Victoria University

A study of the interplay between the law and organisational codes of conduct with regards to sexual harassment in New Zealand

ResearchArchive/Manakin Repository

Show simple item record

dc.contributor.advisor Reilly, Amanda Menne-Spohr, Heike 2018-07-05T02:58:47Z 2018-07-05T02:58:47Z 2018 2018
dc.description.abstract The aim of this research is to fill a gap in the New Zealand literature which is to investigate whether the sexual harassment legislation is being understood, implemented and monitored in organisations effectively. This thesis explores how organisations in New Zealand are using tick-box compliance when implementing sexual harassment legislation into their employee policies and procedures documents due to the ambiguity of certain words. It looks at the role that Human Resources consultants and trade unions play, and further using the endogeneity model, the thesis explores the effect that tick-box compliance has on the legal consciousness of sexual harassment in organisations and third parties. Data was collected through semi-structured interviews with Human Resources professional at public and private sector organisations, Human Resources consultants as well as trade union representatives who are actively involved with the implementation and management of sexual harassment policies in the workplace. It was found that organisations had implemented sexual harassment policies and procedures several years previously and that these had not been changed significantly due to a lack of change in the law itself. The findings also indicate that the organisations implement sexual harassment polices using a tick-box approach and they do not necessarily fully understand the legislation. It was suggested that the emphasis had shifted from sexual harassment to bullying and that the third parties like trade unions and Human Resources consultants see more cases of this than sexual harassment. The thesis concludes that although organisations have sexual harassment policies and procedures, these are outdated and are not part of the legal consciousness of organisations, trade unions and Human Resources consultants. The ambiguous nature of the wording in the law itself and the lack of guidelines for organisations on how to implement them has resulted in tick-box compliance and organisations do not know if their policies are effective or not. Further the low penalties for sexual harassment behaviour means that there is no incentive for sexual harassment victims to raise complaints. en_NZ
dc.language.iso en_NZ
dc.publisher Victoria University of Wellington en_NZ
dc.subject Sexual harassment en_NZ
dc.subject Endogeneity model en_NZ
dc.subject New Zealand sexual hrassment legislation en_NZ
dc.subject Legislation en_NZ
dc.subject Endogeneity en_NZ
dc.title A study of the interplay between the law and organisational codes of conduct with regards to sexual harassment in New Zealand en_NZ
dc.type text en_NZ
vuwschema.contributor.unit Victoria Business School (Faculty of Commerce) en_NZ
vuwschema.contributor.unit Victoria Management School en_NZ
vuwschema.type.vuw Awarded Research Masters Thesis en_NZ Human Resource Management en_NZ Industrial Relations en_NZ Victoria University of Wellington en_NZ Masters en_NZ Master of Commerce en_NZ
dc.rights.license Author Retains Copyright en_NZ 2018-05-30T22:14:35Z
vuwschema.subject.anzsrcfor 150305 Human Resources Management en_NZ
vuwschema.subject.anzsrcfor 150306 Industrial Relations en_NZ
vuwschema.subject.anzsrcseo 970115 Expanding Knowledge in Commerce, Management, Tourism and Services en_NZ
vuwschema.subject.anzsrctoa 1 PURE BASIC RESEARCH en_NZ

Files in this item

This item appears in the following Collection(s)

Show simple item record

Search ResearchArchive

Advanced Search


My Account