Sexual harassment policies in nonprofits
Gespeichert in:
| Autor*in: |
Ma, Yinglin [verfasserIn] Beaton, Erynn E. [verfasserIn] Bhati, Abhishek [verfasserIn] |
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| Format: |
E-Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2022 |
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| Schlagwörter: |
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| Übergeordnetes Werk: |
Enthalten in: Nonprofit management & leadership - Hoboken, NJ : Wiley, 1990, 33(2022), 2 vom: Winter, Seite 411-426 |
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| Übergeordnetes Werk: |
volume:33 ; year:2022 ; number:2 ; month:24 ; pages:411-426 |
| Links: |
|---|
| DOI / URN: |
10.1002/nml.21526 |
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| Katalog-ID: |
1826824065 |
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| 982 | |2 26 |1 00 |x DE-206 |b The nonprofit sector strives to be a virtuous and transparent space, one that is diverse, inclusive, and welcoming. Still, inappropriate and exclusionary behaviors can and do occur in nonprofits-one of which is sexual harassment (SXH). Currently, little research on SXH in the nonprofit sector exists, and even less is known about the steps taken by nonprofits to protect their employees and stakeholders from SXH. This study examines rates of SXH policy adoption among nonprofits and the relationship between SXH policy adoption and organizational characteristics. Drawing from a state-wide survey, we find that there is wide variation among nonprofits in their adoption of a written SXH policy. Organizations that have full-time employees, more revenue, and greater capacity are more likely to have a policy. Organizations that serve women are no more likely to have a policy; however, lesbian, gay, bisexual, and transgender-serving organizations are more likely to have a policy. We discuss the implications of these results, including the conceptualization of SXH as part of the broader issues of discrimination, harassment, and bullying in nonprofits. | ||
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10.1002/nml.21526 doi (DE-627)1826824065 (DE-599)KXP1826824065 DE-627 ger DE-627 rda eng Ma, Yinglin verfasserin (DE-588)1245033131 (DE-627)1776185609 aut Sexual harassment policies in nonprofits Yinglin Ma, Erynn E. Beaton, Abhishek Bhati 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier accountability (dpeaa)DE-206 administration (dpeaa)DE-206 human resources (dpeaa)DE-206 policies (dpeaa)DE-206 sexual harassment (dpeaa)DE-206 Beaton, Erynn E. verfasserin aut Bhati, Abhishek verfasserin aut Enthalten in Nonprofit management & leadership Hoboken, NJ : Wiley, 1990 33(2022), 2 vom: Winter, Seite 411-426 Online-Ressource (DE-627)341899771 (DE-600)2069718-1 (DE-576)114617910 1542-7854 nnns volume:33 year:2022 number:2 month:24 pages:411-426 https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/nml.21526 Verlag kostenfrei https://doi.org/10.1002/nml.21526 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_266 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 33 2022 2 24 411-426 26 01 0206 4229162685 x1z 12-12-22 2403 01 DE-LFER 4245893664 00 --%%-- --%%-- n --%%-- l01 11-01-23 2403 01 DE-LFER https://doi.org/10.1002/nml.21526 2403 01 DE-LFER https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/nml.21526 26 00 DE-206 The nonprofit sector strives to be a virtuous and transparent space, one that is diverse, inclusive, and welcoming. Still, inappropriate and exclusionary behaviors can and do occur in nonprofits-one of which is sexual harassment (SXH). Currently, little research on SXH in the nonprofit sector exists, and even less is known about the steps taken by nonprofits to protect their employees and stakeholders from SXH. This study examines rates of SXH policy adoption among nonprofits and the relationship between SXH policy adoption and organizational characteristics. Drawing from a state-wide survey, we find that there is wide variation among nonprofits in their adoption of a written SXH policy. Organizations that have full-time employees, more revenue, and greater capacity are more likely to have a policy. Organizations that serve women are no more likely to have a policy; however, lesbian, gay, bisexual, and transgender-serving organizations are more likely to have a policy. We discuss the implications of these results, including the conceptualization of SXH as part of the broader issues of discrimination, harassment, and bullying in nonprofits. |
| spelling |
10.1002/nml.21526 doi (DE-627)1826824065 (DE-599)KXP1826824065 DE-627 ger DE-627 rda eng Ma, Yinglin verfasserin (DE-588)1245033131 (DE-627)1776185609 aut Sexual harassment policies in nonprofits Yinglin Ma, Erynn E. Beaton, Abhishek Bhati 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier accountability (dpeaa)DE-206 administration (dpeaa)DE-206 human resources (dpeaa)DE-206 policies (dpeaa)DE-206 sexual harassment (dpeaa)DE-206 Beaton, Erynn E. verfasserin aut Bhati, Abhishek verfasserin aut Enthalten in Nonprofit management & leadership Hoboken, NJ : Wiley, 1990 33(2022), 2 vom: Winter, Seite 411-426 Online-Ressource (DE-627)341899771 (DE-600)2069718-1 (DE-576)114617910 1542-7854 nnns volume:33 year:2022 number:2 month:24 pages:411-426 https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/nml.21526 Verlag kostenfrei https://doi.org/10.1002/nml.21526 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_266 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4393 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 33 2022 2 24 411-426 26 01 0206 4229162685 x1z 12-12-22 2403 01 DE-LFER 4245893664 00 --%%-- --%%-- n --%%-- l01 11-01-23 2403 01 DE-LFER https://doi.org/10.1002/nml.21526 2403 01 DE-LFER https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/nml.21526 26 00 DE-206 The nonprofit sector strives to be a virtuous and transparent space, one that is diverse, inclusive, and welcoming. Still, inappropriate and exclusionary behaviors can and do occur in nonprofits-one of which is sexual harassment (SXH). Currently, little research on SXH in the nonprofit sector exists, and even less is known about the steps taken by nonprofits to protect their employees and stakeholders from SXH. This study examines rates of SXH policy adoption among nonprofits and the relationship between SXH policy adoption and organizational characteristics. Drawing from a state-wide survey, we find that there is wide variation among nonprofits in their adoption of a written SXH policy. Organizations that have full-time employees, more revenue, and greater capacity are more likely to have a policy. Organizations that serve women are no more likely to have a policy; however, lesbian, gay, bisexual, and transgender-serving organizations are more likely to have a policy. We discuss the implications of these results, including the conceptualization of SXH as part of the broader issues of discrimination, harassment, and bullying in nonprofits. |
