Applied I/O

Psychology Project
By Katherine Kersey

PSY 4332.001
 Part 1: Describe cultural context for the problem of workplace sexual harassment.
In the article titled “Advocates Push for Stronger Measures to Protect Hotel Workers
from Sexual Harassment” by Samantha Raphelson, it explains that the hotel industry is one that
has a higher prevalence of sexual harassment. It says in 2016, Seattle passed a law that required
all hotels to provide housekeepers with panic buttons to use if they are sexually assaulted,
harassed or threatened by a guest. Other cities and unionized hotel workers are also working
towards having panic buttons or similar requirements in their contracts or laws. In Seattle, 53
percent of surveyed housekeepers said they had experienced some form of harassment at least
once in their careers. Advocates for the panic buttons hope it will increase in the reporting of
sexual harassment and make is safer for victims to come forward. This is an issue because there
is often a power imbalance between the guests who pay hundreds of dollars for their room and
the mostly female housekeepers who clean them.1
From the article, “HOTEL INDUSTRY ANNOUNCES ADDED SAFETY MEASURES
FOR EMPLOYEES; BUILDS ON LAYERS OF SECURITY PROCEDURES”, it states that the
American Hotel & Lodging Association (AHLA) and major hotel brands in membership, such as
the Hilton, Hyatt, and Marriot, announced the 5-Star Promise on September 6th, 2018. This 5-
Star Promise is a pledge to provide hotel employees in the U.S. with employee safety devices,
commit to better policies, training, and resources that are aimed at improving hotel safety. This
includes preventing and responding to sexual harassment and assault.2
In the article “The Silence Breakers”, it highlights the many stories of the MeToo
movement, from famous celebrities to hospitality workers, many women have been coming
forward about their struggle with sexual harassment at work. In one of their interviews, a hotel
housekeeper explained that she and other housekeepers didn’t complain about guests who
exposed themselves, or did worse things in front of them, in fear of losing their paychecks. In
another situation, a woman was hired as a hospitality coordinator at the Plaza. She was ecstatic
for the job but while at work, a co-worker would make many crude, sexual remarks at her and
would even grope her. One incident was even caught on camera, but management didn’t properly
respond. Since then, she and six other employees filed a sexual harassment suit against the hotel.
However, she can’t afford to leave the job and ends up having to face her harasser every day. 3
The article “Hidden Victims of Sexual Harassment: Hotel Workers”, highlights the many
perspectives of hotel staff and some celebrities that stay there. Often, the hotel will put a
preference on their celebrity cliental, leaving the well-being of their employees at risk. In one
incident, a French politician sexually assaulted a hotel employee and the charges against him
were dismissed. One employee handbook that was in use several years ago referenced many
specific ways on how employees should treat guests such as, moving aside when passing them in
the hallway and a warning against telling guests “no”, instead finding considerate alternatives.4
Considering the more intimate and hospitable nature of a hotel environment, employers
in this industry need to be especially aware and protective of their employees regarding sexual
harassment.

