Train Targets to Respond to Sexual Harassment, Not Just Report It

Train Targets to Respond to Sexual Harassment, Not Just Report It

Sexual harassment is as old as workplaces themselves. Today, organizations train employees how to report it, and it is clear that high-profile leaders may lose their jobs when it comes to light. However, we don’t know as much about how simply being harassed – and how targets respond to the harassment in moment of harasser aggression —might affect their careers. In fact, our recent research suggests that organizations might consider training employees HOW to respond to sexual harassment when it occurs, not just on report practices.

In research published in the International Journal of Business Communication, Dr. Joseph Scudder of Northern Illinois University and I explored the perceptions of the effectiveness of the message responses used by female targets of sexual harassment by male harassers. We also explored how the target’s responses affect bystanders’ perceptions of her communication effectiveness and her future potential of being promoted.?

Surveying workers with an average of 12 years of work experience, across a variety of industries, we found that assertive responses were considered the most effective in supporting a positive image of the target and avoidance was the least effective. To stop future harassment, assertiveness and assertive-empathetic responses were perceived as effective strategies. In terms of maintaining the prospects for future promotions, participants again rated assertiveness as the best strategy.?

In a nutshell, to be seen as competent and promotable, targets of sexual harassment need to say something in the moment of harassment. Saying something also increase others’ perceptions the harassment will stop. Yet, most organizational training focuses on reporting – which means that in the moment targets (women) are likely silent as the harassment occurs, and sadly, it goes dramatically unreported since most targets do not have faith reporting will make a difference.?

We need to keep exploring effective communication strategies that empower targets to speak up as the harassment is occurring. Targets of harassment need to know what to say and how to say it. It is often difficult given the power dynamics and workplace cultures -- the proverbial Catch-22 : Speaking up risks humiliating the harasser who can engage in retaliation, but staying silent means bystanders might see the target as less competent and promotable.?

Although researchers need to keep exploring these dynamics, we can start by at least providing training so if targets want to say something, they know how to do so assertively and firmly.

Mills, C. B., & Scudder, J. N. (2020). He said, she said: the effectiveness and outcomes of responses to sexual harassment. International Journal of Business Communication, 2329488420941924.

You can also contact me for a copy.