Workplace Harassment Surveys

Last updated: 19 May 2021

This review addresses what is workplace harassment? How much does workplace harassment cost the employer? How to be an upstander (i.e., speak up)? How prevalent it is in science, law and at the United Nations (UN)?

What is workplace harassment?

To challenge bullying and harassment one has to first recognize and then document it to report it (1, 2)

How much does workplace harassment cost the employer?

How to be an upstander (i.e., speak up)?

The following webinar from Animah Kosai at Speak Up at Work Academy explains how to speak up (see 3).

The following video explains what to do when someone tells you that they are harassed.

Workplace Harassment in science

A 2020 survey of over 4,000 scientists revealed that 43% of researchers experienced bullying and harassment in the past 12 months. 61% witnessed it (4)

At least 1322 of 6296 (21%) Phd students experienced discrimination or harassment. Worryingly 85% of those who experienced harassment by gender discrimination were women (5)

A survey of 30,000 students at Australian universities revealed that 87% students who were sexually assaulted on campus did not make a formal complaint (6)

Sexual harassment is rampant in science and medicine

At UK Universities

An international survey, with 75% of respondents being UK-based

A survey by The TUC found that women are 1.5 times more likely to be victims of bullying than men:

Here are some of the legal reasons for why #MeToo is failing at universities (7):

Workplace Harassment in the legal profession

For the full survey of nearly 7,000 professionals from the legal profession see reference 8.

Key points include: (i) 1 in 3 female respondents have been sexually harassed in a work context; (ii) nearly 4.6 male-female ratio of respondents reporting being sexually harassed in a work context than female respondents (iii) the highest prevalence of sexual harassment at up to 35 percent of respondents is reported in North America, South Africa and Australia; and (iv) Only 42.8% of bullied and 24.6% of harassed respondents reported workplace abuse; (v) legal professionals in Oceania experience the highest prevalence of sexual harassment, at 30% on a gender-weighted basis. Africa (28%) and North America (28%) were both above the global mean of 22%, while Latin America (21%), Asia (20%), Scandinavia (20%) and Western Europe (19%) were all just below average. Eastern Europe had the lowest prevalence, at 13%. Female respondents from Africa had the highest prevalence (48%), just above female respondents from Oceania (47%)

Experiencing sexual harassment within the past year is most common among female respondents aged 25–29 (29%), decreasing on an almost linear basis to 5% among female respondents aged 55 or above. Among male respondents, those in Oceania and North America experienced the most sexual harassment (12%), while those in Western Europe experienced the least (4%).

The prevalence of sexual harassment is relatively stable across positions within law firms. On a gender-weighted basis, 16% of trainees, 20% of solicitors/associates, 22% of senior associates/senior solicitors and 23% of partners have been sexually harassed.

Sexist, sexual and sexually suggestive comments were the most commonly experienced forms of sexual harassment, while inappropriate physical contact and sexual propositions were also common; 22% of sexually harassed respondents had been fondled, kissed or groped, while 3% had been sexually assaulted. Sexist comments were far less common among sexually harassed male respondents (31%), while sexually suggestive comments were higher in relative terms (at 55%, this was the most common form of sexual harassment experienced by male respondents, albeit still less prevalent than among female respondents). On average, female targets were harassed in a greater variety of ways – with a ratio of 3.4 sexual harassment types to each sexually harassed female respondent, compared with 2.4 types among sexually harassed male respondents.

Sexist and sexual comments had a higher prevalence in North America, while sexist behaviour in work-related group messaging was 300% more common in Latin America compared with the global average. Otherwise, there were few notable variations by region. Sexist and sexual comments, sexual propositions, seriously inappropriate physical contact and demands for sexual favours in return for work opportunity were all significantly more prevalent in barristers’ chambers.

