandez, M., & Hebl, M. R. (2007). Racial differences in employee retention: Are diversity climate perceptions the key? Personnel Psychology, 60, 35–62.CrossRefGoogle ScholarPubMed
Medeiros, K., & Griffith, J. (2019). #Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(1), 1–19. doi:10.1017/iop.2018.155Google Scholar
Miller, D. T., & Prentice, D. A. (2016). Changing norms to change behavior. Annual Review of Psychology, 67, 339–361. doi:10.1146/annurev-psych-010814-015013CrossRefGoogle Scholar
Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66, 805–824. doi:10.1111/peps.12055CrossRefGoogle Scholar
Mulvey, K. L., Palmer, S. B., & Abrams, D. (2016). Race-based humor and peer group dynamics in adolescence: Bystander intervention and social exclusion. Child Development, 87, 1379–1391. doi:10.1111/cdev.12600CrossRefGoogle Scholar
Nelson, J., Dunn, K. M., Paradies, Y., Pederson, A., Sharpe, S., Hynes, M., & Guerin, B. (2010). Review of bystander approaches in support of preventing race-based discrimination. Victorian Health Promotion Foundation (VicHealth), Carlton, Australia. Retrieved from http://www.vichealth.vic.gov.au/~/media/ResourceCentre/PublicationsandResources/Discrimination/Bystander_discrim_review.ashxCrossRefGoogle Scholar
O’Boyle, E. Jr., & Aguinis, H. (2012). The best and the rest: Revisiting the norm of normality of individual performance. Personnel Psychology, 65, 79–119.CrossRefGoogle ScholarPubMed
O’Leary-Kelly, A. M., Bowes-Sperry, L., Bates, C. A., & Lean, E. R. (2009). Sexual harassment at work: A decade (plus) of progress. Journal of Management, 35, 503–536. doi:10.1177/0149206308330555CrossRefGoogle Scholar
Offermann, L. R., & Malamut, A. B. (2002). When leaders harass: The impact of target perceptions of organizational leadership and climate on harassment reporting and outcomes. Journal of Applied Psychology, 87, 885–893. doi:10.1037/0021-9010.87.5.885CrossRefGoogle ScholarPubMed
Osatuke, K., Yanovsky, B., & Ramsel, D. (2017). Executive coaching: New framework for evaluation. Consulting Psychology Journal: Practice and Research, 69, 172–186. doi:10.1037/cpb0000073Google Scholar
Pager, D., & Shepherd, H. (2008). The sociology of discrimination: Racial discrimination in employment, housing, credit, and consumer markets. Annual Review of Sociology, 34, 181–209.CrossRefGoogle Scholar
Paluck, E. L., & Green, D. P. (2009). Prejudice reduction: What works? A review and assessment of research and practice. Annual Review of Psychology, 60, 339–367. doi:10.1146/annurev.psyc.60.110707.163607CrossRefGoogle Scholar
Paluck, E. L., Green, S. A., & Green, D. P. (2019). The contact hypothesis re-evaluated. Behavioural Public Policy, 3(2), 129–158. doi:10.1017/bpp.2018.25CrossRefGoogle ScholarPubMed
Phillips, B. N., Deiches, J., Morrison, B., Chan, F., & Bezyak, J. L. (2016). Disability diversity training in the workplace: Systematic review and future directions. Journal of Occupational Rehabilitation, 26, 264–275. doi:10.1007/s10926-015-9612-3CrossRefGoogle Scholar
Pina, A., Gannon, T. A., & Saunders, B. (2009). An overview of the literature on sexual harassment: Perpetrator, theory, and treatment issues. Aggression and Violent Behavior, 14, 126–138. doi:10.1016/j.avb.2009.01.002CrossRefGoogle ScholarPubMed
Porath, C. L., Gerbasi, A., & Schorch, S. L. (2015). The effects of civility on advice, leadership, and performance. Journal of Applied Psychology, 100, 1527–1541. http://dx.doi.org/10.1037/apl0000016CrossRefGoogle ScholarPubMed
Robb, L. A., & Doverspike, D. (2001). Self-reported proclivity to harass as a moderator of the effectiveness of sexual harassment-prevention training. Psychological Reports, 88, 85–88.CrossRefGoogle Scholar
Rubino, C., Avery, D. R., McKay, P. F., Moore, B. L., Wilson, D. C., Van Driel, M. S., … McDonald, D. P. (2018). And justice for all: How organizational justice climate deters sexual harassment. Personnel Psychology, 71, 519–544. doi:10.1111/peps.12274CrossRefGoogle ScholarPubMed
Ruggs, E. N., Martinez, L. R., & Hebl, M. R. (2011). How individuals and organizations can reduce interpersonal discrimination. Social and Personality Psychology Compass, 5, 29–42. doi:10.1111/j.1751-9004.2010.00332.xCrossRefGoogle Scholar
Sackett, P. R. (2002). The structure of counterproductive work behaviors: Dimensionality and relationships with facets of job performance. International Journal of Selection and Assessment, 10, 5–11.CrossRefGoogle Scholar
Sadler, A. G., Mengeling, M. A., Booth, B. M., O’Shea, A. M. J., & Torner, J. C. (2017). The relationship between U.S. military officer leadership behaviors and risk of sexual assault of Reserve, National Guard, and active component servicewomen in nondeployed locations. American Journal of Public Health, 107, 147–155. doi:10.2105/AJPH.2016.303520CrossRefGoogle ScholarPubMed
Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological Sciences in the Public Interest, 13, 74–101. doi:10.1177/1529100612436661CrossRefGoogle Scholar
Senn, C. Y., & Forrest, A. (2015). “And then one night when I went to class …”: The impact of sexual assault bystander intervention workshops incorporated in academic courses. Psychology of Violence, 6, 607–618.CrossRefGoogle Scholar
Settles, I. H., & Buchanan, N. T. (2014). Multiple groups, multiple identities, and intersectionality. In Benet-Martínez, V. & Hong, Y. (Eds.), The Oxford handbook of multicultural identity (pp. 160–180). New York, NY: Oxford University Press.CrossRefGoogle Scholar
Shields, S. A. (2008). Gender: An intersectionality perspective. Sex Roles, 59(5–6), 301–311.CrossRefGoogle ScholarPubMed
Sickler, J. (2018, May 2). What does a bad business reputation cost? Retrieved from https://www.commpro.biz/what-does-a-bad-business-reputation-cost/CrossRefGoogle ScholarPubMed
Society for Industrial and Organizational Psycholog y, Inc. (2016). Guidelines for education and training in industrial-organizational psychology. Bowling Green, OH: Author. Available at http://www.siop.org/Instruct/SIOP_ET_Guidelines_2017.pdf.CrossRefGoogle Scholar
Starbucks. (2018, April 17). (News release.) Starbucks to close all stores nationwide for racial-bias education on May 29. Retrieved from https://news.starbucks.com/press-releases/starbucks-to-close-stores-nationwide-for-racial-bias-education-may-29Google Scholar
State of New South Wales, Department of Premier and Cabinet, Behavioral Insights Unit (2016, August). Behavioural approaches to increasing workforce diversity (white paper). State of New South Wales, Australia. Retrieved from https://bi.dpc.nsw.gov.au/.CrossRefGoogle Scholar
Tankard, M. E., & Paluck, E. L. (2016). Norm perception as a vehicle for social change. Social Issues and Policy Review, 10, 181–211. doi:10.1111/sipr.12022Google Scholar
Triana, M. del C., Jayasinghe, M., & Pieper, J. R. (2015). Perceived workplace racial discrimination and its correlates: A meta-analysis. Journal of Organizational Behavior, 36, 491–513. doi:10.1002/job.1988Google Scholar
U.S. Department of Justice. (2018, June). Review of gender equity in the Department’s law enforcement components (technical report #18-03). Washington, DC: U.S. Department of Justice, Office of the Inspector General, Evaluation and Inspections Division. Retrieved from https://oig.justice.gov/reports/2018/e1803.pdf#page=1Google Scholar
U.S. Code of Federal Regulation, Title 29, Subtitle B, Chapter XIV, Part 1604, Section 1604.11. Retrieved from https://www.law.cornell.edu/cfr/text/29/1604.11Google Scholar
U.S. Equal Employment Opportunity Commission. (n.d.). Enforcement and litigation statistics. Retrieved from https://www.eeoc.gov/eeoc/statistics/enforcement/CrossRefGoogle Scholar
U.S. Government Accountability Office. (2017). Sexual violence: Actions needed to improve DOD’s efforts to address the continuum of unwanted sexual behaviors (report # GAO-18-33). Washington, DC: U.S. Government Accountability Office.CrossRefGoogle Scholar
U.S. Merit Systems Protection Board. (2014, May). Sexual orientation and the federal workplace: Policy and perception. Washington, DC: U.S. Merit Systems Protection Board.Google Scholar
U.S. Merit Systems Protection Board. (2018a). Update on sexual harassment in the federal workplace. Washington, DC: U.S. Merit Systems Protection Board.Google Scholar
U.S. Merit Systems Protection Board. (2018b, May). Issues of merit. Washington, DC: U.S. Merit Systems Protection Board.Google Scholar
Walton, G. M., & Cohen, G. L. (2007). A question of belonging: Race, social fit, and achievement. Journal of Personality and Social Psychology, 92, 82–96. doi:10.1037/0022-3514.92.1.82Google Scholar
Wasti, S. A., Bergman, M. E., Glomb, T. M., & Drasgow, F. (2000). Test of the cross-cultural generalizability of a model of sexual harassment. Journal of Applied Psychology, 85, 766–778.Google Scholar
Weir, K. (2018, July/August). Psychological testing and assessments are going high-tech. Monitor on Psychology, 49(7), 34. Retrieved from https://www.apa.org/monitor/2018/07-08/ce-corner.aspx.Google Scholar
Wilkins, N., Tsao, B., Hertz, M., Davis, R., & Klevens, J. (2014). Connecting the dots: An overview of the links among multiple forms of violence (technical report). Atlanta, GA: National Center for Injury Prevention and Control, Centers for Disease Control and Prevention.Google Scholar
Williams, J. H., Fitzgerald, L. F., & Drasgow, F. (1999). The effects of organizational practices on sexual harassment and individual outcomes in the military. Military Psychology, 11, 303–328.CrossRefGoogle ScholarPubMed
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.CrossRefGoogle Scholar