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rts information about different types of criminal victimization such as robbery theft household burglary and sexual victimization 130 the ncvs has been conducted since 1973 and uses the same methods as when it was created which makes it the only source to compare the prevalence of sexual harassment across time 130 to investigate this claim of underestimation of rape the national research council held a panel to review and identify the errors within the ncvs 130 the conclusion from this panel was that the ncvs had several methodological problems that caused this underestimation of rape and sexual assault 130 one of the main issues with ncvs was that it used language focused on crime and victimization which led respondents to answer differently whether respondents did not want to label their experiences as rape or if they feared that their perpetrator was going to be punished the use of language was leading to inaccurate results 130 additionally the ncvs fails to protect the privacy of its participants the interviewer has to ask one of the questions to everyone 12 and older in a certain house this causes everyone in that area to be aware of the others participation and what questions everyone is being asked 130 this risk of lack of privacy could lead respondents not to answer honestly or answer in a socially desirable way finally the ncvs has limited definitions of rape that lead to confusion and ambiguity 130 college sexual harassment surveys edit see also campus sexual assault national college women sexual victimization survey ncvs vs national violence against women survey nvaw edit two widely used surveys the ncvs and the nvaw can be compared to examine the strengths and weaknesses of each and how these impact their results the sample for the national college women sexual victimization survey comprised 233 higher education institutions 194 four year institutions and 39 two year institutions in the united states with 1 000 or more students 129 the sampling method used was a stratified sampling method to pick institutions and then a random sample was taken of students the sample size of students who took the survey was 4 446 the national violence against women survey used the same sampling method but had slightly different sample numbers the survey title and the survey description were different 129 the ncvs named their survey the extent and nature of sexual victimization of college women and the nvaw named it victimization among college women 129 the methods used were also similar including the use of professionally trained women interviewers to administer both surveys the interviews were conducted using a computer assisted telephone interviewing cati system 129 the average interview time was longer for the ncvs than the nvaw 25 9 minutes vs 12 7 minutes 129 they both had similar response rates but the nvaw had a higher response rate of 91 6 compared to the ncvs rate of 85 6 129 the surveys gave the same introduction to the interview with the same wording as you may recall the purpose of the study is to better understand the extent and nature of criminal victimization among college women regardless of whether or not you have ever personally been victimized your answers will help us to understand and deal with the problem of victimization at your campus and nationally 129 the two surveys used different definitions of completed rape attempted rape and threat of rape the ncvs used a broader definition of completed rape that included other instances other than just penile vaginal penetration whereas the nvaw used a more objective and narrow definition 129 attempted rape and threat of rape were defined by the nvaw more broadly and included the element of psychological coercion as an element of force 129 the two surveys first had the women answer questions to determine whether they had experienced victimization if they had they would then complete an incident report to describe the nature of the victimization 129 the estimates of rape were statistically lower for the nvaw study than the estimates from the nscvs 129 the difference in estimation is due to the use of wide definition and behaviorally specific questions used in the nscvs citation needed the differences in these methods display the important implications of measurement methods such as the importance of the wording of questions and language used in introductions or interviews because this can influence responses citation needed national college women sexual victimization survey ncwsv edit in an experiment bonnie fisher and colleagues 1996 created the ncwsv to compare question wording and assess how results from the ncvs would compare with those from the ncwsv the ncwsv questions focused on behavior specific items rather than on confusing terminology that was not clearly defined specifically the ncvs does not ask about rape occurring when incapacitated due to drugs or alcohol the results of this study were shocking because they found that the wording used in the ncvs caught less than 10 of the incidents of rape that the ncwsv did these results lead to suggestions that the ncvs needed to be reworked or a new survey needed to be created to measure sexual assault accurately citation needed online college social life survey ocsls edit the online college social life survey used from 2005 to 2011 asked questions about incapacitated and attempted rape the respondents were asked to answer these questions since you started college has someone tried to physically force you to have sexual intercourse but you got out of the situation without having intercourse and since you started college has someone had sexual intercourse with you that you did not want when you were drunk passed out asleep drugged or otherwise incapacitated 130 this survey resulted in small estimations of rape the reason for this underestimation is that they did not ask questions that would include unwanted touching grabbing or psychological coercion 130 other college surveys such as the campus sexual assault csa survey created in 2007 had limited samples only drawing responses from a few universities making the data inapplicable to most of the female college population 130 self labeling latent class cluster lcc and behavioral experiences edit a study by nielsen et al 2010 tested three estimation measurement methods to investigate their strengths and weaknesses 131 current research methods are often criticized for having faulty research design that impacts the validity of the results the results are often biased due to variations in the operational definitions and the lack of representative samples the article emphasizes the importance of accurate measurement methods because the conclusions drawn from these studies inform judgments about the prevention and treatment of sexual harassment the three surveying methods tested were self labeling latent class cluster lcc modeling and behavioral experiences 131 self labeling is a good method because it is easy to administer and does not take up a lot of space on the survey but it does not provide details on the nature of their experiences or how often they occur self labeling is also very subjective because it forces the participant to define sexual harassment themselves and that definition may differ based on the individual finally self labeling might make some participants feel threatened to admit that they are victims label themselves 131 latent class cluster lcc is beneficial because it