Empowerment through Awareness: Sexual Harassment in the Workplace
Did you know sexual harassment is the most common form of workplace harassment?
In our previous article, we discussed various types of inappropriate workplace behavior. Today, we will be focusing on sexual harassment (SH), which includes any unsolicited or inappropriate sexual behavior or advances. SH can be exhibited via verbal or physical misconduct and may include: making unwelcome comments or jokes; displaying explicit content; and making inappropriate physical contact. It may also include retaliation against an employee who has reported SH.
Defining Sexual Harassment
Quid pro quo occurs when an individual in a position of power, such as a supervisor, makes explicit or implicit sexual propositions to an employee. It is also when the acceptance or rejection of those advances influence the employee’s professional opportunities or benefits.
Quid pro quo is ultimately an exchange of sexual services focused on a gain by or avoidance of loss by at least one party.
Comparatively, a hostile work environment creates an intimidating workplace for a complainant or victim.
A hostile work environment occurs when an employee is subjected to unwanted sexual conduct or comments that are severe or pervasive enough to create an intimidating or offensive work environment. This type of harassment can be committed by a supervisor, co-worker, or even a non-employee (e.g., a vendor).
Both quid pro quo and a hostile work environment can affect an organization. Besides causing a toxic work environment, they can cause emotional distress and loss of job satisfaction for involved parties, leading to impacted employee morale and productivity.
Key Facts of Workplace Sexual Harassment
HR Acuity found that half of the employees witness or experience workplace SH. And, according to the Equal Employment Opportunity Commission (EEOC), 3 in 4 SH claims go unreported.
Despite increased levels of workplace SH claims, a vast majority of employees do not report misconduct and only 1% confront the offender or respondent. Common reasons for this statistic include fear of repercussion; concern about being seen as a nuisance; lack of confidence in the HR department’s ability to handle the issue; and not having anyone corroborate their story.
Moreover, 55% of sexual harassment victims experience retaliation, discouraging them from reporting any issues. Retaliation may include employee demotions, exclusions, or undesirable reassignments.
What are the consequences of SH? 31% of all victims feel depressed and anxious upon or after experiencing SH or assault. Deloitte has illustrated the high cost per individual when it comes to lost productivity. Ultimately, organizations ought to have policies and procedures in place to address misbehaviors and provide training and education, as well as ensure there is a process for reporting and investigating complaints.
Building Respectful Workplaces
Policies are ineffective if employees do not know how to comply with them. Thus, training is essential for understanding what behavior is unacceptable and the process to report misdemeanors.
Nevertheless, a staggering 36% of staff are not trained. To maintain a respectful work setting, consider updating your anti-harassment policy and investing in an appropriate SH training program for your team.
Companies ought to create a work environment that addresses negative behavior before it even occurs. Not only will this help them to avoid SH claims costs, but it will also make employees feel their concerns are taken seriously and aware of their boundaries when it comes to unprofessional words or actions.
Anti-harassment training using virtual reality can be an effective tool for educating employees on how to recognize and respond to SH. This type of training can provide employees with a realistic and immersive experience, allowing them to practice responding to different types of misconduct in a fail-safe way. Additionally, VR training can be accessed remotely, making it an ideal option for all types of workforces.
The negative consequences of SH should not be underestimated. Employees need to understand how their actions may impact their work environment. Next week, we will deep dive into workplace bullying and its unique considerations.
