Ethnic minorities often experience microaggressions that cause psychological distress and increase health risks. Bystander interventions are good ways to intervene when microaggressions take place and provide emotional support for ethnic minority targets. White interveners and interventions that pose low threats to White aggressors are perceived more positively than ethnic minority interveners and interventions that are more confrontational and direct. Furthermore, a support-based intervention that validates White aggressors’ good intention and effort without judgement may help White aggressors feel less defensive and more receptive to the intervention. Asian Americans face unique microaggressive themes and their racial experiences are influenced by the stereotype that they are model minorities. Asian Americans may prefer the supportive interventions because they are congruent with Asian cultural values such as relational harmony. The current set of studies assessed the effect of different intervention formats (high threat, low threat, support based) and race of interveners (Asian vs. White) on Asian American targets and White witnesses’ emotional change, perceptions of the intervention, and willingness for future interracial interactions. Among three intervention formats, Asian American targets perceived the intervener and aggressor least negatively in the support intervention. Asian American targets perceived the intervener least positively, whereas White witnesses perceived intervener most negatively in the high-threat intervention. White witnesses perceived the intervener more positively and had more interests in making friends with them when they are White than Asian in high-threat and supportive interventions. White witnesses’ favorable perceptions of aggressor were only influenced by a high degree of racial colorblindness. Overall, the support approach seems to be the most socially appropriate and accepting bystander intervention strategy to intervene in microaggressions targeted at Asian Americans. The high-threat approach is likely to damage interveners’ social image, especially when the intervener is Asian.

No description available.

This master thesis explores how sexual harassment is handled and managed in organisations and to what extent bystander intervention is known and seen as a potential prevention mechanism. Ten interviews have been conducted with HR managers and other leading department heads working in private organisations in Germany. The purpose of this thesis was to gather knowledge on how sexual harassment is perceived and dealt with in those organisations under consideration of the concept of organisational culture and its impact. Bystander intervention has been discussed as a potential prevention strategy. Leadership behaviour and dominating power relations have been uncovered as significant impact factors shaping organisational culture and enabling space for sexually harassing behaviour to happen. Based on the findings this thesis offers implications for transforming organisations towards becoming more gender equal in the future such as creating awareness and enabling spaces to talk about it openly and educating people on forms and harms of sexual harassment as well as possibilities to act as a bystander.

No description available.

This master thesis explores how sexual harassment is handled and managed in organisations and to what extent bystander intervention is known and seen as a potential prevention mechanism. Ten interviews have been conducted with HR managers and other leading department heads working in private organisations in Germany. The purpose of this thesis was to gather knowledge on how sexual harassment is perceived and dealt with in those organisations under consideration of the concept of organisational culture and its impact. Bystander intervention has been discussed as a potential prevention strategy. Leadership behaviour and dominating power relations have been uncovered as significant impact factors shaping organisational culture and enabling space for sexually harassing behaviour to happen. Based on the findings this thesis offers implications for transforming organisations towards becoming more gender equal in the future such as creating awareness and enabling spaces to talk about it openly and educating people on forms and harms of sexual harassment as well as possibilities to act as a bystander.

No description available.