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That is the only way we will achieve the goal of reducing the level of harassment in our workplaces to the lowest level possible.

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Our report includes analysis and recommendations for a range of stakeholders: EEOC, the employer community, the civil rights community, other government agencies, academic researchers, and other interested parties. Almost fully one third of the approximately 90,000 charges received by EEOC in fiscal year 2015 included an allegation of workplace harassment.

This includes, among other things, charges of unlawful harassment on the basis of sex (including sexual orientation, gender identity, and pregnancy), race, disability, age, ethnicity/national origin, color, and religion.

While there is robust data and academic literature on sex-based harassment, there is very limited data regarding harassment on other protected bases. Common workplace-based responses by those who experience sex-based harassment are to avoid the harasser, deny or downplay the gravity of the situation, or attempt to ignore, forget, or endure the behavior.

The least common response to harassment is to take some formal action - either to report the harassment internally or file a formal legal complaint.

We could not have written this report without the work they put into educating us and the members of the Select Task Force.

Last modified 21-May-2019 12:05