Employer’s methods to prevent and intervene in sexual harassment
Keskinen, Anni (2021)
Keskinen, Anni
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2021060113351
https://urn.fi/URN:NBN:fi:amk-2021060113351
Tiivistelmä
Sexual harassment has extensive negative impacts on the life of a victim, but it also carries
consequences to the employer if the harassment takes place within the work environment.
Sexual harassment as a term is very comprehensive as it includes several different kinds
of behaviour. Sexual harassment is against Finnish law, and mentions of sexual
harassment can be found in several acts of law. Furthermore, the law obligates the
employer to prevent, and intervene in sexual harassment.
The objective of this thesis is to provide information on methods which enable the
employer to prevent, and intervene in sexual harassment in the work environment, and
research how hotels are currently implementing these responsibilities. The empirical part of
the research focuses on what kind of procedures different hotel chains in Finland utilize to
prevent and intervene in sexual harassment in the work environment.
The theoretical framework consists of subjects such as the definition of sexual harassment,
the occurance of sexual harassment in hospitality industry, risk factors behind sexual
harassment, its consequences to the company, and theory of methods to prevent and
intervene in sexual harassment. The research was conducted as qualitative research, and
the applied method was semi-structured interviewing.
The empirical study focused on scoping the existing prevention and intervention methods
used in chain-owned hotels. The performed research only partially met the set objectives.
24 potential interviewees were contacted at the end of April 2021, and the interviews were
scheduled to be conducted in early May 2021. It is possible that due to the short time
frame, 14 of the people contacted declined the interview, eight did not answer the
invitation, and two accepted the invitation, but unfortunately one of them had to cancel the
interview. Therefore, the research was conducted with only one participant. This cut out the
comparison aspect of the research, along with negatively affecting the validity of the
empirical part of the study.
Nonetheless, the results gained from the conducted interview corresponded with the
theoretical framework. The interview was divided into two themes: prevention and
intervention. The aspect of intervention was addressed via open questions, and the aspect
of prevention was addressed mainly through example cases. In the first part, as a result,
methods like orientation and training, early intervention, and clear instructions were
mentioned. Likewise, in the second part of the research the interviewee responded in an
adequate way to the given cases, and elucidated the examples by sharing how the cases
would be addressed effectively in practice.
To summarize, the prevention and intervention are both continuous processes, and so
should also be the monitoring of the work environment. In order to help the employer to
ensure the health and security, of the work community. Moreover, it is essential to be able
to identify sexual harassment and the possible risks, implement the prevention methods,
and have adequate procedures in case of occuring sexual harassment.
consequences to the employer if the harassment takes place within the work environment.
Sexual harassment as a term is very comprehensive as it includes several different kinds
of behaviour. Sexual harassment is against Finnish law, and mentions of sexual
harassment can be found in several acts of law. Furthermore, the law obligates the
employer to prevent, and intervene in sexual harassment.
The objective of this thesis is to provide information on methods which enable the
employer to prevent, and intervene in sexual harassment in the work environment, and
research how hotels are currently implementing these responsibilities. The empirical part of
the research focuses on what kind of procedures different hotel chains in Finland utilize to
prevent and intervene in sexual harassment in the work environment.
The theoretical framework consists of subjects such as the definition of sexual harassment,
the occurance of sexual harassment in hospitality industry, risk factors behind sexual
harassment, its consequences to the company, and theory of methods to prevent and
intervene in sexual harassment. The research was conducted as qualitative research, and
the applied method was semi-structured interviewing.
The empirical study focused on scoping the existing prevention and intervention methods
used in chain-owned hotels. The performed research only partially met the set objectives.
24 potential interviewees were contacted at the end of April 2021, and the interviews were
scheduled to be conducted in early May 2021. It is possible that due to the short time
frame, 14 of the people contacted declined the interview, eight did not answer the
invitation, and two accepted the invitation, but unfortunately one of them had to cancel the
interview. Therefore, the research was conducted with only one participant. This cut out the
comparison aspect of the research, along with negatively affecting the validity of the
empirical part of the study.
Nonetheless, the results gained from the conducted interview corresponded with the
theoretical framework. The interview was divided into two themes: prevention and
intervention. The aspect of intervention was addressed via open questions, and the aspect
of prevention was addressed mainly through example cases. In the first part, as a result,
methods like orientation and training, early intervention, and clear instructions were
mentioned. Likewise, in the second part of the research the interviewee responded in an
adequate way to the given cases, and elucidated the examples by sharing how the cases
would be addressed effectively in practice.
To summarize, the prevention and intervention are both continuous processes, and so
should also be the monitoring of the work environment. In order to help the employer to
ensure the health and security, of the work community. Moreover, it is essential to be able
to identify sexual harassment and the possible risks, implement the prevention methods,
and have adequate procedures in case of occuring sexual harassment.