Sexual harassment policies in the organization

Abstract

Scope and Method of Study: This study reviews literature covering sexual harassment in organizations and reasons why sexual harassment policies are being instituted in organizations. Hypotheses are made concerning the relationship of organizational characteristics to the presence of a sexual harassment policy. A questionnaire was sent to over 200 professionals seeking information on various facets of sexual harassment policies. Chi-square is used for the statistical analysis of the data. Conclusions are drawn from the literature reviewed and the sample which was surveyed.

Findings and Conclusions: Employers are found to be liable in cases where the employer has knowledge or should have knowledge of the constituted sexual harassment. Sexual harassment policies are usually instituted in an organization in order to aid in prevention of employer liability. Certain characteristics of organizations tend to increase the likelihood of the presence of a sexual harassment policy: large organizations (500 or more employees) are more likely to have policies than smaller organizations. Also ; a union presence increases the likelihood of a sexual harassment policy. Furthermore, firms that have implemented policies have reported more allegations than firms without policies, although the reason for most firms implementing policies is an effort to be more defensive. Finally, a wider range of organization sizes, industries, and community settings are implementing sexual harassment policies due to the fact that more employers are finding themselves liable and have decided to take preventive measures.