Incident-specific policies and protocols and one-off trainings have proven insufficient to address the complex and deep-seated roots of sexual harassment and violence: power, control, sexism, and workplace inequity. Multifaceted prevention programs are more responsive to employee needs, and engender their confidence in organizational values.
Each organization has its own culture, gaps, and needs. A well-executed workplace climate survey process lays the foundation for a tailored response and prevention program. Thorough and holistic climate surveys signal that your organization recognizes the disparities that facilitate harassment and violence and assures employees that the organization intends to hold harassers accountable. It is important to review the results of the survey with your employees, solicit suggestions for change, close identified gaps in response, and engage in an ongoing conversation about workplace expectations and culture.
Assessment Categories
Click each category for more information & sample questions
Prevalence
Frequency, nature & impacts of workplace sexual harassment & violence
Equity
Belief in access to equal opportunity & fair treatment. Identifies that underpinnings of misconduct.
Accountability
Belief and confidence that the process protects victims & strives to eliminate harassment
It may seem as if the easiest part of developing a climate survey is ascertaining the frequency and nature of workplace incidents of sexual harassment and violence. However, employees must feel safe, supported, and informed in order to provide the most accurate picture of the workplace environment. Victims recognize and contextualize incidents in varying ways, and are often understandably reluctant to disclose intimate, sensitive, and difficult experiences.
Establish a safe space
- Assure employees that participation is voluntary, and responses are anonymous.
- Alert employees that the survey will cover difficult topics, and encourage taking breaks or stopping the survey, as necessary.
- Consider including RAINN’s National Sexual Assault Hotline – 800.656.HOPE (4673) – for the benefit of participants who may need assistance and support.
- Keep responses anonymous and confidential.
- Assure employees that surveys will not be cross-referenced to identify participants, and no disciplinary action will be taken as a result of information provided in the survey.
- If feasible, consider retaining a neutral third party to receive and compile the surveys.
- Provide an overview of your workplace sexual harassment response procedures, in case the survey prompts a victim to report. Back
Frame broad and inclusive questions
- Offer the survey to all employees.
- Provide specific examples of inappropriate workplace behaviors.
According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace. This wide range is a result of how questions were asked, and to whom:
- In the case of a random sample survey, 25% of participants reported having experienced “sexual harassment.” This percentage rose to 40% when participants were asked if they had experienced one or more listed examples of “specific sexually-based behaviors, such as unwanted sexual attention or sexual coercion.”
- When a survey was offered to a non-random sample, 50% of participants reported having experienced “sexual harassment.” This percentage skyrocketed to 75% when examples were offered. Back
Determine which behaviors to assess
In addition to what typically enters the mind when thinking of sexual harassment and violence, abusive behaviors can arise from animus towards a particular gender, gender identity, or sexual orientation as well. Furthermore, some people are more likely to be victimized, and have less recourse, because of their race, immigration status, disability, education, or income level.
In order to account for these complexities, climate surveys should contemplate the wide range of behaviors that constitute sexual harassment and violence. Also consider exploring other aspects of identity, known as intersectionality, that increase the likelihood of victimization. and decrease access to recourse. Back
Sex-Based Harassment
Unwanted sexual attention or sexual coercion
Example*
In the past 12 months, how often did someone at work:
Response Options: Never / Once / Once a Month or Less / Two-Three Times a Month / Once a Week or More / One or More Times a Day
- Make unwanted attempts to establish a sexual relationship with you, or engage in sexual activities with you, despite your efforts to discourage these attempts or express disinterest?
- Make you feel like you were being bribed with some sort of reward or special treatment to engage in sexual behavior?
- Make you feel threatened with some sort of retaliation for not being sexually cooperative (e.g., by mentioning an upcoming review)?
- Touch you in a way that made you feel uncomfortable?
Gender Harassment
Sexist, crude, offensive, or hostile behaviors that are devoid of sexual interest, but aim to insult or offend on the basis of gender stereotypes
Example*
In the past 12 months, how often did someone at work:
Response Options: Never / Once / Once a Month or Less / Two-Three Times a Month / Once a Week or More / One or More Times a Day
- Repeatedly tell sexist stories or jokes that were offensive to you?
