![]() These executives make sure that the human resources office conducts just enough training to meet legal requirements, and that’s about it. Too often we’ve heard about leaders who consider harassment settlements to be simply a cost of doing business and, indeed, even set aside money in their budgets for those possible expenses. Step 1: Demonstrate Committed and Engaged Leadership It includes checklists employers can use to implement the five steps, which we’ll now describe in more detail. The culmination of all those activities was a 2016 report, which is available free online. These recommendations stem from the work of the Select Task Force, including lessons learned from witnesses who have testified before the task force, conversations among its members, and an extensive review of the sociological, psychological, and economic literature. As cochairs of a yearlong Select Task Force on the Study of Harassment in the Workplace, we offer five steps employers can take to end harassment. To get to the next tipping point - in which there is no fear of retaliation or shame in speaking up, in which it would be unusual and uncomfortable not to speak up - will take a concentrated effort and a commitment from leadership to protect all employees’ right to a workplace free of unlawful harassment. While it’s a triumph to have arrived at this moment, the next moment - in which we take action - is even more important. How we’re talking about sexual harassment is changing. Visits to our agency’s website from people seeking information on harassment have tripled.Ĭlearly, we’ve reached a tipping point. On social media, parents, daughters, friends, and colleagues are sharing their personal experiences. Since Hollywood mogul Harvey Weinstein was accused of sexual harassment, we’ve seen a groundswell of women (and men) come forward with stories they’ve kept secret for years. In a matter of months, the culture has changed, and more women are coming forward. ![]() Approximately 85% of employees who experience harassment don’t bring charges to our agency, and up to 70% never complain internally to their employers. Regrettably, too few of these women speak up. Studies show that 60% to 70% of women have been on the receiving end of sexual harassment on the job at some point during their careers. It cuts across all industries, all socioeconomic classes, and all levels within organizational hierarchies. ![]() At the Equal Employment Opportunity Commission (EEOC), we’re charged with ensuring that workplaces are safe for everyone, and we know that sexual harassment is a pervasive problem.
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