In the News: Employers' Responses to Sexual Harassment
Earlier this month, the University of Massachusetts - Amherst's Center for Employment Equity released a study entitled Employers' Responses to Sexual Harassment. Among other things, the study finds as follows:
1. Approximately 5 million employees are sexually harassed at work every year, and the "overwhelming majority," i.e., 99.8%, of those employees never file formal charges. In fact, it is estimated that fewer than 1,500 employees go to court every year. (Employers' Responses to Sexual Harassment, at 2.)
2. The U.S. Equal Employment Opportunity Commission "estimates that cumulatively across their careers up to 85% of women will be sexually harassed one or more times." (Id. at 3.)
3. "Relative to their representation in the labor market overall, women report a disproportionate amount of workplace sexual harassment. Although they comprise 47% of the labor force, women file 81% of sexual harassment charges. Black women, in particular, report a disproportionately large percentage of workplace sexual harassment charges; they account for 7% of the labor force but file 27% of sexual harassment charges." (Id. at 10.)
4. "Sexual harassment charges filed by women are least common in government, health care and social assistance and finance. They are most common in mining, warehousing, and transportation. In general female sexual harassment charges are higher in male dominated industries." (Id.)
5. "Twenty-eight percent of those who filed a sexual harassment charge were represented by legal counsel. Those represented by legal counsel received higher compensation, $38,732 on average. This is about 50% higher than those not represented by legal counsel." (Id. at 17.)
Read the full study here.
If you believe that you have been subjected to sexual harassment at work, call ((916) 612-0326) or email (firstname.lastname@example.org) Finley Employment Law today. We serve clients throughout California, including Sacramento, Folsom, Roseville, Granite Bay, and Elk Grove.
The information in this blog post is for general informational and advertising purposes only and is not, nor is it intended to be, legal advice. Instead, you should speak with a California employment attorney for advice regarding your individual situation.