Sexual harassment is prevalent in the hospitality industry. This dissertation investigated the factors influencing victim and bystander responses to sexual harassment within the New Zealand hospitality sector, aiming to understand why employees choose to speak up or remain silent. Further, it explored whether the employee’s characteristics, such as age, ethnicity, gender, sexual orientation, and visa status, play a role in their response to sexual harassment. Employing a qualitative approach, the research used in-depth, semi- structured interviews with six hospitality professionals in New Zealand to generate the findings.

The key findings revealed a complex interplay between environmental and personal factors that not only discourage victims and bystanders from speaking up, but also maintain a culture of silence around sexual harassment in the industry. The study offers new insights into the gendered nature of silence and bystander responses, explaining why women prioritise a harasser's feelings and how in-group bias affects bystander intervention. The findings also suggest a critical gap in training, whereby entry-level employees, predominantly women, lack sexual harassment training, whereas managers, who may be potential perpetrators, receive such training. This disparity creates a situation of vulnerability for young and inexperienced staff. The findings also illuminate the power dynamics at play, with the harasser's social standing influencing reporting decisions.

The study offers practical recommendations for hospitality organisations and education institutes. Additionally, the findings emphasise the need for interventions that challenge societal biases and promote cultural sensitivity. This research contributes to our understanding of sexual harassment in the hospitality industry and offers valuable insights for creating a safer and more equitable work environment for all employees.