Abstract:
This project takes the case of the newly passed Lebanese anti-sexual harassment law (Law No. 205) to investigate the organizational factors that inhibit as well as facilitate its implementation at the workplace. Informed by the contingency management model, the study analyzed data from online secondary sources along with semi-structured interviews with Lebanese HR managers. Data from both sources were integrated and coded manually using short phrases and words that were used by the participants. After that, a thematic analysis was applied.
Findings indicate that culture, awareness, top management support, employee character and background, human resources, along with business context are all important factors that can play the role of both barriers as well as enablers. Findings also revealed that Law No. 205 is ineffective on its own and that its needs to be empowered with further organizational and governmental initiatives.
This project provides a significant contribution by developing a comprehensive understanding of the factors that shape the workplace implementation of a sexual harassment law in a developing country context. Finally, important implications for HR are discussed.
