US Workplace Sexual Harassment Statistics

Ever thought about how common sexual harassment is in American workplaces? The numbers might shock you. I looked into the latest stats on workplace sexual harassment in the US. What I found was quite surprising.

From 1997 to 2021, a huge 305,888 sexual harassment cases were filed with the Equal Employment Opportunity Commission (EEOC)¹. This is just the tip of the iceberg. It’s thought that only 6-13% of victims of sexual misconduct at work report it, meaning many cases go unreported¹.

Sexual harassment happens a lot in different jobs. The most common place for it is in the accommodation and food services sector, making up 14% of all harassment cases². This matches another study that found 14.23% of sexual harassment claims from 2005 to 2015 were from this field¹.

Women are often the ones harassed at work. A scary 54% of women say they’ve faced sexual harassment. Some studies even say up to 81% have². From 2018 to 2021, women filed 78.2% of all sexual harassment charges³.

Sexual harassment does more than just hurt. Half of the women who were harassed said it affected their careers. 46% even had to switch jobs because of it². This issue not only harms the people affected but also costs businesses a lot of money.

• Over 300,000 sexual harassment charges filed with EEOC from 1997 to 2021
• Majority of cases go unreported due to fear or lack of resources
• Food services and accommodation industry has highest rate of harassment
• Women file nearly 80% of sexual harassment charges
• Sexual harassment significantly impacts career trajectories and job satisfaction
• Businesses face substantial financial losses due to sexual harassment

Workplace sexual harassment is a big problem in the U.S. It affects millions of Americans. Nearly 7 million women (5.6%) and 3 million men (2.5%) have faced sexual violence at work⁴. This shows we need to understand this issue well.

Sexual harassment means unwanted sexual advances or requests. It also includes other actions of a sexual nature. This can make the workplace hostile or lead to quid pro quo harassment, where jobs depend on sexual favors. About 5 million employees face this every year⁵.

The U.S. has laws against sexual harassment under Title VII of the Civil Rights Act of 1964. The EEOC deals with these claims. But, only 0.18% of those harassed report it officially⁵. This shows we need better support and policies at work.

Sexual harassment hurts job satisfaction and health⁴. It also affects how committed employees are. For companies, the costs go beyond legal settlements. The average award is $24,700, but the real cost is higher⁵. One in three working women under 35 have faced harassment⁶.

Looking into workplace sexual harassment statistics shows its complexity. We must work to make workplaces safer and more respectful for everyone.

Sexual harassment is a big problem in American workplaces. Studies show it’s a big issue. About 40% of women say they’ve faced sexual harassment at work⁷. This means around 38% of women and 14% of men have had such experiences.

In some jobs, more than 90% of women say they’ve been harassed⁸. This shows we need to act fast to stop it. We must take steps in many work areas.

The EEOC has seen a lot of harassment claims. From 2018 to 2021, they got 98,411 charges, with 27,291 about sexual harassment⁹. This shows why we must tackle workplace harassment seriously.

Sexual harassment does more than just hurt people. It makes one in seven women and one in seventeen men look for new jobs or quit⁸. This hurts not just the person but also the company and the economy.

Many people don’t report harassment. Over 85% don’t file legal charges, and about 70% don’t tell anyone at work⁸. We need better ways to report and a supportive work culture.

Sexual harassment is a big problem in American workplaces. One in five Americans has faced it at work¹⁰. This shows we need better ways to stop and handle it.

The Equal Employment Opportunity Commission (EEOC) is key in dealing with sexual harassment claims. From 2018 to 2021, they got 27,291 charges¹¹. Most of these, 45%, were about sex-based harassment¹⁰.

Some states have seen fewer sexual harassment charges lately. California had 344 charges in 2019 but only 225 in 2022¹¹. This could mean better work places or more awareness. But, 25% of women still face sexual harassment at work¹⁰.

Looking at recent and past data is worrying. Women made up 78.2% of all sexual harassment charges from 2018 to 2021¹¹. LGBTQ+ people face even worse, with 35% of them being harassed at work¹⁰.

These numbers show how big the problem of sexual harassment is in US workplaces. We need to keep working to make work safe and handle hostile work environments well.

Sexual harassment hits people of all kinds, but women are most affected. In their lives, 81% of women face sexual harassment or assault, while 43% of men do¹². The EEOC shows us how women are more likely to be harassed at work.

From 2018 to 2021, women made up 78.2% of sexual harassment claims⁹. They also made 62.2% of all harassment claims during that time⁹. This shows how women are more often the victims of harassment at work.

Race and ethnicity matter a lot in harassment cases. 71.2% of harassment claims were made by Black/African Americans⁹. Also, 37.6% of claims were by Hispanics, and 15.7% by Mexicans⁹.

The LGBTQ+ community is also very vulnerable, with 68% facing harassment¹². Young women, under 35, are also more likely to be harassed at work¹². These facts show we need to fight harassment in many ways.

Sexual harassment isn’t just in one job area. In restaurants, 71% of women said they were harassed, often by managers¹². In tech, 41% of female founders faced harassment, while only 12% of men did¹². These stats show harassment is a big problem in many fields.

Sexual harassment is a big problem in many sectors in the U.S. I will look at the industries most hit by this issue. We’ll focus on the service industry, STEM fields, and the public sector.

The service industry, like hospitality and restaurants, sees very high rates of sexual harassment. A huge 90% of women in restaurants say they’ve been hit on, with half facing it every week¹³. And 70% of men in restaurants have also faced some kind of harassment¹³.

Tipped workers, who earn less, are twice as likely to report sexual harassment than those with a steady wage¹³.

In nursing, 60% of workers say they’ve faced sexual harassment, but only 27% spoke up about it¹³. The harassment types are scary: 56% face verbal, 37% physical, and 29% visual¹³. Sadly, 58% of nurses have been harassed by patients¹³.

Sexual harassment is big in STEM fields and academia too. In academic settings, 58% of people have faced sexual harassment¹³. The tech industry, mainly men, has a lot of sexual misconduct and gender bias¹⁴. Among students, 19% of undergrads and 20% of grads have been harassed by teachers or staff¹³.

These numbers show we need better ways to stop and support against workplace sexual harassment¹⁴¹³.

Sexual harassment at work comes in many forms, from subtle to clear behaviors. Knowing these types helps spot and stop unwanted advances at work.

Quid pro quo harassment means job benefits depend on sexual favors. This happens when someone in charge makes work decisions based on an employee’s yes or no to sexual requests¹⁵.

Hostile work environments are more common and can happen to anyone, not just women. They happen when unwanted sexual acts make it hard to do your job or make the workplace scary. Shockingly, 31.1% of women and 18.9% of men say they’ve faced quid pro quo or hostile work environments¹⁵.

Unwanted sexual advances can show up in many ways:

• Verbal harassment: Bad comments, jokes, or requests for sexual favors
• Physical harassment: Unwanted touching, hugging, or blocking someone’s way
• Visual harassment: Showing off suggestive pictures or making rude gestures
• Digital harassment: Sending sexy emails, texts, or messages

It’s scary that 56% of women under 35 at work have faced unwanted sexual behavior¹⁵. This shows how common sexual harassment is and why we need good ways to stop and report it.

Knowing about these sexual harassment types is key to making safer workplaces. By understanding its many forms, workers and bosses can join forces to stop and deal with these bad behaviors.

Many people in the U.S. don’t report workplace harassment. Even though sexual harassment is common, many cases are not told. The Equal Employment Opportunity Commission (EEOC) says 75% of workplace harassment is not reported¹⁶.

There are many reasons why people don’t report sexual harassment. Fear of getting back at them is a big reason, with 75% of victims facing backlash after speaking out¹⁶. Also, when jobs are hard to find, people are less likely to report harassment. A small increase in unemployment can make more people think twice about reporting¹⁷.

Who is in charge at work also affects reporting. More men in charge can make people pickier about reporting harassment¹⁷. Changes in Unemployment Insurance also play a part. A drop in the most you can get in benefits can make people report less harassment¹⁷.

There’s a big gap between when harassment happens and when it’s reported. Research shows 25% to 85% of women have faced workplace sexual harassment¹⁶. But, only 6% to 13% of those who have been harassed file a complaint. This means 87% to 94% of cases are not reported¹⁶. These numbers show we need to do more to stop underreporting of workplace harassment¹⁶¹⁷.

Sexual harassment in the workplace costs a lot of money. Many women and men say they’ve faced this issue at work. About 25% of women and 8% of men have been harassed¹⁸. This leads to big financial losses for both workers and companies.

Handling workplace misconduct claims costs a lot. Legal fees, settlements, and lost productivity add up¹⁸. In 2020, the EEOC paid out $137 million to those claiming harassment. This doesn’t count charges filed with state agencies¹⁹.

Companies face more risks than just paying out money. Costs like lower productivity and more people leaving can hurt a company¹⁹. A bad work environment can also stop good people from joining, hurting the company’s image¹⁹.

Law suits against companies accused of sexual harassment can be very expensive. These costs include lost wages and medical bills¹⁹. To avoid these costs, companies are starting to invest in programs to prevent and teach about harassment¹⁸.

Companies that act early to stop sexual harassment usually pay less in the long run¹⁸. By understanding the costs of sexual harassment, companies can keep their finances safe and create a better work place.

Workplace sexual harassment is still a big problem, even after many efforts to stop it. I will look into how well current prevention plans work. This includes things like training and company policies against harassment.

Many companies make their employees take sexual harassment prevention training. This training teaches workers what is and isn’t okay at work. It also talks about the legal steps if there’s harassment.

The EEOC and the Department of Justice say training is key in fighting harassment²⁰. But, it’s not clear if this training really cuts down on harassment.

Companies have set up ways for people to report sexual harassment. These steps are meant to let victims speak up safely. But, many people don’t report harassment because they’re scared of getting back at them or not being believed.

Company rules against harassment are a big part of stopping it. These rules say what’s not allowed and what happens if someone breaks them. The Equal Employment Opportunity Commission makes sure these rules are followed²¹.

Studies show that being proactive, having good policies, and training can help stop workplace sexual harassment²⁰. But, harassment still happens a lot, showing that what we’re doing now might not be enough.

To make prevention better, companies should work on building a respectful work culture. This means training bystanders to act and making sure leaders set a good example by following anti-harassment rules.

The #MeToo movement has changed how we see and handle sexual harassment at work. Half of Americans support it, with Democrats more in favor than Republicans²². This change has made people think differently about sexual harassment and how to deal with it in the workplace.

Now, seven out of ten Americans think people who harass are more likely to get in trouble than before²². Also, 60% believe those who report harassment are more likely to be listened to. This shows a good change in how workplaces treat these issues.

But, there’s still work to do. Almost half of Americans think victims often don’t report harassment²². We need better ways to report and support people in the workplace.

Official numbers show the movement’s effect. In 2017, there were 12,428 claims of sex-based harassment. By 2018, it went up to 13,055, and even though it dropped to 10,035 in 2021, it’s still a big part of all harassment claims²³.

In 2021, $61.6 million was recovered for sexual harassment claims, up from $46.3 million in 2017²³. This shows that companies are taking these claims more seriously and are being held accountable for bad behavior.

Even though we’ve made progress, the #MeToo movement is still working. We need to keep pushing for safer and more respectful workplaces for everyone.

Sexual harassment lawsuits can cost employers a lot of money. The average settlement is $53,000, but it can go up to $217,000 if it goes to court²⁴. This shows the big costs companies might face when dealing with these claims.

Under federal law, there are limits on how much companies can pay in damages. For small companies with 15-100 employees, the limit is $50,000. But for companies with more than 500 employees, it’s $300,000²⁴²⁵. This system tries to be fair to both sides, considering the size of the business.

Workplace discrimination lawsuits can ask for different kinds of damages. These include back pay, front pay, and damages for pain and suffering²⁶. How much is awarded depends on how bad the case is and the evidence.

Looking at EEOC complaints, we see some interesting facts. Cases with the EEOC settle for almost twice as much as those without them²⁴. This shows how important it is to handle and document sexual harassment claims well from the start.

Remember, if a company wins a case, they usually don’t have to pay for legal fees²⁴. Most lawyers work for a share of the settlement. Having a lawyer can really affect how much a company pays in settlements²⁶.

Sexual harassment cases are complex. They involve many identity factors like race, gender identity, and age. These factors greatly affect how people experience workplace harassment. It’s key to understand these connections to tackle the issue well.

Race is a big part of sexual harassment. Women of color face more harassment but are less likely to speak up²⁷. In fact, 56% of sexual harassment cases are by women of color, even though they’re only 37% of the workforce²⁷. This shows we need better ways to stop harassment at work.

Black women have it tough with sexual harassment. 23% of them were harassed by another woman, and one in five black men was harassed by a female coworker²⁸. These facts show how race and sexual harassment mix in the workplace.

LGBTQ+ people face more discrimination and harassment at work. Being gay, transgender, or other non-binary can make them more vulnerable. Employers need to understand this and make policies that protect LGBTQ+ workers.

Age also changes how people experience sexual harassment. Young workers might be more at risk because of power differences. Older workers might face different kinds of harassment. We must consider these age factors in our prevention plans.

