In France in 2018, the source had asked French women to which degree they had experienced sexual harassment at their place of work. Thus, from the 92 percent of women who had worked during their lifetime, 78 percent had said that they had never been harassed at work. Less than five percent expressed that they had experienced this kind of situation. About 20 percent had experienced sexual harassment only once.

The goal of the survey was to examine the determinants and effects of corporate innovations in the realms of harassment prevention and workforce diversity. Data come from a retrospective survey with a stratified random national sample of establishments drawn from the 1999 EEO1 files, matched with confidential government data from EEO1 reports on the workforce composition of surveyed establishments. These confidential data can be obtained through an Intergovernmental Personnel Act (IPA) agreement. The sample was stratified by industry (sampling equally from food, chemicals, computer equipment, transportation equipment, wholesale trade, retail trade, insurance, business services, and health services); by size (selecting 35% of the establishments with fewer than 500 employees in 1999); and by "age" in the EEO-1 dataset (we chose half of the sample from establishments that had been in the dataset since at least 1980, and half from those that had been in the dataset since at least 1992). Surveys were conducted with human resources managers or general managers, who were asked about the adoption of a list of personnel policies and programs and the years of adoption. The survey was conducted in 2002 by the Princeton University Survey Research Center. Additional information about the survey can be found in the Supporting Information for the PNAS article related to these data. Full citation information will be updated when it becomes available. Information is also available in: Kalev Alexandra, Frank Dobbin and Erin Kelly. (2006). Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociological Review, 71(4), 589-617

The Executive Order is concerning sexual harassment in the workplace. More information: Visit the City Manager's webpage to learn more about the current City Manager and their goals, programs, and initiatives.Informing Worcester is the City of Worcester's open data portal where interested parties can obtain public information at no cost.

According to a survey among 1,057 women in Taiwan, around 43 percent of respondents confirmed that they had experienced sexual harassment at work. The majority of victims chose not to report it out of fear and worries.

Over the last two years, awareness about the sexual mistreatment of women has stunned the world. According to analysis by the New York Times, the defeat of Hilary Clinton and election of Donald Trump spurred a women’s movement in the US that began in November of 2016 and resulted in protests across the country, including the largest single-day protest in history on January 21, 2017. Later that year, the #MeToo movement (starting in October 2017) and subsequent #TimesUp movement (starting in January 2018) galvanized women to unite against sexual assault and sexual harassment, which has become the hallmark of the current women’s movement. But has anything changed over this time period in regard to the sexual harassment of women? We examine data from over 500 women at two points in time (September 2016 and September 2018) and found reduced levels of the most egregious forms of sexual harassment (unwanted sexual attention and sexual coercion) but increased levels of gender harassment in 2018 compared to data collected in 2016. More importantly, sexual harassment had a weaker relationship with women’s negative self-views (lower self-esteem, higher self-doubt) in 2018 compared to 2016. Qualitative interviews collected from women in the fall of 2016 and in the fall of 2018 from the same women, support the quantitative data. They suggest that the decrease in the more egregious forms of sexual harassment is due to the increased scrutiny on the topic and the increase in gender harassment is the result of backlash against women. The interviewees also suggest that the diminished relationship between sexual harassment and negative self-views was the result of reduced shame and increased support and empowerment.

In 2021, **** percent of female respondents aged between 18 and 29 in Finland reported experiencing sexual harassment at work, marking the highest rate among European countries. In contrast, Latvia had the lowest reported rate, with only **** percent of women in the same age group indicating they had faced sexual harassment in the workplace.

