Fear of reporting and ensuing process keep employees from reporting workplace issues

Sexual Harassment Complaint document with black pen.

Credit: Hailshadow

Technology platform HR Acuity released its findings from the 2019 Employee Experience Survey that polled over 1,300 workers to better understand how employees handled sexual harassment and inappropriate behaviors.

Two years after #MeToo, employees surveyed know where to report issues, yet they don’t report because they’re concerned about the process that follows, its fairness, and the possibility of retaliation for reporting. The survey also found hotlines were the least used resource for reporting and managers receive more misconduct complaints than HR. And while employees experience problematic behavior equally between the sexes, reports by men receive more follow-through and investigation than reports made by women.

With some 90% of respondents experiencing or witnessing some kind of misconduct, it’s imperative for workplaces to build a culture that empowers employees and bystanders to report. Inaction is detrimental when it comes to proactively building a safer, healthier workplace. Trust in HR is built and cultivated through transparency and taking reports seriously. By resolving employee issues, workplaces can increase employee confidence in organizations as well as reduce turnover.

Employees should not only feel safe and comfortable in workplaces — they should also feel like they are working for a corporation that prioritizes the issue and is actively working toward a solution.

RALIANCE works with businesses that are ready to improve their organizational cultures and make their workplaces safe from sexual harassment, misconduct, and other disrespectful behaviors. Learn more at https://www.raliance.org/consulting/.

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