Sexual harassment has not only existed since the Metoo movement, but has always existed and is the bitter truth - also in the workplace.
“MeToo was just two words; it´s two magic words that galvanised the world."
- Tarana Burke, American Activist -
According to a study by Stop Street Harassment, 81% of women have experienced sexual harassment.
A survey by Ipsos MORI found that 1 in 3 women in the UK have experienced sexual harassment at work.
According to a study by UN Women, 70% of women worldwide have experienced sexual harassment at work.
According to a Pew Research Center survey, 16% of women in the US say they have experienced sexual harassment at work.
Real number unknown!
And yes, I ALSO have experienced sexual harassment at work, whether it's making lewd comments about my clothing and body or showing a video that ends with a naked female body disguised as "Joke", and that's not all. These are the harmless incidents that I have experienced myself. There are more.
Just gross and inappropriate.
When I talk to other women, at least one in two can report sexual harassment at work.
The women feel threatened by the actions. Some feel shame or humiliation.
Sexual harassment can cause psychological distress. Some women only realize very late, e.g. when they leave the company, that this behavior is actually sexual harassment and that it has an impact on their mental health and it should have been reported and stopped.
Harassment can come from peers, subordinates, or those of lower rank. It gets particularly bad when it comes from the manager. In this case, sexual harassment against women arises from unequal power and dependency relationships, making it particularly difficult for women to resolve the situation.
So what should victims of sexual harassment do in the workplace?
1) Address the person directly
If the harassment is not "clear," victims can attempt to speak directly to the person who is harassing them and let them know that their behavior is inappropriate and will not be tolerated. Sometimes it can be a misunderstanding. However, if the person repeats the behavior, those affected should take the next steps. In extreme or clear cases and assaults, I advise you to approach directly the next points.
2) Document harassment
It is important to document all incidents of harassment, including the date, time and a description of the incident. If possible, those affected should also note down witnesses. This information can be useful later when you contact your HR department or supervisor, or when you take legal action.
3) Contact your supervisor, HR or internal reporting office
If victims do not feel comfortable addressing the individual directly, or if the harassment becomes more serious, victims should contact their manager or Human Resources. Victims should state their concerns clearly and provide them with the documentation. The employer has a duty to provide a safe working environment and to take the complaint seriously.
4) Contact an external agency
If victims do not feel safe with their employer or if the complaint is not dealt appropriately, victims can contact an official external body or a law firm.
5) Find support
Harassment in the workplace can be very distressing. Victims should seek support from friends, family, or counselors to help manage the situation.
What are the responsibilities of employers to prevent harassment and how should they respond when harassment is reported?
Employers have a duty to provide a safe and decent work environment for their employees, free from harassment and discrimination. The following are some of the responsibilities employers have to prevent and respond to harassment:
1) Policy development and implementation
Employers should develop and implement clear policies to prevent and address workplace harassment.
2) Training of the entire workforce
Employers should educate and raise awareness of harassment prevention and control policies and procedures throughout their workforce. Employees should also be informed about how to report harassment and how the employer will respond to reports. "Tone from the top" is essential here.
3) Investigate reports
When an employee files a complaint of harassment, the employer has a duty to investigate the complaint carefully and impartially and take appropriate action to stop the harassment.
4) Protection of victims:
Employers should ensure that employees who report harassment are protected from retaliation. This can be done through measures such as confidentiality, non-retaliation and appropriate assistance.
5) Sanctions against perpetrators
Employers should ensure that offenders are appropriately sanctioned if they are responsible for harassment. The sanctions can range from a warning to termination, depending on the severity of the harassment.
In summary, employers have a responsibility to provide a safe work environment and to prevent and combat harassment in the workplace. Employers should have clear policies and procedures for preventing and responding to harassment, train and support their employees, and take appropriate action to investigate and sanction harassment.
Especially companies with employees from all over the world need to invest much more in the prevention of sexual harassment.
Actions that are considered a nice gesture or "normal" in other countries and cultures may cross borders or be perceived as crossing borders in the country where the employer is located.
Unfortunately, it has turned out that many companies do not pay the necessary attention to this topic and those affected do not report the harassment.
Contact me/ Contact me to learn about my corporate and individual coaching on sexual harassment in the workplace.
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