Directory of training providers to prevent workplace discrimination and sexual harassment

Gender-based violence and harassment (GBVH) has detrimental effects on organisational performance and employee well-being. Primary-level bystander intervention programmes that enable employees to act when witnessing GBVH offer a promising prevention strategy. Despite the increased focus on the importance of primary-level bystander interventions, limited efforts have been made to systematically synthesise research in this area. The present scoping review therefore sought to consolidate research on primary-level bystander interventions implemented in organisations by exploring the theoretical frameworks used to develop these interventions, determining outcomes, and examining facilitators and obstacles for their implementation. Five databases [Embase (Ovid), MEDLINE (Ovid), Scopus, Web of Science, and PsycINFO (Ovid)], and grey literature were systematically searched. Out of 11.302 references screened, 14 studies were included in the present scoping review. Findings suggest that primary-level bystander interventions, particularly bystander training workshops incorporating practice exercises, can increase prosocial bystander behaviour. However, the paucity of follow-up measurements makes it challenging to evaluate their long-term efficacy. The included studies underscore the importance of tailoring interventions to specific workplace contexts. While comprehensive program theories underpin most studies, organisational change theories were typically absent, even when interventions aimed to achieve cultural change. In conclusion, this review emphasises the significance of bystander interventions for primary GBVH prevention and underscores the need for further research to identify optimal practices and ensure enduring effectiveness.Systematic review registrationThe protocol is registered on the Open Science Framework website at https://osf.io/3pt5k/.

Sexual harassment of women in the workplace has received growing attention in the past decade and is recognised as a substantial human rights and public health issue, with significant ramifications for workplaces and communities (Willness, Steel & Lee 2007). Nationally, this is reflected in recent legislative amendments:

• In 2022, the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth), introduced a positive duty on employers and persons conducting business or undertaking (PCBUs).
• In 2023, the Fair Work Act was amended to prohibit sexual harassment in the workplace, and is now considered as a form of ‘serious misconduct’.

These efforts reflect a commitment to eliminating gender-based violence and harassment, and ensuring safe working environments for women.

Underpinning and driving these efforts for change is the growing body of research that have sought to bridge the significant gaps in current knowledge pertaining to sexual harassment in the workplace. This includes studies examining the impacts of workplace sexual harassment (Birinxhikai & Guggisberg 2017), its risk factors, preventative measures and responses (Champions of Change Coalition 2021, Healey 2018, Saunders & Easteal 2013, Wynen 2016), and issues around underreporting (MacDermott 2020, Charlesworth, McDonald & Cerise 2011).

Since 2003, the Australian Human Rights Commission (AHRC) has also regularly conducted national surveys into workplace sexual harassment, with the fifth iteration released in 2022. The survey has offered important insights and data on the prevalence and nature of workplace sexual harassment in Australia. However, there remain significant gaps in accounting for the breadth of diversity and intersectionality of women’s experiences of violence and harassment. Specifically, migrant and refugee women were captured only through a single variable of ‘language spoken at home.’

This gap has prompted the development of an ANROWS-funded study (ANROWS 2022) focusing on migrant and refugee women’s experiences of sexual harassment in the workplace. Utilising a mixed-methods approach of large-scale surveys, focus groups and interviews, the study builds on existing knowledge of workplace sexual harassment to further contribute to the national picture of the diverse experiences of migrant and refugee women.

This research brief maps out the role, contribution and limitations of utilising large-scale surveys in gender-based violence research in Australia, specifically in relation to workplace sexual harassment.

Ever-working women who have experienced sexual harassment at work, by type of violence

The 2010 Workplace and Gender Relations Survey of Active Duty Members (2010 WGRA) conducted by the Defense Manpower Data Center (DMDC) is designed to assess the attitudes and opinions of active duty members on a wide-range of quality of life issues. The survey collected data on military workplace experiences, mental health and post-traumatic stress disorder, gender-related experiences, unwanted sexual contact experiences, the availability and effectiveness of sexual harassment and sexual assault training, the leadership response, progress in reducing sexual harassment and sexual assault, sexual harassment and sexist behavior incident rates. These data were obtained under a Freedom of Information Act (FOIA) request (Ref: 15-F-0457).

Results of an online survey held as part of public online consultations regarding harassment, sexual harassment, violence, and sexual violence in the workplace. All respondents self-selected to take part in the survey.

This dataset contains the following variables: (1) List of BSE Companies, (2) Industry, (3) Sector, (4) Number of sexual harassment complaints received for the periods: 2013-2014, 2014-2015, 2015-2016, 2016-2017, 2017-2018, 2018-2019, 2019-2020, 2020-2021, 2021-2022, 2022-2023, 2023-2024, (5) Number of sexual harassment complaints pending during the periods: 2013-2014, 2014-2015, 2015-2016, 2016-2017, 2017-2018, 2018-2019, 2019-2020, 2020-2021, 2021-2022, 2022-2023, 2023-2024.

