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Potter now chairs a nonprofit that develops programs for organizations of all sorts. The Air Force has developed its own. Manager training. Training delivered exclusively to managers is also quite effective. Manager training works because it presents harassment as a challenge that all managers must deal with. In that way it resembles bystander training. Participants, men and women alike, are encouraged to imagine what they might see other people doing wrong; the focus is deliberately not on what they themselves might do wrong.

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Trainers advise participants on how to recognize early signs of harassment and how to intervene swiftly and effectively to prevent escalation. Our research shows that men pay attention during manager training. But what about legalistic grievance procedures? These procedures were first cooked up by lawyers to intercept victims who were planning to sue, and then were adapted to protect companies against suits by the accused.

After the companies in our study implemented them, in fact, the total number of women working in management declined. The biggest declines occurred in companies with few female managers.


When there are few female managers to receive reports, victims who complain are sometimes given the third degree, which prompts them to quit. The negative effects were smaller at companies with more women in managerial roles, and they disappeared in organizations with the most.

Studies show that they are significantly more likely than white women to be harassed at work. Because these women bear the brunt of harassment, as a group they file the most complaints—and, naturally, suffer the most when grievance procedures backfire.

But why do those procedures backfire? One survey of federal workers found that two-thirds of women who had reported their harassers were subsequently assaulted, taunted, demoted, or fired by their harassers or friends of their harassers. This kind of retaliation has long-term effects.

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Women who file harassment complaints end up, on average , in worse jobs and poorer physical and mental health than do women who keep quiet. And retaliation may be the only thing many victims get after filing a grievance, because most procedures protect the accused better than they protect victims. Both the accused and their accusers are told that the complaint is confidential because the accused is innocent until proven guilty. Those accused often think they are free to tell their friends, and managers who hear complaints may also tell others, looking for either corroboration or support for the accused.

Why Sexual Harassment Programs Backfire

No matter how word gets out, friends of the accused may retaliate. After an Ohio waitress complained of harassment, the female manager she told revealed her complaint to coworkers, who subjected the waitress to nonstop jokes.

Another part of the problem is evidentiary rules. That makes it nearly impossible to prove guilt without a confession or a witness. Women who reported their harassers were subsequently assaulted, demoted, or fired. Yet another is a reluctance to punish perpetrators. Companies sometimes offer to transfer victims to other departments or locations, but they almost never actually transfer or fire the accused, because they worry that the accused will sue. Instead they typically mandate more training.

But victims who face retaliation often quit well before the process is complete. HR went legalistic and approved new rules to keep producers and writers apart.

None of this had to happen. Moreover, everybody knows that the system is rigged. The guy will get off. His buddies will think I did something to deserve it. The ombuds office. This is an entity that sits outside the organizational chain of command and works independently to resolve sexual harassment complaints.

An ombuds formerly ombudsman system is informal, neutral, and truly confidential—only the ombuds officer needs to know of the complaint. MIT worked with complainants to give them what they wanted.

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Ombuds offices have spread across academia, law firms, and major news organizations over the past few decades. To help resolve harassment problems, these offices should make explicit that employees can come to them confidentially with their claims and concerns. When the University of Pennsylvania announced that victims of harassment could use its existing ombuds office, complaints and resolutions jumped.

These offices are becoming more popular in the rest of the corporate world: Thirteen percent of Ombuds offices hold no formal hearings, are guided by no rules of evidence, and impose no restrictions on discussing the problem with others.

Moreover, by tracking complaints by department and location, they can identify problem spots that need attention and alert leaders. Newspaper in germany contacts. Looking for local singles many cabbies do not accept amex card?

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The Trouble with Harassment Training

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Coming Out: Information for Parents of LGBTQ Teens

Provide exposure to people working and enjoying activities outside of conventional gender expectations. Engage in conversations and check regularly with your children about their interests, friend groups, romantic attractions, and any bullying or teasing that may be taking place. Many teens have mixed feelings when they first try on a new way of identifying. It can be a mix of excitement, relief, and worry. Many children may try to suppress these feelings to meet societal expectations, to fit in, or even to avoid upsetting their parents or families.

In some cases, teens might be overwhelmed by all these feelings, which increases the risk for depression , anxiety, and other mental health issues. For example, they may isolate themselves from others for fear of being exposed, or "outed. Having a supportive and helpful environment at home and good relationships with friends and will help teens to manage their feelings and deal with any discrimination they may face.

Some will feel comfortable being open about their identity, while other teens may not tell anyone for a long time. Teens may look for clues on how you feel about their gender identity and sexual orientation. Speaking positively about LGBTQ celebrities or current events you will let them know you are supportive of their identity.

Society has become more open and accepting of LGBTQ individuals, and young people are beginning to come out at earlier ages than they did a generation ago. Children may first come out to online communities or peers they perceive as safe and accepting before telling their family. It is important for parents and children to realize that acceptance is a process that involves the entire family.

Just as it takes time and support for LGBTQ children to understand and accept their identity, this is also true for parents.