NCJ Number
164283
Date Published
1996
Length
12 pages
Annotation
Although sexual harassment literature has grown exponentially since confirmation hearings of U.S. Supreme Court Justice Clarence Thomas, very little research has focused on the sexual harasser and there is a need for individual training to address the educational and emotional needs of some sexual harassers who remain in the workplace and who are not motivated to change.
Abstract
Effective individual training can help sexual harassers understand and change their behavior. Ideally, training should be conducted by an independent consultant who has not been involved in investigating and resolving workplace sexual harassment incidents. Organizations should not use individual training as a replacement for discipline, however, and training should be reserved for educating and rehabilitating employees who are appropriately retained by organizations. Sexual harassment trainers should be objective and well-versed in legal and organizational responses to sexual harassment and discrimination, the psychology of power, gender dynamics and differences, sexual abuse, and effects of sexual harassment on victims and work groups. Procedures are described for setting up a sexual harassment training program, along with the philosophy and content of training sessions. A case example of a university professor who received sexual harassment training is provided. 11 references and 1 figure