More than half of reported incidents of sexual harassment in the survey were perpetrated by non-supervisor senior colleagues. Supervisors/line managers were the second most common category of perpetrator, followed by colleagues of a similar level of seniority. These findings suggest that, unlike bullying, hierarchy and power imbalance play less of a role in sexual harassment incidents; relative to bullying, supervisors were significantly less likely, while equal and junior colleagues were significantly more likely, to be the perpetrator of sexual harassment. Clients and other third parties were more likely, in relative terms, to sexually harass than bully.

Among younger respondents, sexual harassment was more likely to be perpetrated by senior colleagues and less likely to be perpetrated by someone of equal seniority; whereas these trends invert among older respondents. Sexual harassment by clients was relatively more common in North America, while a third party (barrister, judge, other party’s solicitor, etc) was relatively more likely to be the perpetrator in Oceania. Among law firms, sexual harassment by supervisors/line managers is significantly more common at smaller firms, while the prevalence of sexual harassment by non-supervisor senior colleagues increases with firm size. Unsurprisingly, supervisors/line managers were more likely to make implicit or explicit demands for sexual favours in exchange for work opportunities, reflecting the power imbalance. Sexual assault/rape was most commonly perpetrated by a third party.

Workplace harassment in finance

A damning report found 8 per cent - nearly 500 people at Lloyds – had seen some form of sexual harassment in the past 12 months, and 22 per cent said they had seen people in their organisation turn a blind eye to inappropriate behaviour. Chief executive John Neal said the findings of the poll of more than 6,000 staff across the 333-year-old insurance market was far worse than expected, and laid bare the scale of the toxic culture that has “for too long gone unspoken” (9).

Sexual abuse by United Nation's workers

Workplace Harassment at the UN

In November 2018, the Safe Space: Survey on Sexual Harassment in our Workplace was administered by Deloitte on behalf of the United Nations (10). This confidential survey was delivered online in the six official UN languages to obtain information on sexual harassment across the United Nations system and related entities globally. 30,364 staff and non staff personnel from across 31 entities completed the multi language survey, representing a 17%1 response rate overall.

The prevalence of sexual harassment at UN

Overall, 10,032 out of the total 30,364 respondents (33%) reported that they had experienced at least one instance of sexual harassment in the last two years (recent prevalence). One in five survey respondents (20.2%) reported experiencing at least one type of sexual harassment prior to 2016 (historical prevalence). The overall prevalence rate was 38.7% (any sexual harassment incident experienced while working with the UN, independent of time period).

The most common forms of sexual harassment reported by respondents were: sexual stories or jokes that were offensive (21.7%), offensive remarks about their appearance, body or sexual activities (14.2%), unwelcome attempts to draw them into a discussion on sexual matters (13%), gestures or use of body language of a sexual nature, which embarrassed or offended them (10.9%) and touching which made them feel uncomfortable (10.1%).

Prevalence by gender and age: Respondents who identified as female, transgender, gender non conforming, and other reported the highest prevalence rates (41.4%, 51.9%, 50.6%, and 50% respectively), relative to other gender identity categories. Relative to other age groups, two in five (43.6%) respondents aged between 25 and 34 reported experiencing sexual harassment.

Prevalence by sexual identity: Within the sexual identity category, respondents who identified as lesbian, gay, and queer reported the highest prevalence rates (53%, 48.4%, and 48.1%, respectively)

Prevalence by employment type: Relative to other employment types, prevalence rates were highest for Junior Professional Officers / Associate Experts, UN Volunteers and Consultants (49.3%, 39% and 38.7%, respectively).

? Sexual assault: The most severe forms of sexual harassment (including actual or attempted rape) were most commonly experienced by heterosexual females, aged between 35 and 44 years, employed as Professional or General Services personnel in a fixed term employment.

The target experience at the UN

Setting for workplace sexual harassment: Targets reported that more than half of sexual harassment experiences had occurred in the office environment (58.3%). The second most commonly reported setting for sexual harassment was at work related social events (17.1%).

Characteristics of harassers: Targets reported that two out of three harassers were male (68.4%) and one out of three harassers were aged between 45 and 54 years (30.6%). Further, targets reported that approximately half of harassers were colleagues (51.4%) and one in four were supervisors or managers (24.3%). Nearly one in 10 harassers were senior leaders

Responses to experiencing sexual harassment: Only one in three targets (33.5%) reported that they took action as a result of experiencing sexual harassment. Of those who did take action, the most common response was for targets to deal with it themselves (37%). Targets indicated that they were more likely to seek support from colleagues (26.4%) or supervisors (21.9%) rather than make a formal report.

Barriers to reporting the experience: One in two targets (51.3%) reported that they felt that the incident was too minor to take action. Two additional barriers to reporting were fears that reporting would have a negative impact on the target’s career (19%) and that complaints would not be taken seriously (18%).

Outcomes of taking action: Of those targets who did formally report or seek support, almost half (43.4%) indicated that they were satisfied or very satisfied with the outcome. Of those targets who did take action following an incident of sexual harassment, one in four (25.1%) reported that the harassment stopped or was otherwise resolved (23.2%). However, nearly one in four targets (23.3%) were dissatisfied or very dissatisfied with the outcome.

Impact of sexual harassment on targets: Targets reported that the most common emotional responses to the incident were anger (34.6% very or extremely angry) and offense (32.5% very or extremely offended).

Results also highlighted impacts on job related attitudes: almost one in two targets reported that they had experienced some negative impact on their performance at work (44%), while nearly one in five experienced low job satisfaction (16.5%) and/or some intention to leave their job (29%) as a result of the sexual harassment.

The witness experience at the UN

Overall, 9,107 out of the total 30,364 respondents (30%) indicated that they had witnessed a sexual harassment incident(s) in the last two years.

Nature of the witness experience: Witnesses reported that the most commonly witnessed behavior was sexual stories or jokes that were offensive to another employee (15.9%).

Responses to witnessing sexual harassment: Approximately three in five respondents who witnessed sexual harassment reported that they took action as a result (58.7%). Nearly one quarter of witnesses (24.1%) reported that they chose to directly

Barriers to reporting: Two in five witnesses (40.3%) reported that they felt that the incident was too minor to take action. Approximately one in five (22.7%) witnesses indicated that they thought they would not be taken seriously and/or thought the issue would not be addressed effectively (21%).

Characteristics of witnesses who took action: The likelihood for witnesses to report taking direct action by approaching the harasser increased with age and tenure. According to the responses, male witnesses (28.5%) were slightly more likely to take direct action than female witnesses (21.3%).

Impact of sexual harassment on witnesses: Nearly one in two (45.5%) witnesses to sexual harassment behaviors reported that the incident made them feel very or extremely angry and two in five (40.6%) reported that they felt very or extremely offended.

Differences between target and witness behavior: Witnesses and targets reported a similar picture of sexual harassment incidents in terms of prevalence and nature of experiences. However, witnesses were more likely to take some action as a result of the experience (58.7%) compared to targets (33.5%).

Work environment at the UN

Tolerance for sexual harassment: Positively, nearly three quarters of respondents (71.1%) reported that sexual harassment is not tolerated in their workplace.

Tone from the top: Nearly three quarters of respondents ( 70.7%) reported that their immediate supervisor demonstrates zero tolerance for sexual harassment. The rate was lower for senior leaders (59.2%).

Prevention and response: Two thirds of respondents (65.2%) reported that actions were taken to prevent sexual harassment. One in four (25.1%) reported that the sexual harassment stopped as a result of the actions taken.

Accountability: Fewer than half of all respondents (44%) agreed or strongly agreed that personnel (other than supervisors) who sexually harass others will be held accountable for their actions. Less than one in two (44.2%) believed that a supervisor would be held to

Personal risk: A quarter of respondents (27.2%) believed that filing a complaint of sexual harassment would create a personal risk for them and were fearful of making a complaint (21.9%).

