Sexual harassment should never be tolerated at work, but it often is, even when in remote teams. Workers are routinely asked to “look nicer for the team,” and few, if any, of these cases are reported to HR. It’s clear that something needs to be done to prevent this ongoing problem.

How Common is Sexual Harassment in the Workplace?

According to multiple workplace sexual harassment statistics, it’s very common. 38% of women have experienced sexual harassment in the workplace, but 3 in 4 sexual harassment claims go unreported. 79% of men who saw sexual harassment occur did not report it to their manager.

Women surveyed by the Washington Post claimed that 95% of the men reported for sexual harassment went unpunished. Finally, 55% of victims receive retaliation after speaking up, and 37% of harassed women said their harassment negatively affected their career advancement. 

How Can We Prevent Sexual Harassment in the Workplace? 

It’s important to understand sexual harassment laws in your area, so you can deal with sex offense charges when they occur. However, prevention is the best way to reduce harassment. 

1. Have a Firm Stance on Sexual Harassment

Most US employers have a sexual harassment policy in their organization, but it’s clear that these policies don’t prevent the problem. Companies have to take steps to educate and inform staff that certain behaviors aren’t allowed in the workplace and will be punished accordingly.

2. Explain What Qualifies as Sexual Harassment

Sexual harassment includes a wide range of behaviors, and many of us don’t know what these behaviors include. Any non-consensual touching, comment, or gesture that’s sexual in nature is sexual assault. Case closed. It doesn’t matter if the perpetrator or the victim thinks it is or isn’t.

3. Make Prevention Training a Positive Experience

Sexual harassment seminars typically focus on the negative—what you shouldn’t do. It also assumes that the people you’re teaching can’t be trusted. Instead, tell staff that they’re a part of the solution and show examples of behaviors and speech that are acceptable in the workplace.

4. Avoid Using Legal Speak in Your Seminars 

Your employees aren’t legal law experts and shouldn’t be expected to interpret legalese. While it’s necessary to include legal compliance content when it’s required by law, make sure to balance it out with additional guidance. Use your culture’s values to reflect a higher standard.

5. Enlist Employees to Ensure a Safe Workplace

Managers, HR professionals, and supervisors can’t monitor their staff 24/7, nor should they. Everyone in the workplace is responsible for preventing harassment at work, so encourage them to interrupt harassment instances, report harassment, and become prevention allies.

6. Ask Your Employees to Act as Influencers

You can probably point to a leader in your team that can positively influence the rest of your employees. If you have such a leader, ask them to be the first person to point out sexual abuse in the workplace. When others see them take action, employees won’t be afraid to follow suit.

7. Punish Employees That Harass Your Employees

If you witness an assault take place or you were told in confidence that someone harassed them or another employee, punish the accused employee if they’re found guilty. This sets a precedent that harassment of any kind won’t be tolerated in the workplace and that you can be trusted.

Companies Must Implement Protections for Employees

In many countries, including the United States, employers have a legal duty to ensure their workers are protected against sexual harassment, but government legislation is still lackluster. 

Since these laws are often confusing and complex to workers and employers, management has to do their due diligence by creating their own protective policies. Not only will these policies prevent the physical, mental, and social impacts of abuse, but they’ll also protect your company.