What Employees Should Know About Reporting Sexual Harassment

Reporting sexual harassment starts with knowing where to turn when workplace conduct becomes inappropriate or concerning. Employees may hesitate to speak up because they are unsure about company procedures, who they should contact, or what happens after a concern is reported.

For U.S. employers, making reporting procedures clear and accessible can help employees understand their options and responsibilities. Employees should know that they can use the reporting channels established by their employer when they experience or witness conduct that concerns them.

Why Employees Should Know the Reporting Process

Every organization may have its own policies and reporting channels. Employees should review their company's procedures and understand who is responsible for receiving workplace concerns.

Reporting information may be provided through:

• Employee handbooks
• Workplace policies
• HR departments
• Supervisors or managers
• Designated reporting contacts
• Internal reporting systems

Employees should know where to find this information before they need it.

What Employees Can Report

Employees may encounter workplace behavior that makes them uncomfortable or raises concerns about professional conduct. This can include unwelcome comments, requests, messages, gestures, or other inappropriate behavior.

Employees may also witness conduct involving coworkers.

Not every inappropriate interaction necessarily meets the legal definition of sexual harassment. However, employees can still use their organization's established reporting process when they have concerns or questions about workplace conduct.

Steps Employees Can Take

Employees should follow the procedures provided by their employer. Depending on the organization's policies, this may include:

Review the workplace policy

Understand how the organization defines inappropriate conduct and what reporting options are available.

Identify the appropriate reporting channel

Know whether concerns should be directed to a supervisor, HR representative, management, or another designated contact.

Provide relevant information

When making a report, employees should provide the information requested through the organization's reporting process.

Follow the established process

Employees should cooperate with appropriate workplace procedures and provide additional information when requested.

What If a Supervisor Is Involved?

Employees may sometimes have concerns involving their direct supervisor or manager. Employers should make sure their policies explain alternative reporting options for these situations.

Employees should review their organization's procedures to determine who they can contact if their usual reporting channel is not appropriate.

Clear alternative channels can help employees understand that reporting procedures are not necessarily limited to one person.

Why Witnesses Should Understand Reporting Procedures

Employees do not always have to be the person directly involved in a workplace concern. They may witness conduct involving another employee or become aware of behavior that raises concerns.

Knowing the appropriate reporting process can help employees understand what to do when they observe something that may require attention.

Employees should follow their employer's policies regarding reporting and confidentiality rather than attempting to investigate the situation themselves.

The Role of Training in Reporting Awareness

Sexual Harassment Training | TAP Series®

Training can help employees understand workplace expectations and become more familiar with the organization's reporting procedures.

Training can reinforce:

• Employee awareness: Recognizing conduct that may raise workplace concerns.
• Reporting channels: Understanding where employees can turn when concerns arise.
• Workplace responsibilities: Understanding the importance of following company procedures.
• Supervisor awareness: Helping managers understand how to respond when employees raise concerns.
• Prevention: Supporting a workplace culture where professional conduct is clearly communicated.

Training should complement the employer's written policies and established reporting procedures.

Key Takeaways for Employees and Employers

• Employees should know where to report workplace concerns.
• Reporting procedures should be clear and accessible.
• Employees should understand alternative reporting channels when appropriate.
• Witnesses should know how to follow established reporting procedures.
• Supervisors should understand their responsibilities when concerns are raised.
• Training can improve awareness of workplace expectations and reporting procedures.

Conclusion

Employee reporting procedures are an important part of a workplace prevention program. Employees should not have to search for basic information about where to turn when they experience or witness conduct that concerns them.

Employers can support reporting awareness by maintaining clear policies, communicating available channels, training employees and supervisors, and regularly reinforcing workplace expectations. By knowing where to turn and how the process works, employees can be better prepared to raise workplace concerns through the appropriate channels.