Hostname: page-component-cd9895bd7-fscjk Total loading time: 0 Render date: 2024-12-24T14:16:52.522Z Has data issue: false hasContentIssue false
  • English
  • Français

Looking beyond training as a solution to workplace sexual harassment and discrimination

Published online by Cambridge University Press:  28 July 2020

Jillian Anne Latham Open the ORCID record for Jillian Anne Latham [Opens in a new window]
Jillian Anne Latham*
Affiliation:
The University of Western Australia
*
*Corresponding author. Email: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 13 , Issue 2 , June 2020 , pp. 168 - 173
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.)

References

Australian Human Rights Commission. (2018). Everyone’s business: Fourth national survey on sexual harassment in Australian workplaces. Retrieved from https://www.humanrights.gov.au/our-work/sex-discrimination/publications/everyones-business-fourth-national-survey-sexualGoogle Scholar
Bagdasarov, Z., Olson-Buchanan, J., & MacDougall, A. E. (2019). Improving sexual harassment and sexual assault training effectiveness by aligning training efforts with business strategy. Industrial and Organizational Psychology, 12, 84–88.CrossRefGoogle Scholar
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.CrossRefGoogle ScholarPubMed
Bohnet, I. (2016). What works: Gender equality by design. Cambridge, MA: Harvard University Press.CrossRefGoogle Scholar
Buengeler, C., Leroy, H., & De Stobbeleir, K. (2018). How leaders shape the impact of HR’s diversity practices on employee inclusion. Human Resource Management Review, 28, 289–303.CrossRefGoogle Scholar
Castilla, E. J. (2015). Accounting for the gap: A firm study manipulating organizational accountability and transparency in pay decisions. Organization Science, 26, 311–333.CrossRefGoogle Scholar
Chun, E., & Evans, A. (2019). Conducting an institutional diversity audit in higher education: A practitioner’s guide to systematic diversity transformation. Sterling, VA: Stylus Publishing, LLC.Google Scholar
Dobbin, F., Kim, S., & Kalev, A. (2011). You can’t always get what you need: Organizational determinants of diversity programs. American Sociological Review, 76, 386–411.CrossRefGoogle Scholar
Dover, T. L., Kaiser, C. R., & Major, B. (2020). Mixed signals: The unintended effects of diversity initiatives. Social Issues and Policy Review, 14, 152–181. doi: 10.1111/sipr.12059CrossRefGoogle Scholar
Hamilton, K. M., Snoeyink, M. J., & Martinez, L. R. (2019). Blurred lines: How to approach sexual harassment training when sexual harassment isn’t always about sex. Industrial and Organizational Psychology, 12(3), 345–349.CrossRefGoogle Scholar
Heilman, M. E., & Caleo, S. (2018). Combatting gender discrimination: A lack of fit framework. Group Processes & Intergroup Relations, 21, 725–744.CrossRefGoogle Scholar
Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., & Shapiro, J. R. (2013). Presumed fair: Ironic effects of organizational diversity structures. Journal of Personality and Social Psychology, 104, 504–519.CrossRefGoogle ScholarPubMed
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
Kalysh, K., Kulik, C. T., & Perera, S. 2016. Help or hindrance? Work-life practices and women in management. Leadership Quarterly, 27(3), 504–518.CrossRefGoogle Scholar
Kaplan, R. S., & Norton, D. P. (1992). The balanced scorecard—measures that drive performance. Harvard Business Review, 70, 71–79.Google ScholarPubMed
Leslie, L. M. (2019). Diversity initiative effectiveness: A typological theory of unintended consequences. Academy of Management Review, 44, 538–563.CrossRefGoogle Scholar
Lowman, R. L. (2012). The scientist-practitioner consulting psychologist. Consulting Psychology Journal: Practice and Research, 64, 151–156.CrossRefGoogle Scholar
Madera, J. M., Lee, L., & Dawson, M. (2019). Sexual harassment and sexual assault training: Consider the industry. Industrial and Organizational Psychology, 12, 96–99.CrossRefGoogle Scholar
Magley, V. J., Fitzgerald, L. F., Salisbury, J., Drasgow, F., & Zickar, M. J. (2013). Changing sexual harassment within organizations via training interventions: Suggestions and empirical data. In Burke, R. & Cooper, C. (Eds.), The fulfilling workplace: The organization’s role in achieving individual and organizational health (pp. 225–246). Burlington, VT: Bower.Google Scholar
McDonald, P., Charlesworth, S., & Graham, T. (2015). Developing a framework of effective prevention and response strategies in workplace sexual harassment. Asia Pacific Journal of Human Resources, 53, 41–58.CrossRefGoogle Scholar
Quick, J. C., & McFadyen, M. (2017). Sexual harassment: Have we made any progress? Journal of Occupational Health Psychology, 22, 286–298.CrossRefGoogle ScholarPubMed
Roehling, M. V., & Huang, J. (2018). Sexual harassment training effectiveness: An interdisciplinary review and call for research. Journal of Organizational Behavior, 39, 134–150.CrossRefGoogle Scholar
Troiano, E. (2020, January 28). Topic overview: Diversity councils. Retrieved from https://www.catalyst.org/research/diversity-councils-overview/Google Scholar
Vinkenburg, C. J. (2017). Engaging gatekeepers, optimizing decision making, and mitigating bias: Design specifications for systemic diversity interventions. Journal of Applied Behavioral Science, 53, 212–234.CrossRefGoogle ScholarPubMed
Workplace Gender Equality Agency. (2019). Workplace flexibility. Retrieved from https://www.wgea.gov.au/topics/workplace-flexibilityGoogle Scholar