Facts about Sexual Harassment in the workplace from the EEOC:
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
The harasser's conduct must be unwelcome.
It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.
When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.
Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.
It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
The harasser's conduct must be unwelcome.
It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.
When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.
Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.
It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
After allegations of sexual abuse by Harvey Weinstein resurfaced, actress Alyssa Milano took to Twitter and encouraged survivors to speak out by using the hashtag "#MeToo" to show the widespread epidemic of sexual violence. Originally, this campaign was created more than a decade ago by activist Tarana Burke who shed light on sexual assault survivors in underprivileged communities. "#MeToo" began to take social media by storm with the participation of millions.
Reuters/Ipsos conducted an online poll of 1,832 people taken Oct. 20-24, 2017 regarding the use of this campaign and who participated.
Have you ever personally experienced an unwanted verbal or physical sexual advance?
Among all respondents (sample size- 1,832):
Yes: 54%
No: 46%
Among women (sample size- 1204):
Yes: 67%
No: 33%
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For the following, sample size is 1076:
I have personally posed '#MeToo' or something similar, to indicate that I have experienced sexual harassment or abuse: Yes: 11% I have liked/reposted/shared/engaged with the '#MeToo' conversation (but not posted about my personal experiences): Yes: 14% I have seen '#MeToo' in my social media feed(s) but not engaged with it: Yes: 44% I am not aware of the '#MeToo' campaign or conversation: Yes: 27% |
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ABC News/Washington Post Poll: Sexual Harassment; Tuesday, Oct. 17, 2017
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Pew Research Poll: December 7, 2017:
Women and men in both parties say sexual harassment allegations reflect ‘widespread problems in society’
Women and men in both parties say sexual harassment allegations reflect ‘widespread problems in society’
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Reuters/Ipsos poll: December 27, 2017
A Reuters/Ipsos national opinion poll, released on Wednesday (12.27.17), asked more than 3,000 American adults to consider eight different scenarios and then prompted them to decide if they would personally label each to be an example of sexual harassment. The variation in responses showed a need for employers to spell out expected standards, employment experts said.
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The following video is provided by UN Women:
