The report, authored by the co-chairs of the task force, includes not only the legal definition of workplace harassment, but also conduct that could set the stage for unlawful harassment if left unchecked. “We conclude that we have come a far way since that day, but sadly and too often still have far to go,” the authors wrote.
Researchers found almost one-third of the roughly 90,000 charges filed with the EEOC in 2015 included workplace harassment. However, this only accounts for cases of harassment that are reported. The EEOC task force estimates about three quarters of people who experience workplace harassment do not report it or discuss it with a supervisor or manager. Harassment at these levels can impact business’ productivity, turnover rates and reputation. And, it can even have a financial impact. The task force found the EEOC recovered $164.5 million in legal costs for workers alleging harassment in 2015 alone.
So what can employers do? For starters, the EEOC suggests redesigning training programs to effectively prevent harassment and to create a workplace culture that does not tolerate harassment. This must start at the top, the authors wrote, but also requires a commitment to accountability from all levels of an organization.
“Harassment in the workplace will not stop on its own — it’s on all of us to be part of the fight to stop workplace harassment,” the authors wrote. “We cannot be complacent bystanders and expect our workplace cultures to change themselves.”
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