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Cultivating a Workplace Safe from Sexual Harassment


Sexual harassment remains a pervasive issue in American workplaces despite decades of awareness, such as #MeToo and legislation aimed at curbing it. According to research by Tulane’s Newcomb Institute, 82% of women and 42% of men report having experienced sexual harassment or assault in their lifetimes—a statistic virtually unchanged since 2018. For organizations, these figures underscore a pressing need to address sexual harassment not only as a legal obligation but as a moral imperative. April is Sexual Assault Awareness Month and Workplace Violence Prevention Month. 


Understanding Sexual Harassment

The U.S. Equal Employment Opportunity Commission (EEOC) defines sexual harassment as unwelcome sexual advances, requests for sexual favors, or verbal/physical conduct of a sexual nature that creates a hostile work environment or affects employment decisions. It’s a form of sex discrimination prohibited under Title VII of the Civil Rights Act of 1964. Harassment can manifest in overt ways, like unwanted physical contact, or subtle forms, such as gender-based microaggressions.


While legal frameworks like the EEOC and state statutes provide protection, laws alone cannot change workplace culture. To eradicate harassment, organizations must go beyond compliance to foster accountability, belonging, and awareness of its far-reaching effects.


24.2% of active duty women and 6.3% of active duty men indicated experiencing sexual harassment in the year prior to being surveyed in 2018. Department of Defense Annual Report on Sexual Assault in the Military, Fiscal Year 2018 

Accountability Starts with Leadership

Leaders play a pivotal role in shaping workplace norms. A passive approach to harassment—investigations and waiting for formal complaints—perpetuates harm. Instead, leaders must adopt a proactive stance by creating channels for reporting harassment and taking swift, transparent action when incidents arise. Harvard Business Review advocates for bystander awareness and manager training to empower leaders to address harassment directly, preventing escalation and ensuring victims feel supported.


Organizations must hold perpetrators and enablers accountable. A workplace tolerating inappropriate jokes or dismissive attitudes conveys that harassment is acceptable. Leaders who model respectful behavior set a powerful precedent, establishing zero tolerance for misconduct.



Building a Culture of Belonging

At its core, sexual harassment is about power, not desire. Addressing it requires dismantling the systems that allow power imbalances to flourish. A culture of belonging—where employees of all genders, races, and orientations feel valued—is essential.


To achieve this, organizations have an opportunity to:

  • Engage in Continuous Education: Training should move beyond legal definitions to explore the nuanced ways harassment manifests, particularly at intersections of identity. For example, women of color often face compounded harassment tied to both race and gender.

  • Encourage Open Dialogue: Creating spaces for employees to share experiences fosters understanding and collaboration in addressing systemic issues.

  • Evaluate Policies Regularly: Policies must evolve to address emerging forms of harassment, such as cyber harassment, which affects 24% of individuals, according to recent studies.


80% of women workers in the restaurant industry reported experiencing some form of sexual harassment at work. Alba Conte 2019, Sexual Harassment in the Workplace

Understanding the Human Impact

The effects of sexual harassment are profound. According to RAINN, survivors may experience emotional impacts like anger, shame, and fear, as well as mental health challenges such as anxiety, PTSD, and depression. These effects harm individuals and diminish team cohesion and organizational productivity.


A safe workplace is one where everyone can contribute without fear of harassment or retaliation. I want to reiterate that addressing harassment isn’t just about compliance—it’s about creating an environment where employees thrive.


Moving Beyond Compliance

Organizations cannot train their way out of sexual harassment. While education is critical, it must be paired with systemic change. AllProfit HR partners with businesses to analyze workplace culture, identify gaps, and facilitate meaningful development initiatives. By fostering accountability, empathy, and proactive leadership, we help create workplaces that empower everyone to succeed.


Sexual harassment is a societal issue that mirrors itself in the workplace. Together, through accountability and culture-building, we can drive meaningful change and create workplaces where safety and belonging are not aspirations but realities.


What actionable steps can organizations take to move beyond policies and create workplaces where everyone feels safe and supported?


 
 
 

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