Do Actions Speak Louder Than Words? A Comparison of Three Organizational Practices for Reducing Racial/Ethnic Harassment and Discrimination

We assessed the effectiveness of three commonly suggested organizational practices for reducing racial/ethnic harassment and discrimination (REHD): training; resources for reporting REHD; and implementation actions taken by leadership to reduce REHD. In a sample of 39,475 U.S. military personnel, we...

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Bibliographic Details
Published inMilitary psychology Vol. 25; no. 6; pp. 602 - 614
Main Authors Larsen, Sadie E, Nye, Christopher D, Ormerod, Alayne J, Ziebro, Monique, Siebert, Julia E
Format Journal Article
LanguageEnglish
Published Washington Educational Publishing Foundation 01.11.2013
Taylor & Francis Ltd
Subjects
Leadership
Military personnel
Military training
organizational climate
organizational practices
Racial discrimination
racial/ethnic discrimination
racial/ethnic harassment
United States > US
racial/ethnic harassment
organizational climate
organizational practices
racial/ethnic discrimination
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Summary:We assessed the effectiveness of three commonly suggested organizational practices for reducing racial/ethnic harassment and discrimination (REHD): training; resources for reporting REHD; and implementation actions taken by leadership to reduce REHD. In a sample of 39,475 U.S. military personnel, we conducted dominance analyses to examine the relative contributions of these practices to REHD. Implementation contributed more to the prediction of REHD than did training or resources. Moreover, implementation moderated the effect of resources and training. This suggests that active leadership effort to address REHD can be 1 of the most effective means of reducing such behavior.
ISSN:0899-5605
1532-7876
DOI:10.1037/mil0000024