The hybrid work model has had some interesting effects on the incidence of sexual harassment in the workplace. Working part-time remote and part-time in the office can create conditions that wouldn’t exist otherwise. This topic may be a departure for many. But I have a background in designing case management systems for sexual assault and victim services. Most people have witnessed sexual harassment in some form. Few are aware of how far it can go and the different forms it can take.
Sexual harassment in the workplace has been an issue for decades, but it’s only recently become recognized as an epidemic. The prevalence of this behavior has led to many women opting out of the workforce, at least temporarily. According to one report, 68% of women in the US have experienced some form of sexual harassment at their jobs.
Sexual Harassment Changes When Working Remotely
One factor is that when employees are working remotely, they are generally not in the physical presence of their colleagues. This means they are less likely to experience direct sexual harassment, such as unwanted touching or sexual advances. This could lead to a reduction in reports of sexual harassment in the workplace.
Harassment can still occur electronically, such as through online messaging or video calls. One survey conducted by the American Bar Association in May 2020 found that the incidence of sexual harassment via electronic means had increased during the pandemic.
Another factor to consider is that employees working from home may not have the same access to support systems and resources as they would in the office. This could make it more difficult for employees to report incidents of sexual harassment, or to feel safe in doing so. Consequently, this might also reduce the number of reported cases.
What’s Different in the Hybrid Office
The hybrid work model has not necessarily eliminated inappropriate behavior in the workplace. But it has changed how it can occur. With fewer people in offices at any one time, it could create opportunities for sexual harassment to take place that might not have happened with higher occupancy. In overt situations, it may make the work environment almost more toxic based on a reduced support system of other workers. It will be important for employers to remain vigilant and to provide resources and support to employees regardless of where they are working.
Women may be more inclined to leave a hybrid work environment if they feel like it’s turning into a boys club. They may also simply feel unsafe based on who comes into the office and when. When women leave the workforce, we all lose.
Women Need to Lead
Many factors contribute to the persistence of sexual harassment. One contributing factor, in particular, is the lack of women in positions of power. The glass ceiling has always been an issue. But the pandemic has seen more senior women leave the workplace, thus further taking women out of the running for many leadership positions. As this gap widens, it becomes more difficult for women to speak up and put an end to what may have become normalized. The idea that this behavior should be tolerated as just “boys being boys” or “just part of being an employee” also plays into why these conversations don’t occur.
Preventing Sexual Harassment
At its core, sexual harassment is about power and control. Employees need to speak up against this behavior when they see it happening. Unfortunately, this is easier said than done. Fear of retaliation, or losing a job can often prevent people from coming forward. The overall culture of an organization can make a difference in the degree to which sexual harassment exists in the workplace.
Knowing that sexual harassment may be different in a remote or hybrid situation, companies should take steps to minimize it regardless of where it takes place. Some suggestions are:
- Ensure employees/consultants have access to EAP or counseling resources.
- Periodically do anonymous surveys of workplace culture.
- Don’t allow random hours or scheduling for in-office work. Try to have minimum staffing when people are in the office. Aside from being wasteful, it may create conditions that could allow sexual harassment that would otherwise be prevented by more staff being present.
- Provide annual training on how it can occur both in the office and remotely. Be sure to include it as part of the onboarding process.
- Ensure women have equal opportunities for management positions regardless of where they work.
