The promise and peril of sexual harassment programs
The promise and peril of sexual harassment programs
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DOI：
10.1073/pnas.1818477116
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发表时间：
2019-06-18
影响因子：
11.1
通讯作者：
Kalev, Alexandra
中科院分区：
文献类型：
--
作者：
Dobbin, Frank;Kalev, Alexandra
二十年前，最高法院审查了当时流行的工作场所骚扰计划：性骚扰申诉程序和培训。然而，工作中的骚扰仍然很常见。这些计划可以减少骚扰吗？计划的效果很难衡量，但是，由于女性经常在受到骚扰后辞职，减少骚扰的计划应该有助于公司留住现任和有抱负的女性经理。因此，在实施有效的计划之后，应该增加女性管理人员的数量。我们分析了 805 家公司 32 岁以上的数据，探讨新的性骚扰计划如何影响白人、黑人、西班牙裔和亚裔美国女性在管理层的代表性。我们找到了对几个提议的支持。首先，调查显示，性骚扰申诉程序会煽动报复，但不能让投诉人满意，随之而来的是女性管理者人数的减少。其次，对管理人员的培训鼓励管理人员寻找问题迹象并进行干预，随后女性管理人员的人数有所增加。第三，员工培训禁止特定行为，并表明男性学员是潜在的肇事者，随之而来的是女性管理者的减少。有两个命题具体说明了管理人员构成如何调节项目效果。第一，由于女性更有可能相信骚扰投诉，并且不太可能对培训做出负面反应，因此在女性经理较多的公司中，计划效果更好。第二，在女性经理较多的公司中，骚扰计划可能会引发针对某些女性群体的群体威胁和强烈抵制。项目的积极和消极影响存在于不同类型的工作场所。
Two decades ago, the Supreme Court vetted the workplace harassment programs popular at the time: sexual harassment grievance procedures and training. However, harassment at work remains common. Do these programs reduce harassment? Program effects have been difficult to measure, but, because women frequently quit their jobs after being harassed, programs that reduce harassment should help firms retain current and aspiring women managers. Thus, effective programs should be followed by increases in women managers. We analyze data from 805 companies over 32 y to explore how new sexual harassment programs affect the representation of white, black, Hispanic, and Asian-American women in management. We find support for several propositions. First, sexual harassment grievance procedures, shown in surveys to incite retaliation without satisfying complainants, are followed by decreases in women managers. Second, training for managers, which encourages managers to look for signs of trouble and intervene, is followed by increases in women managers. Third, employee training, which proscribes specific behaviors and signals that male trainees are potential perpetrators, is followed by decreases in women managers. Two propositions specify how management composition moderates program effects. One, because women are more likely to believe harassment complaints and less likely to respond negatively to training, in firms with more women managers, programs work better. Two, in firms with more women managers, harassment programs may activate group threat and backlash against some groups of women. Positive and negative program effects are found in different sorts of workplaces.