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Still, inappropriate and exclusionary behaviors can and do occur in nonprofits-one of which is sexual harassment (SXH). Currently, little research on SXH in the nonprofit sector exists, and even less is known about the steps taken by nonprofits to protect their employees and stakeholders from SXH. This study examines rates of SXH policy adoption among nonprofits and the relationship between SXH policy adoption and organizational characteristics. Drawing from a state-wide survey, we find that there is wide variation among nonprofits in their adoption of a written SXH policy. Organizations that have full-time employees, more revenue, and greater capacity are more likely to have a policy. Organizations that serve women are no more likely to have a policy; however, lesbian, gay, bisexual, and transgender-serving organizations are more likely to have a policy. We discuss the implications of these results, including the conceptualization of SXH as part of the broader issues of discrimination, harassment, and bullying in nonprofits.</subfield></datafield></record></collection>
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26 00 DE-206 The nonprofit sector strives to be a virtuous and transparent space, one that is diverse, inclusive, and welcoming. Still, inappropriate and exclusionary behaviors can and do occur in nonprofits-one of which is sexual harassment (SXH). Currently, little research on SXH in the nonprofit sector exists, and even less is known about the steps taken by nonprofits to protect their employees and stakeholders from SXH. This study examines rates of SXH policy adoption among nonprofits and the relationship between SXH policy adoption and organizational characteristics. Drawing from a state-wide survey, we find that there is wide variation among nonprofits in their adoption of a written SXH policy. Organizations that have full-time employees, more revenue, and greater capacity are more likely to have a policy. Organizations that serve women are no more likely to have a policy; however, lesbian, gay, bisexual, and transgender-serving organizations are more likely to have a policy. We discuss the implications of these results, including the conceptualization of SXH as part of the broader issues of discrimination, harassment, and bullying in nonprofits Sexual harassment policies in nonprofits Yinglin Ma, Erynn E. Beaton, Abhishek Bhati accountability (dpeaa)DE-206 administration (dpeaa)DE-206 human resources (dpeaa)DE-206 policies (dpeaa)DE-206 sexual harassment (dpeaa)DE-206 |
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code="h">411-426</subfield></datafield><datafield tag="980" ind1=" " ind2=" "><subfield code="2">26</subfield><subfield code="1">01</subfield><subfield code="x">0206</subfield><subfield code="b">4229162685</subfield><subfield code="y">x1z</subfield><subfield code="z">12-12-22</subfield></datafield><datafield tag="980" ind1=" " ind2=" "><subfield code="2">2403</subfield><subfield code="1">01</subfield><subfield code="x">DE-LFER</subfield><subfield code="b">4245893664</subfield><subfield code="c">00</subfield><subfield code="f">--%%--</subfield><subfield code="d">--%%--</subfield><subfield code="e">n</subfield><subfield code="j">--%%--</subfield><subfield code="y">l01</subfield><subfield code="z">11-01-23</subfield></datafield><datafield tag="981" ind1=" " ind2=" "><subfield code="2">2403</subfield><subfield code="1">01</subfield><subfield code="x">DE-LFER</subfield><subfield code="r">https://doi.org/10.1002/nml.21526</subfield></datafield><datafield tag="981" ind1=" " ind2=" "><subfield code="2">2403</subfield><subfield code="1">01</subfield><subfield code="x">DE-LFER</subfield><subfield code="r">https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/nml.21526</subfield></datafield><datafield tag="982" ind1=" " ind2=" "><subfield code="2">26</subfield><subfield code="1">00</subfield><subfield code="x">DE-206</subfield><subfield code="b">The nonprofit sector strives to be a virtuous and transparent space, one that is diverse, inclusive, and welcoming. Still, inappropriate and exclusionary behaviors can and do occur in nonprofits-one of which is sexual harassment (SXH). Currently, little research on SXH in the nonprofit sector exists, and even less is known about the steps taken by nonprofits to protect their employees and stakeholders from SXH. This study examines rates of SXH policy adoption among nonprofits and the relationship between SXH policy adoption and organizational characteristics. Drawing from a state-wide survey, we find that there is wide variation among nonprofits in their adoption of a written SXH policy. Organizations that have full-time employees, more revenue, and greater capacity are more likely to have a policy. Organizations that serve women are no more likely to have a policy; however, lesbian, gay, bisexual, and transgender-serving organizations are more likely to have a policy. We discuss the implications of these results, including the conceptualization of SXH as part of the broader issues of discrimination, harassment, and bullying in nonprofits.</subfield></datafield></record></collection>
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7.4008284 |