What Does This Mean?

At the core of our approach to preventing and responding to stalking, harassment, and interpersonal harm in professional spaces is a simple idea: research should be translated into practice. Our curriculum, training, and programming are built to reflect the priorities, sub-culture, and evolving realities of today’s workplaces. Our work is also anchored in, and bolstered by, research that is fundamental to shifting the way we confront harm as a public health problem. 

We also recognize a critical gap: research is not always designed with the needs of all employees in mind. It’s important to acknowledge that research can be dismissive of the complex interplay of identity, power, and safety and lived realities that strategically undervalued communities navigate. These communities often do not see their identities and needs represented in institutional structures, resources, policies, and social services. When these realities are excluded, it creates vulnerabilities; leaving survivors without adequate protection or support.

That’s why we ask ourselves key questions in every project:

• What research are we using to devise solutions and create programming?

• Who has been included and who is being left out of the research?

• What story is the research telling us? 

• Are we using the research responsibly in practice? 

It is our ongoing commitment to these questions that frames our approach to translating #researchtopractice in ways that create safer environments where all employees can thrive. 

Research Papers

A spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work.

Liang, Y., & Park, Y. (2025). A spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work. Journal of Applied Psychology, 110(9), 1198–1224.Liang, Y., & Park, Y. (2025). A spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work. Journal of Applied Psychology, 110(9), 1198–1224.

Observers’ gender and behavioral responses to workplace sexual harassment via empathy: The moderating role of organizational intolerance.

Kim, S., Park, Y., & Liang, Y. (2025). Observers’ gender and behavioral responses to workplace sexual harassment via empathy: The moderating role of organizational intolerance. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0001307

Why Sexual Harassment Programs Backfire: And What To Do About It

Harvard Business Review: May–June 2020, Dobbin & Kalev

Centering Intersectionality in Bystander Intervention: Advancing Inclusive and Equitable Prevention Strategies

McMahon, S., Power,  M., Snyder, S., & Elias-Lambert, N. (2025). Centering intersectionality in bystander intervention: Advancing inclusive and equitable prevention strategies. Journal of Family Violence. Advance online publication. https://doi.org/10.1007/s10896-025-00935-9