- Make offensive remarks about your appearance, body, or sexual activities?
- Refer to people of your gender in insulting or offensive terms?
- Put you down or act in a condescending way toward you because of your gender?
Sexual Orientation-Based & Gender Identity-Based Harassment
May include both unwanted sexual attention/sexual coercion or crude, offensive, or hostile behaviors
Example*
In the past 12 months, have you experienced any of the following behaviors? If so, please indicate whether you believe the behavior was based on your sexual orientation or gender identity.
Response Options: Never / Once / Once a Month or Less / Two-Three Times a Month / Once a Week or More / One or More Times a Day
- I was subjected to negative, or offensive, comments or remarks.
- I was subjected to offensive jokes.
- I was touched in a way that made me feel uncomfortable.
- I was physically threatened or assaulted.
Intersectional Harassment
Unwanted sexual attention/sexual coercion or crude, offensive, or hostile behaviors on the basis of more than one identity group, including any combination of gender, race, ethnicity, disability, religion, age, or immigration status
Example*
In the past 12 months, have you experienced any of the following behaviors? If so, please indicate whether you believe the behavior was based on any of the characteristics listed.
- I was subjected to [negative comments or remarks] [offensive jokes] [touched in a way that made me feel uncomfortable] [physically threatened or assaulted].
- If Yes, indicate whether you believe the behavior was on the basis of your:
- Gender
- Sexual Orientation
- Gender Identity
- Race or Ethnicity
- Religion
- Disability
- Other:________
- If Yes, indicate whether you believe the behavior was on the basis of your:
An anonymous and confidential climate survey presents an opportunity to learn more about the status of women in the workplace and the culture of the workplace overall. Workplace cultures that routinely sideline, isolate, intimidate, or speak over women provide fertile ground for sexual harassment and other acts of sexual violence to flourish. This is also true for other groups who are more susceptible to experiencing sexual harassment and violence, including employees who are racial or ethnic minorities, from immigrant communities, LGBT, disabled, or who are low-wage workers.
Inclusivity
Sexual harassment and violence occur in workplaces where employees are generally marginalized and disempowered on the basis of their gender, race, ethnicity, sexual orientation, disability, immigration status, or income level
Example*
In the past 12 months, have you experienced any of the following behaviors? If so, please indicate whether you believe the behavior was based on any of the characteristics listed.
- When participating in work meetings, events, or activities, I was talked over by others.
- If Yes, indicate whether you believe the behavior was on the basis of your:
- Gender
- Sexual Orientation
- Gender Identity
- Race or Ethnicity
- Disability
- Other:________
- If Yes, indicate whether you believe the behavior was on the basis of your:
Job/Workplace Satisfaction
Employees who are satisfied with their jobs and opportunities, and who feel supported in the workplace, are more likely to report incidents, stand up for their coworkers, and engage in prevention-oriented activities
Example*
How satisfied are you with the following? (Respond to each item.)
Response Options: Very Dissatisfied / Dissatisfied / Neither Dissatisfied nor Satisfied / Satisfied / Very Satisfied
- The kind of work I do
- My job security
- The direction/supervision I receive
- My work environment
- My coworkers
Opportunities for Advancement
The absence of women in leadership positions is a conspicuous indicator of a workplace’s principles regarding the distribution of power in the workplace
Example*
In the past 12 months, have you experienced any of the following behaviors? If so, please indicate whether you believe the behavior was based on any of the characteristics listed.
- I was passed over for a promotion.
- If Yes, indicate whether the behavior was on the basis of your:
- Gender
- Sexual Orientation
- Gender Identity
- Race or Ethnicity
- Disability
- Other:________
- If Yes, indicate whether the behavior was on the basis of your:
Empowerment
Employees must feel heard, believed, and safe from retaliation in order to report inappropriate conduct when it enters the workplace
Example*
How would you describe your perceptions regarding your coworkers? (Respond to each item.)
