Conclusion

For the past three decades sexual harassment research has explored proper ways of defining sexual harassment, understanding why it occurs, and mitigating the associated risk factors and outcomes. Depression; posttraumatic stress; health problems; lower job satisfaction, work productivity, and supervisor satisfaction; increased absenteeism; and turnover have all been associated with sexual harassment, making it costly to those who are targeted and the organizations within which they work. Further, an increasingly diverse workforce requires greater attention to the needs and experiences of marginalized workers (e.g., women of color and gay and lesbian workers) who are likely to experience multiple types of harassment as well as fused forms of harassment that target them on the basis of multiple salient identities (e.g., racialized sexual harassment based on gender and race). Focusing on these factors will not only advance research on sexual harassment but will also better enable individuals to protect themselves and organizations to prevent harassment from occurring.

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