While living and working in London in the early 2000s, I encountered a workplace that left a lasting impact on me – and not in a good way. On my first day, the employee I was replacing handed me a slip of paper with her number, whispering, “You’ll know when to use it.” It wasn’t long before I reached out to her, overwhelmed by inappropriate advances from my boss, ranging from unsettling comments to physical grazes. This experience, coupled with a similar situation back in South Africa years later, underscores a harrowing reality many face in workplaces worldwide – sexual harassment.
What is sexual harassment?
Sexual harassment is any unwelcome behaviour of a sexual nature that creates a hostile, intimidating, or offensive environment.
Examples of what constitutes sexual harassment:
- Unwanted touching or physical contact
- Inappropriate comments or jokes about someone’s appearance, body, or sexual orientation
- Sending sexually explicit messages, images, or videos
- Making sexual advances or propositions
- Staring or leering in a way that makes someone uncomfortable
- Spreading rumours about someone’s sexual life or activities
- Making unwelcome gestures, such as winking or blowing kisses
- Mocking or ridiculing someone for rejecting sexual advances
- Creating a hostile work environment through persistent inappropriate behaviour
The Statistics
Statistics from Biz Community,HR Dive, and Inspired Learning articles paint a grim picture of workplace harassment:
- 30% of women and 18% of men have experienced unwanted sexual advances at work.
- 75% of workplace sexual harassment cases go unreported.
- Harassment manifests in various forms: 15% verbal, 38% involving unwanted touching, 42% reporting lustful staring, and 32% receiving sexually explicit messages.
- Most advances come from peers, but a significant number involve superiors or subordinates.
- 68% of the LGBTQ+ community faces workplace harassment.
- 83% of employees would not report harassment if they witnessed it.
- 41% of workers lack confidence that management would take their complaints seriously.
These numbers are not just figures; they represent real people.
The Critical Role of Recruiters and Employers in de-escalating harassment in the workplace
Employers and recruiters can play a major role in de-escalating and even eradicating sexual harassment in working environments. One way to do this is to dig deeper into the culture and leadership of the workplaces you are sending candidates to. Platforms like Glassdoor, along with a careful examination of social media, can offer invaluable insights into a company’s true environment. But more importantly, matters must be taken seriously when an issue is raised.
Ignoring complaints or brushing them off not only perpetuates the cycle of harassment but also signals to the victim that their safety and well-being are not a priority. This negligence can have devastating effects on an individual’s mental health and career trajectory.
This is a paragraph from an HRDive article: “A recent Zenefits study found that one-fifth of workers don’t trust HR and 30% “actively avoid” going to HR. Of those who avoid going to HR, 31% said they feared retaliation.
Even the most well-heeled, seemingly progressive employers appear to have problems controlling toxic, misogynistic cultures. Many major tech companies such as Uber, Google, Microsoft, Amazon and media companies like CBS, NBC, FOX and The New York Times have faced claims that they protect men found to be engaging in predatory behaviour.”
Questions to ask during the job brief:
When attending a briefing on a job from a hiring manager, it is essential to approach sensitive topics such as past sexual harassment cases with tact and professionalism. Here are some questions that can help uncover information without coming across as accusatory toward the company or individuals:
- What measures does the company take to ensure a safe and inclusive work environment for all employees?
- How does the organisation handle complaints or concerns related to harassment or discrimination?
- Can you provide examples of how the company has responded to such issues in the past, if at all?
- How does the senior management team demonstrate their commitment to preventing harassment and ensuring employee safety?
These questions are designed to provide insight into the company’s culture, policies, and handling of sensitive issues while maintaining a respectful and professional tone.
The Personal Toll of Workplace Sexual Harassment
Reflecting on my experiences, I realise the profound impact a toxic workplace can have on one’s life. The fear, the anxiety, and the feeling of helplessness can be crippling. It’s a stark reminder that no job, no placement fee, no salary is worth putting someone or oneself through this kind of torment.
After reporting my boss’s behaviour and asking to be reassigned, I asked the temp agency to replace me with a male, seeing that this boss had a tendency to target his attention on women, and hoping to spare another woman from what I endured. The agency didn’t heed my advice initially, and it was only after several women quit consecutively that they finally understood the gravity of the situation.
Here are some real examples of the ‘con section’ on Glassdoor reviews:
Be the change
This is a call to arms for recruiters, employers, and colleagues alike. It is vital that we foster a workplace environment that encourages and demands accountability and respect.
- Recruiters: Please investigate the dynamics of the workplaces you’re sending candidates to. Your diligence could save someone from a traumatic experience.
- Employers: Take every complaint seriously. Create an environment where employees feel safe to voice concerns without fear of retribution.
- Employees: Stand up for yourself and leave.
- Everyone: Listen, support, and stand by those who dare to speak up. Change begins with us.
In Conclusion
The path to eradicating workplace harassment is full of challenges, but it’s a battle worth fighting. By holding ourselves and one another accountable, we can create a safer, more respectful professional world. It’s not just about avoiding legal repercussions or bad press—it’s about basic human decency.