Response Options: Strongly Disagree / Disagree / Neither Agree nor Disagree / Agree / Strongly Agree
- My coworkers treat each other with dignity and respect.
- My supervisors care about my well-being.
- Employees are encouraged to speak out frankly even when critical of well-established ideas and approaches.
- Agreeing with management is the best approach.
Those who harass an employee or coworker must know that if they do, they will be caught, and – when caught – there will be consequences.
Employees pay close attention to how their workplace handles allegations of sexual harassment and violence.
Example
A junior employee has reported a senior manager (and high performer) for sexual harassment. It is the third report made against this senior manager within the last ten years. The two prior instances caused the victims to resign and the senior manager was reprimanded in writing.
After a brief investigation, the senior manager is required to undergo counseling, and the junior employee is transferred to another work site. Once other employees notice that the junior employee has been transferred and the senior manager remains, rumors abound that the senior manager is “protected” because of his high value to the company.
In this example, the workplace has lost the confidence of its employees while emboldening harassers. To avoid this outcome, ascertain employee confidence in how allegations are addressed as a basis to open a dialogue on improving responses. Back
Victim’s Perspective
Victims should be taken seriously, treated compassionately, and have a say over responses to make sure their needs are met, and that they have a stake in the culture of their workplace
Example*
How comfortable would you feel discussing a behavior or experience that made you feel uncomfortable with any of the following (Respond to each item.)
Response Options: Very Uncomfortable / Uncomfortable / Neither Comfortable nor Uncomfortable / Comfortable / Very Comfortable
- The person involved
- A non-supervisory coworker
- A supervisor
- Human Resources
- Management
Perpetrator Accountability
Perpetrators of sexual harassment and violence constantly test boundaries. The greatest deterrence to escalating and repeated misconduct is early and meaningful accountability
Example*
Did any of the outcomes listed below occur as a result of the making of an oral and/or written complaint? (Respond to each item.)
Response Options: Yes / No / Don’t Know
- No action was taken.
- Someone talked to the harasser to ask him/her to change behavior.
- My work station location or duties were changed in order to avoid the person.
- I was encouraged to “drop” the issue.
- The person stopped the behavior.
- My leadership punished me for bringing it up (e.g., denial of promotion/training, transfer, reassignment to a less favorable work site or duties, scheduling changes).
- There was an adverse action taken against the harasser for his/her behavior (e.g., demotion, loss of pay, termination).
Satisfaction with Complaint Process
Employees need clear instructions on how to file complaints, regular updates as complaints are processed, and timely conclusions that prioritize their safety and needs
Example*
How satisfied were you with: (Respond to each item.)
Response Options: Very Unsatisfied / Unsatisfied / Neither Satisfied nor Unsatisfied / Satisfied / Very Satisfied
- The availability of information on how to file a complaint?
- How you were treated by personnel handling the complaint?
- Being informed about the status of the complaint?
- The amount of time it took to address the complaint?
- The outcome of the complaint/investigation?
Deterred Victims
When policies and practices fail to hold perpetrators accountable, victims may become increasingly uncomfortable reporting incidents
Example*
Have you opted not to make an oral and/or written complaint about experiencing inappropriate behavior or misconduct?
- If Yes, what what were your reasons for not doing so? (Respond to each item.)
- The behavior or misconduct stopped on its own.
- I confronted the person myself.
- I did not know how to file a complaint.
- I did not want anyone else to know.
- I was ashamed or embarrassed.
- I wanted to forget about it and move on.
- I did not think I would be believed.
- I did not trust the complaint and resolution process.
- I did not think anything would be done.
- I thought that the person who did it would get away with it.
- I thought it might hurt my career.
- I was concerned for my physical safety.
- I feared losing my job.
* Example questions were patterned after National Park Service Work Environment Survey featured in Technical Report, National Park Service (NPS) Work Environment Survey, January-March 2017, CFI Group (September 29, 2017), available at https://www.nps.gov/aboutus/upload/NPS-WES-Technical-Report-20170929-Accessible.pdf.