How are you tackling sexual harassment reporting in your workplace?
Between half and three quarters of women in the UK have experienced sexual harassment while at work, according to TUC research. In the US, reasearch from the EEOC paints a similar picture, with studies finding that anywhere from 25% to 85% of women have experienced sexual harassment in the workplace.
The numbers are highly divergent. But researchers conclude that not only do the majority of sexual harassment incidents go unreported but also that many individuals do not label certain forms of unwelcome sexually based behaviors – even if they view them as problematic or offensive – as “sexual harassment”.
While it’s clear the majority of employers have a positive approach to gender equality and are seeking to tackle sexual misconduct, there is still much work to be done on fostering an inclusive and misconduct free workplace.
Along with a robust framework and policies to counter any potential harassment or discrimination, the CIPD advises employers to implement a robust process for recording complaints and investigations. These tools should include the names of the people involved, dates, the nature and frequency of incidents, action taken, follow-up and monitoring information.
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