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.

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

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.

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.

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.

Directory of training providers to prevent workplace discrimination and sexual harassment

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.

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/.

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).

During this 2017 survey, 42 percent of surveyed women stated they have experienced sexual harassment, while 11 percent of surveyed men stated the same. In total, about 27 percent of American adults stated they have been sexually harassed before.

Increasing awareness in the U.S.

Sexual harassment is, of course, illegal but notoriously underreported. The discrepancy between perceived figures of cases and actual ones is severe, and in fact the actual number of cases of sexual harassment is at least twice as high as the average guesses, regardless of the country the survey was conducted in. However, in the United States, only a third of men and just as many women are really concerned about sexual harassment of women.

metoo sheds some light on dark figures

When the #metoo movement started in 2017, many women and men came forward and shared their experiences, and the number of reported cases of rape increased significantly. Public support for this movement is high in the United States, especially among the younger generations. Still, the United States have a long way to go, with harassment and discrimination based on gender and sexual harassment in the workplace still being a problem that needs to be addressed more thoroughly.

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.

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.

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.

Workplace violence (WPV) is a globally prevailing public health concerns among healthcare workers. Workplace violence includes occupational abuse (physical, sexual, verbal and psychological), threats or harm among health workers, and workplace harassment. It is important to identify the prevalence of workplace violence at the workplace. Therefore, this study aimed to assess workplace violence and its associated factors among healthcare workers at a tertiary hospital in Kathmandu, Nepal. A descriptive cross-sectional study was carried out among 369 health care workers in a tertiary hospital in Kathmandu. A semi-structured questionnaire was used for data collection. Data was entered and analyzed using SPSS v20. Descriptive statistics were used to assess workplace violence and other independent variables. Bivariate and multivariate logistic regression model was used to examine the factors associated with workplace violence. The prevalence of verbal violence was highest among doctors (34.3%) and nurses (52.8%) followed by bullied/mobbed among doctors (11.9%) and nurses (17%) any time in the past. Experience of any type of workplace violence in the past among doctor was 45.5% and among nurses was 54% while 35.8% doctors and 46.8% nurses had experienced it in the past 12 months. Patients and relatives of patient were major perpetrator for physical and verbal violence while management and staff members were major perpetrators for bullying/mobbing. Participants marital status, work experience, posted department, nature of work shift, frequency of night shift and working hours per week showed statistically significant association with the experience of workplace violence within past 12 months (p

In 2020, female founders experienced significantly more sexist and sexual harassment in the workplace than male founders globally. For instance, there is a significant difference between the proportion of men and women who experienced harassment of a sexist or sexual nature with three quarters of female founders reporting having experienced sexism in the workplace, while only 24 percent of men reported having experienced this. Similarly, 41 percent of women reported having experienced sexual harassment in the workplace, while this was the case for only 12 percent of men. No male founders reported ever having experienced stalking, while 11 percent of female founders in tech have experienced this.

Overall, a larger proportion of men experienced harassment in the form of physical assault, homophobia, physical abilities, and transphobia. For instance, homophobia was twice as prevalent for men when compared with their female counterparts. While only nine percent of women reported having experienced workplace harassment based on their religious affiliation, 24 percent of men reportedly experienced this.

In the fiscal year 2023, around 7.4 thousand consultations regarding sexual harassment were recorded by the Employment Environment and Equal Employment Offices in Japan. In the last decade, the number of consultations was highest in fiscal 2014 at approximately 11.3 thousand.

Seafarers working in remote ports and onboard fishing vessels often face isolated, high-risk environments, making them vulnerable to sexual harassment, intimidation, and assault. In the United States and other countries, scientists, called fishery observers, are required by the government to be deployed alongside fishing crews for extended periods to collect essential fisheries data and report potential fishing regulation violations they witness. Although many fishery observers who experience harassment submit official report statements, the true prevalence of the problem is unknown due to nondisclosure. This study uses anonymous responses from annual surveys distributed to North Pacific groundfish and halibut fishery observers to understand barriers to disclosure and estimate disclosure rates. By adjusting the annual counts of observers who submitted official harassment statements with these estimated disclosure rates, we provide the first estimates of the true number of victimized observers (prevalence) each year in a federal fisheries monitoring program in the United States. Model selection suggested that disclosure was influenced by the type of harassment experienced and not by observer demographics or employment year. Estimated disclosure rates (victimized observers who reported annually via official statement) were lowest for sexual harassment (0.18; 95% CI 0.11-0.29); higher for intimidation, coercion and hostile work environments (0.37; 95% CI 0.28-0.47); and highest for assault (0.57; 95% CI 0.41-0.73). Overall, 45% (95% CI 39-51%) of observers who experienced victimization disclosed harassment in a given year. We estimate that 22-38% of observers were victimized annually during the 2016-2022 study period, with rates of 24-60% for females and 12-24% for males. Victimization rates computed from raw survey summary statistics suffer from self-selection bias while rates derived solely from submission of official statements suffer from bias in underreporting. Supplementing official statements with estimates of disclosure rates from anonymous survey data provides a means of mitigating for these two forms of biases to obtain estimates of victimization untangled from fluctuations in reporting tendencies. When disclosure and victimization are teased apart, the effectiveness of risk reduction strategies can be better assessed over time.

Emergency medical services (EMS) workforce demographics in the United States do not reflect the diversity of the population served. Despite some efforts by professional organizations to create a more representative workforce, little has changed in the last decade. This scoping review aims to summarize existing literature on the demographic composition, recruitment, retention, and workplace experience of underrepresented groups within EMS. Peer-reviewed studies were obtained from a search of PubMed, CINAHL, Web of Science, ProQuest Thesis and Dissertations, and non-peer-reviewed (“gray”) literature from 1960 to present. Abstracts and included full-text articles were screened by two independent reviewers trained on inclusion/exclusion criteria. Studies were included if they pertained to the demographics, training, hiring, retention, promotion, compensation, or workplace experience of underrepresented groups in United States EMS by race, ethnicity, sexual orientation, or gender. Studies of non-EMS fire department activities were excluded. Disputes were resolved by two authors. A single reviewer screened the gray literature. Data extraction was performed using a standardized electronic form. Results were summarized qualitatively. We identified 87 relevant full-text articles from the peer-reviewed literature and 250 items of gray literature. Primary themes emerging from peer-reviewed literature included workplace experience (n = 48), demographics (n = 12), workforce entry and exit (n = 8), education and testing (n = 7), compensation and benefits (n = 5), and leadership, mentorship, and promotion (n = 4). Most articles focused on sex/gender comparisons (65/87, 75%), followed by race/ethnicity comparisons (42/87, 48%). Few articles examined sexual orientation (3/87, 3%). One study focused on telecommunicators and three included EMS physicians. Most studies (n = 60, 69%) were published in the last decade. In the gray literature, media articles (216/250, 86%) demonstrated significant industry discourse surrounding these primary themes. Existing EMS workforce research demonstrates continued underrepresentation of women and nonwhite personnel. Additionally, these studies raise concerns for pervasive negative workplace experiences including sexual harassment and factors that negatively affect recruitment and retention, including bias in candidate testing, a gender pay gap, and unequal promotion opportunities. Additional research is needed to elucidate recruitment and retention program efficacy, the demographic composition of EMS leadership, and the prevalence of racial harassment and discrimination in this workforce.

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.