creates several different groups based on the nature and frequency of the respondents experiences rather than creating just two groups of respondents harassed or non harassed it also shows stronger predictive validity 131 behavioral experiences is effective because it is more objective and does not make them label their experiences 131 they suggest that the best measurement method is a combination of the lcc and behavioral experience approach 131 bergen sexual harassment scale bshs edit the bergen sexual harassment scale bshs consists of two parts the first part measures exposure to sexual harassment by asking participants to respond to 11 items categorized into different types of sexual harassment unwanted verbal sexual attention unwanted physical sexual behaviors and sexual pressure 131 the second part asks participants to indicate if they believe they had been exposed to sexual harassment at work in the past they answered it with no yes to a certain extent or yes to a large extent researchers did not define sexual harassment for participants when doing part two 131 computer based interaction model edit a new measure developed by maass and colleagues that uses a computer based model to assess gender harassment through behavior male participants are told they are interacting with a female partner through the computer 132 the researchers sought to determine whether participants would send harassing content or messages to the partner a computer they found that men were more likely to harass their partner if the partner threatened the male s standing in the gender hierarchy for example if the partner identified as a feminist that study presents an alternative measure to those used in other studies 132 that study asks male participants to imagine themselves in scenarios and indicate which behavior they would most likely exhibit the researchers were attempting to determine whether men were more likely to harass a female coworker if that coworker threatened their masculinity 132 prevention edit anti sexual harassment march to tahrir square in egypt on february 6 2013 sexual harassment is a longstanding and ubiquitous social issue but it is often normalized left unacknowledged and even trivialized 133 134 135 certain settings make harassment more likely making it an institutional and societal problem that can be solved by changes at the organizational and cultural level however many attempted institutional interventions are not motivated by an understanding of how harassment works and are instead chosen because they are simple or they fit a legal minimum standard 136 137 this has resulted in a wide range of intervention styles and research on their effectiveness with changing and sometimes conflicting conclusions 40 organizational changes edit metoo movement sign harassment in large organizations such as workplaces or schools can be predicted by certain organizational factors if these change the level of harassment may change 134 the first step to decreasing organizational harassment is talking about it acknowledging how large a problem it is and signaling a willingness to find real solutions 133 organizational tolerance for sexual harassment is a large factor in enabling harassment if leadership is vocal about not tolerating harassment and actively intervenes when it arises this helps limit harassment in the organization 134 leaders who commit themselves to decreasing harassment by joining dedicated task forces and putting personal effort into working on the problem are likely to drive the organization to change 137 leaders are also effective at limiting harassment because they can design creative solutions operating outside of basic processes or policies that are ineffective at curbing harassment 136 finally leaders serve as role models to the rest of the organization and their stance on harassment can shape organizational culture 133 this is especially important for decreasing intersectional sexual harassment for one example having school leaders be educated on allyship and signaling institutional support for smaller student populations can result in lower harassment of lgbtq students at those schools 138 organizational structure also affects harassment within an organization if employees feel more secure in their jobs due to their contract structure they are less likely to be harassed 134 if an organization promotes a more respectful culture it can also reduce sexual harassment 136 this has additional benefits in that incivility tends to alienate women and people of color disproportionately 40 changes that increase engagement with an organization or employee job satisfaction often reduce harassment at the same time 134 gender imbalances in an organization are a large factor in the likelihood of sexual harassment 136 changing an organization s practices and structure so that power is more equally distributed across people regardless of their gender can decrease harassment hiring retaining and promoting people into positions of power in ways that even out gender imbalances also reduces harassment studies have mostly examined this in the context of increasing women s power in workspaces dominated by men 134 training and awareness edit this ask for angela poster informs readers of an option for getting help from a venue s staff in dealing with sexual harassment or safety issues prevention strategies often start with raising awareness and advocating for cultures and organizations to stop tolerating harassment 139 sexual harassment and assault may be prevented by secondary school 140 college 141 142 and workplace education programs 143 at least one program for fraternity men produced sustained behavioral change 141 144 many sororities and fraternities in the united states take preventive measures against hazing and hazing activities during the participants pledging processes which may often include sexual harassment many greek organizations and universities nationwide have anti hazing policies that explicitly recognize various forms of hazing and provide preventive measures to address such situations 145 full citation needed current workplace anti sexual harassment training programs policies and reporting mechanisms have little evidence of effectiveness many trainings succeed at teaching people about harassment related laws and policies but not on acting better and some studies suggest that training may in fact backfire reinforcing gendered stereotypes that place women at a disadvantage 146 there is evidence that ineffective trainings can make men scared to interact with women due to heightened fears that they will be falsely accused of harassment thus leading to gender based discrimination 136 news report about a harassment and bystander intervention workshop held for employees at a coffee shop in person training that is customized to a single workplace and involves active tasks lasting longer than a few hours has stronger evidence of effectiveness and a lower risk of backfiring 136 how leaders have signaled their intentions behind the training is also important employees react differently to training depending on why they think their manager is providing the training 40 anti harassment training that solely targets managers is also effective because it is often presented in a way that reduces managers defensiveness at receiving the training these often present harassment as a common issue that managers must root out and treat managers as potential allies 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