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Sexual Harassment Training Focused Solely on Protecting Organizations From Lawsuits Won't Change a Toxic Culture for Women to an Inclusive One

Sexual Harassment Training Focused Solely on Protecting Organizations From Lawsuits Won't Change a Toxic Culture for Women to an Inclusive One

Darrell Norman Burrell, Shanel Lu, Preston Vernard Leicester Lindsay, Sharon L. Burton, Roderick French, Aikyna Finch, Quatavia McLester, Delores Springs
Copyright: © 2021 |Volume: 1 |Issue: 1 |Pages: 14
ISSN: 2691-9192|EISSN: 2691-9214|EISBN13: 9781799831631|DOI: 10.4018/IJPSS.2021010102
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MLA

Burrell, Darrell Norman, et al. "Sexual Harassment Training Focused Solely on Protecting Organizations From Lawsuits Won't Change a Toxic Culture for Women to an Inclusive One." IJPSS vol.1, no.1 2021: pp.12-25. http://doi.org/10.4018/IJPSS.2021010102

APA

Burrell, D. N., Lu, S., Lindsay, P. V., Burton, S. L., French, R., Finch, A., McLester, Q., & Springs, D. (2021). Sexual Harassment Training Focused Solely on Protecting Organizations From Lawsuits Won't Change a Toxic Culture for Women to an Inclusive One. International Journal of Public Sociology and Sociotherapy (IJPSS), 1(1), 12-25. http://doi.org/10.4018/IJPSS.2021010102

Chicago

Burrell, Darrell Norman, et al. "Sexual Harassment Training Focused Solely on Protecting Organizations From Lawsuits Won't Change a Toxic Culture for Women to an Inclusive One," International Journal of Public Sociology and Sociotherapy (IJPSS) 1, no.1: 12-25. http://doi.org/10.4018/IJPSS.2021010102

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Abstract

The location where workplace sexual harassment occurs points to the importance of workplace structures and practices for the precipitation of sexual harassment. In fact, some of the current theoretical explanations of sexual harassment focus primarily on organizational features that may facilitate sexual harassment, such as hierarchies and organizational cultures. Organizational literature suggests that in recent decades there has been a trend toward increased use of organizational practices that might empower workers, make organizations more inclusive, and constructively change organizational cultures through interventions. Assumptions about men and women contained in hegemonic gender beliefs can become embedded in organizational structures, authority lines, job classifications, institutional rules, and employee interactions. This paper explores these notions through a case study of an organizational intervention and a content analysis of the literature.

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