1. Advocates Push for Stronger Measures to Protect Hotel Workers from Sexual Harassment (2018)
2. HOTEL INDUSTRY ANNOUNCES ADDED SAFETY MEASURES FOR EMPLOYEES; BUILDS ON LAYERS OF SECURITY
PROCEDURES (2018)
3. The Silence Breakers (2017)
4. Hidden Victims of Sexual Harassment: Hotel Workers (2018)
 Part 2: Consequences of Workplace Sexual Harassment
This information came for a meta-analysis titled, “A Meta-analysis of the Antecedents
and Consequences of Workplace Sexual Harassment. Personnel Psychology”. A meta-analysis is
a statistical analysis that combines data from multiple studies. When similar studies have similar
results, a meta-analysis can be used to discover the common truth among them, meaning more
accurate conclusions can be drawn. In this case, we look at the results pf a meta-analysis where
the effect of sexual harassment at work is shown to greatly impact people negatively in their
career succession and satisfaction. In this analysis, without any sort of exception, sexual
harassment experiences negatively affected victims’ feelings about their job.
Firstly, encountering sexual harassment at work can result in lower organizational
commitment. Employees generally feel that the organization is responsible for these incidences
occurring. If the organization does not do their part to prevent sexual harassment, victims will
have a negative image of the organization. Most people believe that a company should protect its
employees through proactive policies, training, and have effective procedures for dealing with
sexual harassment. On the other hand, it was shown that implementing organizational polices
regarding sexual harassment resulted in higher organizational commitment from employees. 1
If sexual harassment incidents are not properly addressed, employees can engage in both
job or work withdrawal. This can mean avoiding work and can come out in behaviors such as
lateness, absenteeism, and neglectfulness. Employees will also often attempt to remove
themselves form the environment; the workplace in which sexual harassment occurred. This can
be quitting, retiring, etc. but, for many sexual harassment victims, this may not be an option, and
some will even result to individual level sabotage. All these things will result in financial and
productivity loss for any organization, and a loss in job satisfaction for employees. 1
Sexual harassment experiences can also have a negative impact on a victim’s
psychological health. Some sexual harassment experiences can be so severe that a victim could
develop PTSD, anxiety, or depression. The trauma from these experiences can also come out in
physical ways such as nausea, headaches, shortness of breath, or exhaustion.1 Work can already
be stressful and adding such unnecessary trauma to the environment is just unwise.
From just a management perspective, it is just common sense to reduce sexual
harassment in the workplace. Proper implementation of a policy can increase organizational
commitment, reduce turnover, and keep the well-being of employees intact. This will produce an
environment with high satisfaction and productivity, which is beneficial to any company’s
bottom line. Sexual harassment is proven to have a negative impact on how victims feel about
their jobs, their mental health, and with satisfaction in life in general.

1. A Meta-analysis of the Antecedents and Consequences of Workplace Sexual Harassment. Personnel Psychology (2007)
Part 3: Make a case for why addressing sexual harassment in an employment setting is
important from a legal standpoint.
In general, organizations are liable for harassment of employees while they’re on the job.
It can result in high financial and reputational burdens to the company if harassment is not
addressed properly in the workplace. In quid pro quo harassment of employees, an organization
will always be liable. In a hostile environment, the organization can only avoid liability if they
“exercised reasonable care to prevent and correct promptly any sexually harassing behavior” or
if an employee didn’t take reasonable advantage of the opportunities provided by the
organization.1
In order to avoid liability for sexual harassment, a company needs to have a proper,
thought out policy regarding sexual harassment, must have communicated the policy to its
employees, and must enforce the policy. The policy needs to explain the types of harassment and
have a list of names of company officials that employees need to report harassment to. Also,
keep in mind that employers are also responsible for harassment committed by vendors,
customers, and other third parties.1 If a company does not do their part to prevent and correct
sexual harassment at work, they can face adverse legal action from the victim and the EEOC. It
is best an employer be proactive to prevent harassment and reactive as immediately as it occurs.

1. Ch 3: Legal Issues in the Employee Selection (2016)

Sexual Harassment
Training
 Objectives
• Know the definition of sexual harassment

• Know the different types of sexual harassment

• Learn about the effects sexual harassment has in the workplace

• Be familiar with employee rights and organizational obligations

regarding sexual harassment

• Understand the importance of keeping the workplace free of sexual

harassment
 Schedule
Monday - March 11, 2019

Breakfast 8:00 am

Speaker Introduction 9:00 am

Pretest 9:15 am

Brief Group Discussion 9:30 am

Presentation 10:00 am

Snack Break 11:00 am

Group Discussion on Case Study 12:00 pm

Evaluation 1:30 pm
 Today’s Trainer

Dr. Katherine Kersey

Dr. Kersey received her PhD in organizational psychology from the
University of Smart People. For the past 30 years, Dr. Kersey has been a
top consulting psychologist for companies like Apple, Google, and
Amazon. Two years ago, she started her own consultant agency called
“WOW Consulting” that specializes in sexual harassment training and
corporate coaching. WOW Consulting is already a global firm, coaching
and providing sexual harassment training to top companies in places
such as Norway, China, Japan, and the United States.
 Evaluation

This form is anonymous and is used to determine the quality of the training program.
Instructions: select how you feel about the following statements by circling one of the seven
options below them.

