In their focal article, Medeiros and Griffith (2019) propose a framework for designing sexual harassment (SH) trainings for the workplace. Following best practices, they discuss the use of a needs analysis prior to training development to gather information about what critical pieces should be included in SH training for a given organization. We agree that a needs analysis is valuable in training development; however, there are unique challenges to SH reporting and acknowledgment that may dilute the value otherwise provided by a needs analysis. Previous research reveals that individuals are reluctant to report their experiences of SH (Bergman, Langhout, Palmieri, Cortina, & Fitzgerald, 2002; Foster & Fullagar, 2018). As a result of such underreporting, organizations will not have the most valid and reliable data for determining what, how, and with whom they may need to develop SH training. Thus, we posit that broader steps should to be taken in order to gather relevant information that can be used to develop useful SH training. It is important for organizations to take strides to ensure that individuals feel like they can report problematic workplace experiences that may involve experiences of SH, discrimination, and other forms of unethical behavior. In this commentary, we discuss how increased perceptions of safety in disclosing SH are critical for organizations to begin taking strides to improve SH climates and develop useful training to reduce and prevent SH and abuse in the workplace.

中文翻译：

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报告性骚扰：心理安全氛围的作用

在他们的焦点文章中，Medeiros 和 Griffith（2019 年）提出了一个设计工作场所性骚扰 (SH) 培训的框架。遵循最佳实践，他们讨论了在培训开发之前使用需求分析来收集有关给定组织的 SH 培训中应包含哪些关键部分的信息。我们同意需求分析对培训发展很有价值；然而，SH 报告和确认存在独特的挑战，可能会稀释需求分析提供的价值。先前的研究表明，个人不愿意报告他们的 SH 经历（Bergman、Langhout、Palmieri、Cortina 和 Fitzgerald，2002 年；Foster 和 Fullagar，2018 年）。由于这种漏报，组织将没有最有效和最可靠的数据来确定什么、如何、以及他们可能需要与谁一起开展 SH 培训。因此，我们认为应该采取更广泛的步骤来收集可用于开发有用的 SH 培训的相关信息。对于组织而言，采取措施确保个人感觉他们可以报告可能涉及 SH、歧视和其他形式的不道德行为的有问题的工作场所经历非常重要。在这篇评论中，我们讨论了在披露 SH 时增加对安全的看法如何对于组织开始大踏步改善 SH 气候和开发有用的培训以减少和防止工作场所的 SH 和虐待至关重要。对于组织而言，采取措施确保个人感觉他们可以报告可能涉及 SH、歧视和其他形式的不道德行为的有问题的工作场所经历非常重要。在这篇评论中，我们讨论了在披露 SH 时增加对安全的看法如何对于组织开始大踏步改善 SH 气候和开发有用的培训以减少和防止工作场所的 SH 和虐待至关重要。对于组织而言，采取措施确保个人感觉他们可以报告可能涉及 SH、歧视和其他形式的不道德行为的有问题的工作场所经历非常重要。在这篇评论中，我们讨论了在披露 SH 时增加对安全的看法如何对于组织开始大踏步改善 SH 气候和开发有用的培训以减少和防止工作场所的 SH 和虐待至关重要。