In the fall of 2020, the attention to sexual harassment in the Danish labour market increased significantly due to the breakthrough of the #metoo movement. On the basis hereof, the purpose of this thesis is to examine sexual harassment cases in the Danish labour market. This examination leads to an analysis of how sexual harassment can affect employees and how organisations can reduce possible negative outcomes of such harassment. To explore this, a combination of a case study and action research has been carried out. The empirical data for this combined examination was collected through six semi-structured interviews with women, who had been exposed to sexual harassment in the workplace. By using a phenomenological and hermeneutical approach we have been able to examine the research question through the views and understandings of the interviewees and combine this with our initial understanding of sexual harassment. The findings of this study indicate that exposure to sexual harassment can have a negative impact on the employee’s job satisfaction. Additionally, the findings of this study reveal that the underlying power structures within an organisation can cause an acceptance of sexual harassment in the workplace amongst the employees. This acceptance entails a resistance towards stopping sexually harassing behaviour in the workplace. Based on the findings and the empirical data, the thesis identified 12 practices, which organisations can implement to reduce the negative impact that sexual harassment can have on employees and organisations. These practices are divided into the following three themes: 1) how organizations can prevent sexual harassment, 2) how organisations can create incentive among employees to tell the organisation when they experience sexual harassment, and 3) how organisations can successfully handle sexual harassment cases.
|Educations||MSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||126|