1. I learned a lot from today’s training.

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree

2. The trainer did a good job of presenting the information.

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree

3. The presentation was of easy to follow and understand.

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree

4. I overall, had a good experience today.

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree

5. I would recommend this training program to other companies.

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree

6. I would not improve the training in any way.

Strongly Disagree Disagree Somewhat Disagree Neutral Somewhat Agree Agree Strongly Agree
 Part 4b: Pretest
1. What is the definition sexual harassment?
a. Unwelcome sexual advances and requests for sexual favors
b. Verbal or physical conduct of a sexual nature
c.
d. All of the above
e. a and b
Explanation: The EEOC defines sexual harassment as: Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature

2. What would qualify as sexual harassment based on a hostile work environment?

a. James constantly making sexual remarks to Candice, which results in her quitting.
b. James constantly yelling at Janice, saying she is terrible at her work, which results
in her quitting.
c. James repeatedly asking Charles to go on date with him, which results in Charles
quitting.
d. a and c
e. a and b
Explanation: Sexual harassment based on a hostile environment is defined as being an unwanted
pattern of conduct related to gender that unreasonably interferes with an individual’s work
performance. In a and c, James’s behavior is continuous, is based on the two persons sex, and
interferes enough with their work performance to make them quit. It just so happens in this case,
that James is evidently interested in both genders. James repeated yelling at Janice could qualify
as a hostile work environment but not one based on sexual harassment because his harassment is
not based on gender.

3. What are some psychological risks of sexual harassment in the workplace?

a. There are none
b. Victims of sexual harassment have a higher chance of developing PTSD,
anxiety, or depression
c. Victims of sexual harassment have a higher chance of developing diabetes and
pancreatic cancer
d. Victims of sexual harassment have a lower chance of developing PTSD, anxiety,
or depression
Explanation: Sexual harassment is known to be a traumatic experience and can lead to a higher
chance of a victim developing PTSD, anxiety, or depression
 4. When is the employer liable for sexual harassment that is inflicted on an employee?
a. At home
b. On the way to work
c. On the job
d. While an employee is on vacation
Explanation: Employers are liable for all harassment of employees while they’re on the job. The
other options do not qualify as being on the job.

5. What does a company’s sexual harassment policy need?

a. At least 4 ways to report sexual harassment (ex: anonymous email, forum…)
b. An explanation of the types of harassment
c. List of company officials’ names that employees need to report harassment to
d. B and C
e. All of the above
Explanation: A company’s policy just needs to explain the types of harassment and have a list of
names of company officials that employees need to report harassment to. There is no specified
number of ways to report required. There only needs to be at least one way for an employee to
report harassment.
 Part 4c: Presentation

