Sexual harassment in the workplace remains a significant issue, with growing awareness and evolving forms of harassment emerging, particularly in remote work settings.
Workplace sexual harassment in the UK
Search data from September 2024 reveals an increased interest in understanding and addressing these issues. For example, Google searches for "what to do if sexually harassed at work" have surged by 1800% year on year, indicating a heightened concern among staff about their rights and how to protect themselves.
Additionally, there has been a 105% increase in social media posts about sexual harassment from 2023 to 2024, reflecting a growing public discourse on the topic. This suggests that more individuals are sharing their experiences and seeking advice, highlighting the need for better awareness and resources.
Digital environments have also introduced a new form of sexual harassment where it's more important than ever to have robust workplace policies to support employees in both physical and digital spaces.
Reporting sexual harassment in the workplace
Sexual harassment can manifest in many forms, from unwelcome comments to inappropriate digital communications.
As employees seek clarity, searches for "anti-harassment law" have grown 17% year on year, and searches for "workplace harassment training" have increased by 50% year on year. These trends highlight the need for clear guidance and robust training programmes.
Steps for reporting sexual harassment
- Document the incident: Keep detailed records of the harassment, including dates, times, locations, and any witnesses. Documentation is crucial, especially if the harassment occurs through digital channels, such as emails or messaging apps.
- Review your company’s policy: Most companies have a sexual harassment policy outlining the process for reporting incidents. Given the rising concern, with searches for "what to do if sexually harassed at work" increasing dramatically, employees should familiarise themselves with these policies to understand their rights and the steps involved.
- Report to a supervisor or HR: Follow your company’s procedure for reporting harassment. This typically involves contacting your supervisor, HR department, or a designated compliance officer.
- Seek external support: If you feel that your company is not addressing your complaint adequately, consider seeking external support from a legal advisor or reporting to a regulatory body like the Equality and Human Rights Commission (EHRC).
Remote work impacts sexual harassment reporting
The shift to remote work has introduced new challenges in managing and reporting sexual harassment. Interestingly, searches for "remote harassment" have seen infinite growth in 2024, reflecting a new area of concern that was previously unconsidered by many.
As digital communications become a primary mode of interaction, harassment can take on new, less visible forms.
New forms of harassment in remote settings
- Inappropriate messages:
Digital platforms like emails, messaging apps, and social media have become common channels for harassment. This includes sending unsolicited explicit messages or making inappropriate comments during professional interactions.
The 105% increase in social media posts about sexual harassment also indicates that digital platforms are not only channels for harassment but also spaces where victims share their experiences and seek advice. - Video call harassment:
Video conferencing has become essential in remote work. Harassment in these settings can include making sexually suggestive remarks, sharing inappropriate content, or engaging in unwanted advances during or after meetings. - Digital surveillance:
An emerging form of harassment involves the misuse of digital surveillance tools. Some employees report discomfort with excessive monitoring or being subjected to unwarranted scrutiny of their online behaviour, which can feel invasive and controlling.
Is reporting more difficult in a remote environment?
Reporting harassment can be more challenging in a remote work environment. The isolation of working from home, coupled with the informal nature of digital communication, can make it harder for employees to report harassment.
Isolation
Employees working remotely may feel isolated and less likely to reach out for support. The lack of in-person interaction can also make it harder to identify allies who might support a harassment claim.
Fear of retaliation
The anonymity and distance of remote work can embolden harassers while simultaneously making victims feel more vulnerable to retaliation or being ignored by management.
Unclear reporting channels
Companies that have not adapted their harassment policies to include remote settings may leave employees confused about how to report incidents that occur online. This is reflected in the increase in searches for terms like "what to do if sexually harassed at work."
Adapting workplace policies for digital harassment
Given the rise in digital harassment, it’s essential for companies to adapt their workplace policies to ensure they provide adequate protection and support for employees.
Recent search trends show a 10% increase in searches for "sexual exploitation" and an increase in interest in "anti-harassment law," highlighting the need for updated policies that address the realities of digital work environments.
Key to an effective workplace policy on digital harassment
- Clear definitions: Update harassment policies to include clear definitions of digital harassment, covering behaviours such as inappropriate messaging, video call misconduct, and misuse of surveillance tools.
- Accessible reporting mechanisms: Provide multiple, accessible ways for employees to report harassment, including anonymous digital reporting tools that protect employee privacy. The growth in searches for "workplace harassment training" indicates a demand for better education on these mechanisms.
- Regular training and awareness: Conduct regular training sessions to educate employees about digital harassment, how to recognise it, and the appropriate steps to take if they experience or witness it.
- Support systems: Ensure that employees who report harassment have access to support systems, such as counselling services or employee assistance programmes, to help them navigate the reporting process and any resulting emotional distress.
Navigating the complexities of sexual harassment in a remote work environment requires understanding how to report incidents and recognising the new forms harassment can take in digital spaces.
Employers must ensure their workplace policies are up-to-date and provide robust support for all employees, whether they work in the office or remotely.
With the growing concern and increased searches for terms like "remote harassment," "anti-harassment law," and "workplace harassment training," it’s clear that there is a pressing need for more education and better reporting mechanisms.
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