Organizational culture: A culture of tolerance for sexual harassment, incivility and exclusion all predicted the likelihood of a sexual harassment incident occurring within the UN and related entities, with incivility being the strongest predictor.

Organizational policies and processes at the UN

Awareness of their organization’s position on sexual harassment: Overall, a significant number of respondents were aware of their organization’s approach to sexual harassment including: how their organization defines sexual harassment (79.7%), the policies and procedures in place to manage incidents of sexual harassment (74.9%), and behaviors their organization considers unacceptable (75.1%).

Availability of support mechanisms: The support mechanisms that respondents were most likely to be aware of were their organization’s sexual harassment policies (81.9%), codes of conduct (76.1%), training on sexual harassment (72.9%) and Human Resources (72.7%). Respondents were least likely to be aware of their organization’s Health and Wellbeing Services and Office supports (e.g. Staff Welfare Officer 24.3%, Conduct and Discipline Teams, 21.4%).

Recognition of support mechanisms by demographic group: Those who were least likely to be aware of their organization’s support mechanisms were respondents who were recently hired (aware of 36.5% of available supports) supports), aged 24 years or less (aware of 29.9% of available supports), and working as Consultants, Associate Fellows or Interns (aware of 31%, 30.7%, 26.5% of the available supports respectively) or in General Services (aware of 45% of the available supports)

Confessions of redeemed harassers

Further readings

1. Report of the Independent Expert Panel on prevention of and response to harassment, including sexual harassment, bullying and abuse of power at UNAIDS Secretariat
2. Towards an end to sexual harassment: The urgency and nature of change in the era of #MeToo | Digital library: Publications | UN Women – Headquarters
3. COVID-19 Global Gender Response Tracker - UNDP Covid-19 Data Futures Platform
4. gender-equality-womens-rights-in-review-en.pdf (unwomen.org)

Social Media

@JulietBourke

References

1. The antibullying empowerment resource lnkd.in/gTQa-En
2. https://twitter.com/do_kinder/status/1287004125704736770?s=20, Layout 1 (ucu.org.uk), Layout 1 (unitetheunion.org)
3. From bystanding to upstanding lnkd.in/dvx_CKw, https://twitter.com/BRAINCURES/status/1332074112773140481?s=20, Don't expect lawyers to report their bullying and sexual harassment | LinkedIn, Stop Harassment At Work | Speak Up Discovery (teachable.com)
4. The Past, Present and Future of Research culture lnkd.in/grGD75g, https://twitter.com/BRAINCURES/status/1239878454256025600?s=20, https://www.dhirubhai.net/posts/krzysztof-potempa-38b02a8_researchculture-reimagineresearch-research-activity-6640987820049735681-sQMC 
5. 2019 Nature PhD Students Survey Data (figshare.com), Nature PhD survey puts spotlight on mental health, harassment and student debt | Corporate Affairs Homepage | Springer Nature, PowerPoint Presentation (ubfc.fr), PhD survey 2019 | Shift Learning (shift-learning.co.uk) and https://twitter.com/BRAINCURES/status/1239875243080122370?s=20 
6. https://humanrights.gov.au/sites/default/files/document/publication/AHRC_2017_ChangeTheCourse_UniversityReport.pdf and https://twitter.com/do_kinder/status/1293873126594543616?s=20
7. Breaking the silence surrounding sexual harassment on campus - The TLS (the-tls.co.uk) and https://twitter.com/BRAINCURES/status/1250836869367111681?s=20 
8. US Too? Bullying and Harassment in the Legal Profession lnkd.in/gJxEMHP and https://twitter.com/BRAINCURES/status/1305666060562182145?s=20 
9. Lloyd’s of London reveals one in 12 staff witnessed or suffered sexual harassment last year | The Independent | The Independent
10. Safe Space Survey Report January 2019 (wordpress.com)

Further references

Conflict_report.pdf (en25.com)