• The EEOC defines sexual harassment as: Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature
• It must be understood that the word unwelcome does not mean "involuntary." Someone
may agree to participate in certain behaviors even though it is offensive. Therefore,
sexual behavior is unwelcome whenever the person it is subjected to considers it
unwelcome.
• Both victim and the harasser can be either a woman or a man, and the victim and harasser
can be the same sex.
There are two types of harassment:
• Quid pro quo:
o A type of sexual harassment in which the granting of sexual favors is tied to an
employment decision, such as promotions and salary increases.
o An example of a quid pro quo case of harassment is a supervisor who tells one
employee that she must sleep with him to keep her job.
o In quid pro quo, only one incident is enough to establish sexual harassment and
results in the organization being liable for legal damages
• Hostile Environment:
o Sexual harassment based on a hostile environment occurs when an unwanted
pattern of conduct related to gender unreasonably interferes with an individual’s
work performance.
o Pattern of conduct means that it can’t be just one incident, it needs to be multiple
behaviors. It also must be based on gender, meaning if they were the opposite sex
would the harassment have occurred?
▪ An example would be if a male coworker continually makes unwanted
romantic or sexual advances or repeatedly makes inappropriate comments
toward a female employee.
▪ However, it should be noted that it is possible for male on male, and
female on female sexual harassment based on hostile work environment.
So, if a male makes continuous sexual comments or improperly touches
another male, it still qualifies as sexual harassment.
Sexual harassment has been proven to have a negative impact on how victims feel about their
jobs, their mental health, and with satisfaction in life in general.
Work Withdrawal
• People who are victims of sexual harassment will often engage in work or job
withdrawal, which can include:
o absenteeism, tardiness, neglectfulness, quitting, and even sabotage.
• It should be noted that employees may not be about to quit or retire, to leave an
environment of sexual harassment. Meaning they must stay and endure in a toxic
environment.
Psychological Issues
• Sexual harassment is known to be a traumatic experience and leads to a higher chance of
developing PTSD, anxiety, or depression.
• Traumatic experiences such as these can also come out in physical ways such as nausea,
headaches, shortness of breath, or exhaustion.
Organizational Commitment
• Proper implementing of organizational polices regarding sexual harassment often results
in higher organizational commitment from employees.
• It needs to be noted that sexual harassment is a form of sex discrimination that violates
Title VII of the Civil Rights Act of 1964.
• If you believe that you have been discriminated against at work because of your race,
color, religion, sex, disability or genetic information, you can file a Charge of
Discrimination. A charge of discrimination is a signed statement stating that an employer
engaged in employment discrimination. It requests the EEOC to take corrective action.
• Employers are liable for harassment of employees while they’re on the job. In other
words, employees have the right NOT to be sexual harassed at work.
• Know that for quid pro quo harassment, an organization will always be at fault for
harrasment, and in a hostile environment, the organization is required to provide
reasonable care to prevent and correct any sexually harassing behavior.
• This mainly the employer’s responsibility. The company needs to have a proper, thought
out policy regarding sexual harassment, must have communicated the policy to its
employees, and must enforce the policy.
• The policy needs to explain the types of harassment and have a list of names of company
officials that employees need to report harassment to. Also, keep in mind that employers
are also responsible for harassment committed by vendors, customers, and other third
parties.
• Make yourself familiar with your company’s policy and know who you can report to if
you or someone else is sexually harassed at work.
• It is recommended that every incident of sexual harassment be investigated and
documented.
• If you are a victim of sexual harassment at work, document your:
o Experience with the harasser: time, location, details, and witnesses
o Experience reporting the harassment: time, location, details, and witnesses
o Productivity: documenting your productivity at work can be essential during and
after reporting
• Employers should also do their part to investigate and properly document all cases of
sexual harassment.
 Part 4d: Group Case Study

Alejandro is a wealthy and regular customer of a hotel called “Y Hotel”. He is known for giving
large tips and being flirtatious with the female staff. However, there have been rumors going
around that he has been giving especially large tips to some of the female staff for preforming
special “services” of a sexual nature. One employee named Sarah, recently came forward to her
manager and confessed that she had been sleeping with Alejandro for the especially large tips.
She explained that she recently came into some financial trouble and is finding it difficult to
support herself and her three kids on her current salary alone. She is one of the hotel’s best staff
and it is likely that she will have a hard time finding another job if she is fired. Consequently, it
could mean homelessness for her and her three kids.

How should Y Hotel’s management address all these issues? How can situations like this be
prevented in the future?