The #MeToo and Black Lives Matter movements each took the working world by storm, bringing to the forefront issues of workplace sexual assault, sexual and racial harassment, and discrimination. But while heightened awareness is making workplace conversations about sexism, racism, and other injustices more common, these interpersonal conversations alone will not remove the systemic challenges keeping inequity in place. One of the alarming symptoms of these challenges is the low rate at which employees report incidents of assault, harassment, and discrimination. Too many people don’t feel safe at work, and, fearing repercussions, aren’t willing or able to speak up about it. This vicious cycle keeps systemic inequity deeply entrenched within many workplaces.
Do Your Employees Feel Safe Reporting Abuse and Discrimination?
Despite the high rates of sexual assault and harassment and pervasive discrimination based on race, gender, age, and sexuality in many workplaces, reporting rates remain extremely low. This is in large part because employees fear that the company will respond to reports by further punishing or marginalizing the victim. If you want to increase reporting rates at your company — and thereby make your workplace a more equitable, inclusive, and safe place to work — the author suggests four practices to rethink your reporting system. Demonstrate commitment to accountability from the most senior leaders. Invest in external resources, such as a private therapist or employee assistance program, to support victims of harassment and discrimination. Establish an ombuds office, that can talk candidly to employees about their fears and concerns and walk them through the reporting options available to them. And create anonymous formal reporting channels that both protect reporters and inform organizational change.
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