Tackle The Risk of Workplace Sexual Harassment

Tackle the risk of workplace sexual harassment

Understanding which environments are high risk for workplace sexual harassment allows leaders to take proactive steps to mitigate risk. 

The risk of workplace sexual harassment for women is still far too high. Statistics are still rising. Going into 2025, organisations must commit to doing much more to tackle the exposure of women to toxic behaviour. Many workplace situations can increase their risk, so understanding what these high-risk situations are, allows leaders to take proactive steps to protect their female employees.

6 ways to tackle the risk of workplace sexual harassment

These are the top six situations where women may face increased risk of sexual harassment and what leaders can do to mitigate that risk

1. Male-dominated workplaces

Industries or teams with a predominantly male workforce, such as construction, tech, or finance, often have environments where women may feel isolated or outnumbered. This imbalance can lead to a culture where inappropriate behaviour goes unchecked, and women may be more vulnerable to harassment.

Mitigation: Leaders should foster an inclusive culture by promoting diversity and encouraging respectful behaviour at all levels. Implementing strict anti-harassment policies and ensuring that male and female employees work together as equals can reduce the risk. Ensuring that all hiring processes are gender-balanced and inclusive and then providing sponsorship and mentoring programmes to retain that key talent will be critical. This means that companies will openly support women in these industries which will help enhance their employer brands.

Worth a read: How to onboard women in male-dominated environments – 3 Plus International

2. Power imbalances

Workplaces where there are significant power differences between employees for example between male supervisors and female subordinates, (most organisations really) can increase the risk of harassment. Harassers may exploit their authority, and targets may feel unable to report misconduct due to fear of retaliation or career repercussions.

Mitigation: Leaders should ensure there is a clear, safe process for reporting harassment, even when it involves someone in a position of power. Policies must emphasise that no one is above the law, and managers should receive additional training on maintaining professional boundaries. Anonymous reporting systems can help employees feel safer coming forward.

Worth a read: Red Flags: The Risk of Sexual Harassment at Work – 3 Plus International

3. Social events and informal work gatherings

After-work events, office parties, or business trips can blur the lines between professional and personal behaviour. Alcohol consumption and informal settings often contribute to inappropriate comments or actions, putting women at greater risk of harassment.

Mitigation: Leaders should set clear expectations for behaviour during work-related social events and discourage excessive alcohol consumption. Having a designated contact person available during such events to handle concerns can ensure that issues are addressed promptly. Regularly reinforcing policies that apply to all work environments, including social settings, is key. Leaders should include reference to these expectations in their Ethics Policies for both senior managers and employees.

4. Lack of accountability and failure to enforce policies

In workplaces where there is a culture of silence, cover-ups, high levels of tolerance or where previous incidents of harassment have not been handled seriously, the risk of future harassment increases. If employees believe that complaints will be ignored or dismissed, harassers are likelier to repeat their behaviour.

Mitigation:  Leaders must consistently role model and enforce anti-harassment policies and take every complaint seriously. Swift, transparent investigations and appropriate consequences for offenders create an environment of accountability. Regularly reviewing policies and making sure all employees are aware of their rights and responsibilities is crucial.

Worth a read: Employer Duty of Care around Sexual Harassment – 3 Plus International

5. Isolated work environments

Women who work in isolated environments, such as remote work sites, night shifts, or roles where they are physically separated from the larger workforce, are more vulnerable to harassment. This isolation can make it harder to seek help or report incidents.

Mitigation: Leaders should ensure that all employees have access to communication tools that allow them to reach out if they feel unsafe. Policies should be in place to prevent isolation, such as requiring at least two employees to be present in high-risk environments. Regular check-ins with remote or isolated workers can provide additional support.

6. Lack of awareness amongst male employees

Men are frequently reluctant to report or intervene in situations of sexism or harassment. This might be because they fear repercussions to their own careers or upsetting a male colleague. Oftentimes it might be because they simply don’t understand the impact that certain behaviours have on the target or they don’t even see these behaviours as being sexist or inappropriate.

We are also seeing a higher levels of misogynistic attitudes especially amongst younger men which needs to be urgently addressed.

This is our long standing campaign See Something, Say Something, Do Something.

Time to give it a boost.