Research indicates that one in three women experience sexual harassment, although a staggering 71 percent never report it. Human resources professionals are routinely conflicted by the balancing act of providing support to the victim while still serving the company. Empowering HR to be proactive about handling sexual harassment cases will improve company morale, and it will help the bottom line.
Source: HRE Daily, September 13, 2017.
According to an article published by the New York Times, HR professionals are stuck in limbo when it comes to addressing sexual harassment. An HR department’s client is the company; however, the department is also responsible for fielding employee complaints. As we’ve seen recently, HR tends to side with the company instead of the employee. This decision makes it difficult for women to feel comfortable reporting harassment.
Also see: A parent’s guide to ending sexual harassment and assault, The Conversation, December 13, 2017. Parents can help create a world in which everyone respects sexual agency and gender equality. It’s on us to do so.
INSIGHTS: Employees are protected from harassment, sexual and otherwise, under Title VII of the Civil Rights Act of 1964. While the law applies to companies with 15 or more employees, even smaller businesses should take steps to prevent sexual harassment on the job.