Evaluating the Effectiveness of Interventions to Prevent and Address Sexual Harassment Proceedings of a Workshop (2021) / Chapter Skim
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Setting the Stage: Evaluating Efforts to
Setting the Stage: Evaluating Efforts to
Pages 5-12
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From page 5... ...
Importantly, this paper highlights that strategies for addressing sexual harassment expand beyond individual- and group-level efforts, as well as traditional approaches to prevention, such as training and education. For example, institutional factors, including leadership, organizational structure, practices, and systems (not directly related to victim support or complaint procedures)
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Formative evaluations focus on improving the quality of the program, including its delivery and design, while summative evaluations, which are typically conducted later in the life cycle of a program, can be used to provide evidence of the effects of the program. Perry noted that the selection of appropriate program outcome measures should be based on needs assessments.
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and attitudes related to policies and resources, and student satisfaction after -- Alan Berkowitz using campus resources, there are many (independent consultant) other tools that can be used to support FIGURE 2-1 Sample logic model/program theory.
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Another consideration, she noted, is whether program interventions and evaluations are being driven by the logic model or program theories that were designed to outline the key program-related activities and outcomes. EXISTING MEASURES AND METRICS FOR EVALUATING CHANGE IN ORGANIZATIONAL CLIMATE Several presenters noted that having measures and metrics that align with program goals is essential to the evaluation of sexual harassment prevention programs.
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Safety climate is a measurable aspect of safety culture, or the employees' perceptions of the safety policies, procedures, and practices. It represents the overall importance and "true" priority of safety at work.
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To develop this measure, Berdahl explained, experts from a range of fields generated over 130 potential items to capture masculinity culture and refined items with online samples. A four-factor scale was developed to address identified ways to prove manhood at work: dog-eat-dog (ruthless competition)
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have a reasonable expectation of not being harmed. Smidt described studies that indicate that college women who were sexually assaulted experienced worse psychological and physical health outcomes following the trauma (see Cortina et al., 1998; Huerta et al., FIGURE 2-4 Organizational outcomes for both men and women in a masculinity contest culture (MCC)
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By contrast, institutional courage is defined as action taken on behalf of an institution to address harassment and support those affected; as one participant noted, institutional courage implies institutional risk. Smidt discussed the institutional betrayal and support questionnaire (IBSQ)
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