LAUSR

The focal article by Hayes et al. (2020) provides a detailed critique of the effectiveness of harassment and discrimination training. The article’s authors conclude that such training generally has little effect on behavior, and they identify ways in which training interventions can be improved to change behaviors (and not just attitudes or knowledge). Here we extend the discussion in the focal article by focusing on how sexual harassment training might be improved by considering the role of cultural factors. A great deal of research in the area of sexual harassment has focused on gender differences in perceptions of what behaviors are considered harassing (e.g., Rotundo et al., 2001). In contrast, limited research has focused on the role of cultural factors in influencing perceptions of sexual harassment in the workplace. Although cultural factors may include a variety of different aspects, we suggest examining the role of national culture in sexual harassment and sexual harassment training. Much of the research on cultural factors as influences on sexual harassment has been done at the country level and focused on Hofstede’s (1980) dimensions of cultural values, including power distance, collectivism, and masculinity. Several studies have compared perceptions of sexual harassment for individuals from high power distance countries (e.g., Brazil) to low power distance countries (e.g., the U.S.). For example, Pryor et al. (1997) found that North American, Australian, and German students perceived hostile work environment scenarios more in terms of power abuse and gender discrimination, whereas Brazilian students perceived the same scenarios as innocuous sexual behavior but not sexual harassment. DeSouza and Hutz (1996) compared the responses of Brazilian and American undergraduates to scenarios in which a woman was consistent or inconsistent in her refusals of sexual advances by men. Results indicated that while Americans viewed these scenarios as date rape, Brazilians judged them as consensual sex. Findings such as these suggest that national culture dimensions are important factors that need to be considered in the development and design of sexual harassment training, especially for organizations that operate internationally or have workforces from different cultural backgrounds. Studies in collectivistic cultures similarly indicate that they are more tolerant of sexual harassment. For example, in a study of students from Asian (i.e., China, Korea, Japan, or Hong Kong) versus non-Asian (primarily Canadian) descent, Asian students were found to be significantly more tolerant of actions deemed to constitute sexual harassment than were non-Asian respondents (Kennedy & Gonzalka, 2002). They also found that Asian (as compared to Non-Asian) men and women had significantly more conservative sexual attitudes, including being more tolerant of rape myths and sexually harassing behavior. In addition, surveys have consistently indicated that women in Japan and China report significantly lower rates of sexual harassment than in more individualistic cultures (Chan et al., 1999; Matsui et al., 1995). In a study of another collectivist culture, Turkey, it was found that sexism-related behaviors were not generally viewed as sexual