Industrial-Organizational Psychology Learning Module Sexual Harassment

1. Industrial-Organizational Psychology Learning ModuleSexual Harassment Prepared by the Society for Industrial and Organizational Psychology - SIOP

2. Lesson Objectives At the end of this lecture, you should: • Know the definition of sexual harassment • Understand the difference between two major types of sexual harassment: quid pro quo and hostile work environment • Understand the difference between harassment as a legal concern and as a perception • Know the major legal milestones regarding sexual harassment • Recognize perceptual influences on sexual harassment Prepared by the Society for Industrial and Organizational Psychology - SIOP

3. Sexual Harassment is: Any sexually-based behavior that is knowingly unwanted and either: • has an adverse effect on a person’s employment status, • interferes with a person’s job performance, or • creates a hostile or intimidating work environment Prepared by the Society for Industrial and Organizational Psychology - SIOP

4. The Law on Sexual Harassment • Illegal under the Civil Rights Act of 1964 • 1977 - First quid pro quo ruling • 1986 - First Supreme Court hostile environment ruling • 1991 - Clarence Thomas/Anita Hill hearings Prepared by the Society for Industrial and Organizational Psychology - SIOP

5. How Frequently Does it Occur? • 1989: between 42 and 92% of working women have been sexually harassed • 1988 & 1995 DOD survey • women reporting being harassed dropped from 64% to 55% • 1991 & 1998 CNN/Time Poll • “Is SH of women a big problem?” • 1991 - 37% said yes • 1998 - 26% said yes Prepared by the Society for Industrial and Organizational Psychology - SIOP

6. Personal and Situational Characteristics Affecting Perceptions of Harassment Harassment is more likely to be perceived when: • the target is female and the perpetrator is male • the target has less power than the perpetrator • the behavior is repeated • request by the target for behavior to stop • negative consequences follow • the target suffers emotional or stress-related symptoms • the organization has been “soft” on perpetrators in the past Prepared by the Society for Industrial and Organizational Psychology - SIOP

7. Event 1 • An older female works as a cashier at a gas station/garage. The mechanics are male, and most are younger than she is. While the men never make comments to her, she has overheard them making comments about attractive female customers who bring in their cars for repair. There are also several calendars in the shop area showing women in bikinis. Prepared by the Society for Industrial and Organizational Psychology - SIOP

8. Event 2 • A male professor teaches a literature class at a local college. His reading list includes several books that, while considered classics, involve stories of rape or the seduction of women. He occasionally uses graphic metaphors in his classes, such as comparing creative writing to having sex. Prepared by the Society for Industrial and Organizational Psychology - SIOP

9. Event 3 • A male boss asks a female subordinate to travel with him on a personal business trip. There appears to her to be no real business need for her to travel. In order to save money, the trip will require them to stay over on a Saturday night. She refuses, because she feels it is inappropriate. On her next performance evaluation, she receives a much lower rating than she expected. Prepared by the Society for Industrial and Organizational Psychology - SIOP

10. Event 4 • Ninth-graders at a local middle school (both male and female) tease a classmate because she has a reputation for dating older boys. They call her names such as bitch and tramp. She becomes depressed by the teasing and her schoolwork suffers. Prepared by the Society for Industrial and Organizational Psychology - SIOP

11. Event 5 • A female co-worker has a desk near the water fountain. Male co-workers frequently stop at the fountain on Monday mornings and discuss their weekends. Much of this discussion includes detailed replays of their sexual activity and often includes derogatory or sexist remarks about their women partners. While they never speak to the female co-worker, she can overhear them. She has repeatedly asked them to stop, and she has begun to dread coming in to work on Mondays. Prepared by the Society for Industrial and Organizational Psychology - SIOP

12. Event 6 • A female supervisor asks a male subordinate out on three occasions. Each time, he refuses, but appears pleased that she has asked him. On the fourth occasion, she warns him that the next time she asks him out, he had “better play ball or else.” He is now concerned because he needs his job very badly. Prepared by the Society for Industrial and Organizational Psychology - SIOP

13. Event 7 • A male supervisor frequently goes out to lunch with his male subordinates. His female subordinates are rarely asked. He also plays basketball on weekends with several of the other males. He appears to treat both males and females equally in discussions, but everyone in the office is aware that he always gives better work assignments and higher raises to the male subordinates. Prepared by the Society for Industrial and Organizational Psychology - SIOP

14. I-O psychologists are active in prevention of sexual harassment • Help develop effective company policies and procedures on sexual harassment • Design training to address: • general awareness of sexual harassment • definitions, policies, procedures • communication skills • to avoid harassment before it happens • conflict resolution skills • to address harassment went it occurs Prepared by the Society for Industrial and Organizational Psychology - SIOP