This statistic shows the share of victims of sexual harassment in their workplace in the United States who reported the harassment to management or pursued legal action, by gender, as of July 2016. In July 2016, 67 percent of women who stated they had been previously sexually harassed at work did not report the issue to management or pursue legal action.

This statistic represents the most common forms of sexual harassment suffered by women at their workplace in France in 2018. It can be seen that 8 percent of the women surveyed have already been pressured to engage in an act of a sexual nature, such as sexual intercourse in exchange for hiring or a promotion.

The UniSAFE survey collected data on experiences of gender-based violence, including sexual harassment, among students and employees in 46 higher education institutions and research institutions in 15 countries in the period 17.01.-01.05.2022 (n= 42,186). Factors of influence and effects of gender-based violence are part of the survey. The prevalence data refers to six forms of violence, based on the four forms of gender-based violence described in the Council of Europe's Istanbul Convention: physical violence, psychological violence, economic violence and sexual violence. In addition, the survey includes two other forms of violence: sexual harassment and digital violence. The results of the UniSAFE survey add to the current knowledge base on the occurrence of gender-based violence by individuals (micro-level) in the context of science and research. The UniSAFE survey is part of an EU-funded study (grant number 101006261) with several qualitative and quantitative data collections.

According to a survey from 2019, Danish women were by far most likely to experience sexual harassment at their workplace compared to Danish men. Regardless of age, 20 percent of women and six percent of men in Denmark had suffered from sexual harassment at least once in their work life. Nearly one in four women between 25 and 44 years of age had been victims of unwanted sexual attention.

This dataset contains the tweet ids of 1,360,764 tweets, including tweets between April 1, 2020 and June 30, 2020. This collection is a subset of the Schlesinger Library #metoo Digital Media Collection.These tweets were collected weekly from the Twitter API through Social Feed Manager using the POST statuses/filter method of the Twitter Stream API.Please note that there will be no updates to this dataset.The following list of terms includes the hashtags used to collect data for this dataset: #metoo, #timesup, #metoostem, #sciencetoo, #metoophd, #shittymediamen, #churchtoo, #ustoo, #metooMVMT, #ARmetoo, #TimesUpAR, #metooSociology, #metooSexScience, #timesupAcademia, and #metooMedicine.Be aware that previous quarters (up to the first quarter of 2020) only include one hashtag: #metoo.Because of the size of the files, the list of identifiers are split into 2 files containing up to 1,000,000 ids each.Per Twitter's Developer Policy, tweet ids may be publicly shared for academic purposes; tweets may not. Therefore, this dataset only contains tweet ids. In order to retrieve tweets that are still available (not deleted by users) tools like Hydrator are available.There are similar subsets related to the Schlesinger Library #metoo Digital Media Collection available by quarter, as well as a full dataset with a larger corpus of hashtags.

Explore Sexual harassment-Law and legislation through data • Key facts: number of authors, number of books, books, authors, publication dates, book publishers • Real-time news, visualizations and datasets

This research was conducted in 1980 at the request of the Subcommittee on Investigations of the U.S. House of Representatives Committee on Post Office and Civil Service in order to test preliminary findings on sexual harassment in the federal workplace. In May of 1980, 23,964 questionnaires were mailed to federal employees in the executive branch. The disproportionately stratified random sample was stratified by sex, minority status, salary, and agency (defense, health care, or other). Usable questionnaires were returned by 20,083 respondents, an 85% response rate. The questionnaire addressed issues of sexual harassment, including the following topics: attitudes regarding sexual behavior at work, how respondents define sexual harassment, opinions on remedies that would reduce sexual harassment, general data on incidence level and detailed data on specific incidents of sexual harassment, general data on the experiences of those who have been accused of sexually harassing others, attitudinal and demographic information about respondents' work settings, and demographic information on the personal characteristics of the respondents. The Murray Research Archive holds numeric file data from the study.