Workplace harassment isn’t just some issue that happens at “other companies”. It’s everywhere. And no—this isn’t just about a few bad apples ruining the bunch. 52% of employees have witnessed or been on the receiving end of harassment. Think about that. Half of your workforce might be dealing with or observing this kind of toxicity, and if you think it’s not affecting your company, you’re wrong.
The fact is, 71% of workplace bullies act alone, and 29% work in groups. These aren’t just watercooler chats getting a little rowdy; this is harassment that’s costing you talent, morale, and ultimately, profits. Around 20% of American workers have been victims of workplace bullying, up from 14% in 2022, so this problem is on the rise, not disappearing into the background.
The Real Cost of Harassment: Why It’s Your Problem
If you think HR exists solely for compliance, think again. Sure, HR has to tick all the legal boxes, but their real job? They are the frontline defense against harassment. This doesn’t mean that HR is only there to handle the fallout. They are there to make sure it doesn’t happen in the first place. Why? Because employees who are harassed are 64% more likely to quit. That’s your turnover rate shooting up, with recruitment costs and lost productivity trailing right behind.
It gets worse. Let’s talk violence and harassment—psychological or physical. The numbers are staggering. Nearly 18% of workers have faced psychological harassment, including bullying, insults, and intimidation. And it doesn’t stop there. Physical violence, like hitting, restraining, or worse—that’s happening too, with around 9% of workers experiencing it firsthand. If that doesn’t make your blood boil, think about this. One in 15 people report sexual harassment, with women experiencing it at nearly double the rate of men.
But Wait, It Gets Worse: Why People Don’t Speak Up
You might wonder why more employees don’t report harassment. The answer is simple. They don’t think it will matter. Nearly half of all victims never report harassment or violence at work because they think it’ll fall on deaf ears. Either they’re afraid of damaging their reputation, they don’t trust the process, or they straight-up don’t know how to report it. The things is…those employees are right. If your reporting systems aren’t clear, transparent, and actionable, you’ve got a bigger problem than just harassment. Your culture is rotting from the inside out.
HR’s Role: From Compliance to Culture Guardian
You need HR policies that are more than just window dressing for compliance. You need to create an environment where every employee knows that harassment is not only unacceptable but will be dealt with. Quickly, transparently, and without retribution. Now, let’s get one thing clear. The bare minimum is compliance. HR can put together a stellar anti-harassment policy, train employees on what harassment looks like, and set up a slick reporting system. But that’s not enough. If you want a thriving, respectful workplace, HR has to go beyond the basics.
Here’s where you start:
1. Leadership Sets the Tone
It all starts from the top. If your leadership isn’t modeling respectful behavior, don’t expect your employees to follow suit. This isn’t leaders doing a few speeches or sending out company-wide emails. This is making respect the standard, not the exception. If the C-suite doesn’t care, no one else will.
How to implement:
- Train your leaders on anti-harassment practices and make them accountable for fostering a respectful environment.
- Tie their performance metrics to the culture they’re building (or wrecking).
- Make leadership’s stance on harassment visible—whether through all-hands meetings, memos, or internal newsletters.
2. Make Reporting Simple and Safe
People don’t report workplace harassment because they either think it won’t help or are scared of backlash. You have to create a reporting system that’s simple, accessible, and transparent. No hoops to jump through and absolutely no retaliation.
How to implement:
- Set up anonymous reporting tools, like third-party platforms or hotlines.
- Make sure every employee knows how to report and train them on what happens next.
- Guarantee no retaliation. Follow up with those who report to make sure they’re not feeling any heat afterward.
3. Keep the Training Coming
One PowerPoint a year isn’t going to cut it. If you want harassment prevention to stick, make training frequent, relevant, and interactive. Give employees real-life examples, not just the legal mumbo-jumbo.
How to implement:
- Run quarterly workshops or e-learning sessions that talk about harassment prevention from different angles.
- Make training interactive. Use real-world scenarios that reflect what could actually happen in your office.
- Update your materials to stay current with the latest legal obligations and workplace trends. Keep it fresh.
4. Build a Culture of Inclusion
Diverse workplaces don’t just tolerate less harassment. They flat-out reject it. When employees feel like they belong, they’re more likely to speak up and less likely to turn a blind eye.
How to implement:
- Start Employee Resource Groups (ERGs) to promote inclusivity and representation across the company.
- Make diversity part of your values. Celebrate it in internal comms and during company events.
- Recruit and promote inclusively, building diverse teams that value respect from day one.
5. Track and Measure Your Success
Women lie, men lie. Numbers don’t lie. If you’re not tracking your progress on harassment, you’re leaving it to chance. And don’t just measure complaints. Track how well you’re resolving them and how your employees feel about the process.
How to implement:
- Share the results with leadership and the company. Transparency shows you’re committed.
- Collect data on harassment complaints, resolution times, and employee satisfaction.
- Use surveys to get the real pulse on whether employees trust your process.
Key takeaway: Be proactive, not reactive. Waiting until a problem explodes isn’t going to cut it. HR has to be proactive in educating, engaging, and listening to employees. Encourage open communication, not just in “open-door policies” but in actual, meaningful dialogue.
Workplace Harassment: Who’s Most at Risk?
Not everyone’s experience with harassment is the same. Youth, women, and marginalized groups are disproportionately affected. Whether it’s migrant women or younger workers, these groups are at a higher risk of violence and harassment, and often, they have fewer tools to combat it. If you’re not paying attention to these employees, you’re missing critical red flags. And just because some don’t speak up doesn’t mean it’s not happening. Nearly 50% of workers don’t report harassment or violence for fear of retaliation, a useless process, or plain confusion over where to turn. If your HR processes aren’t built to handle these complexities, you’re not only failing your employees—you’re failing your company.
How You Know You’re Winning: Measure, Adapt, Repeat
If you’re serious about rooting out harassment, you have to track your progress. How many complaints are coming in? How quickly are they resolved? Are employees satisfied with how issues are handled? Metrics aren’t just for sales or marketing—they’re crucial for HR, too. A decrease in complaints might not mean the problem is solved. It could mean employees don’t trust the process. But a dip in complaints alongside rising employee satisfaction? That’s when you know you’re on the right track.
HR as the Frontline Against Workplace Harassment
Workplace harassment isn’t a “side issue.” It’s the issue that, if left unchecked, can destroy your culture, demoralize your workforce, and hit your bottom line. But it’s not all doom and gloom. HR has the power to make a massive difference. And not just by complying with the law but by going above and beyond to foster a culture of respect and safety. Because at the end of the day, when employees feel respected, valued, and heard, they’re more productive and more loyal. And that’s good for business.
Commit HR is here to help you create a harassment-free workplace with actionable strategies, policy templates, and expert support. If your HR team needs guidance on building a safe and respectful environment, we’ve got you covered. Let’s work together to close the door on harassment and open the door to a thriving culture.
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