Dealing with sexual harassment needs a detailed approach. By looking at race, LGBTQ+ identity, and age together, we can make workplaces safer for everyone.

Workplace harassment prevention strategies are changing a lot. Data shows 59% of women and 27% of men have faced unwanted advances or harassment²⁹. The COVID-19 pandemic has made things worse, with remote workers facing more harassment than those working in offices³⁰.

Bystander programs are becoming key in fighting harassment. They teach employees to act when they see bad behavior. Most workers think harassers are now more likely to be held accountable, showing a positive change³⁰. You can find more about how to prevent workplace harassment on the EEOC website.

The #MeToo movement is changing how we see workplace issues. Half support it, while 21% don’t³⁰. This shows how complex fighting sexual harassment at work can be. We must stay alert and keep improving to make workplaces safe and respectful for everyone.

1. U.S. Sexual Harassment Statistics – https://www.job-law.com/sexual-harassment-statistics/
2. 17 Distressing Sexual Harassment Statistics [2023]: Sexual Harassment In The Workplace – Zippia – https://www.zippia.com/advice/sexual-harassment-workplace-statistics/
3. Sexual Harassment in the Workplace Statistics – https://pasternaklaw.com/sexual-harassment-in-the-workplace-statistics/
4. National Prevalence of Sexual Violence by a Workplace-Related Perpetrator – https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7092813/
5. Employer’s Responses to Sexual Harassment | Center for Employment Equity – https://www.umass.edu/employmentequity/employers-responses-sexual-harassment
6. 4 Shocking Statistics about Workplace Sexual Harassment | Los Angeles Employment & Harassment Attorney – https://urbaniclaw.com/4-shocking-statistics-about-workplace-sexual-harassment/
7. Why Sexual Harassment Programs Backfire – https://hbr.org/2020/05/why-sexual-harassment-programs-backfire
8. Ending Sexual Assault and Harassment in the Workplace – https://www.nsvrc.org/ending-sexual-assault-and-harassment-workplace
9. Sexual Harassment in Our Nation’s Workplaces – https://www.eeoc.gov/data/sexual-harassment-our-nations-workplaces
10. Sexual Harassment Statistics [Updated for 2021] | Mathew & George – https://www.caemployeelawyer.com/sexual-harassment-statistics/
11. California Workplace Sexual Harassment Statistics [2024 Updated] – https://www.shirazilawfirm.com/blog/california-workplace-sexual-harassment-statistics/
12. 70+ Sexual Harassment in the Workplace Statistics — Etactics – https://etactics.com/blog/sexual-harassment-in-the-workplace-statistics
13. These 4 Industries Have the Most Sexual Harassment Reports – https://safer-america.com/industries-with-the-most-sexual-harassment-reports/
14. Which Industries Have the Highest Rates of Sexual Harassment? – https://www.mkfmlaw.com/dupageattorney/which-industries-have-the-highest-rates-of-sexual-harassment
15. Workplace Sexual Harassment Statistics – https://www.aegislawfirm.com/blog/2023/05/workplace-sexual-harassment-statistics/
16. Study finds 75 percent of workplace harassment victims experienced retaliation when they spoke up – https://www.vox.com/identities/2017/10/15/16438750/weinstein-sexual-harassment-facts
17. Underreporting of workplace sexual harassment increases amid worse U.S. labor market conditions and reduces economic security for workers – https://equitablegrowth.org/underreporting-of-workplace-sexual-harassment-increases-amid-worse-u-s-labor-market-conditions-and-reduces-economic-security-for-workers/
18. Microsoft Word – IWPR sexual harassment brief_FINAL.docx – https://iwpr.org/wp-content/uploads/2020/09/IWPR-sexual-harassment-brief_FINAL.pdf
19. The Economic Cost of Sexual Harassment in the Workplace – https://pasternaklaw.com/the-economic-cost-of-sexual-harassment-in-the-workplace/
20. How Sexual Harassment Affects the Workplace – https://everfi.com/blog/workplace-training/the-effects-of-sexual-harassment-in-the-workplace/
21. Sexual Harassment and Prevention Training – StatPearls – https://www.ncbi.nlm.nih.gov/books/NBK587339/
22. More Than Twice as Many Americans Support Than Oppose the #MeToo Movement – https://www.pewresearch.org/social-trends/2022/09/29/more-than-twice-as-many-americans-support-than-oppose-the-metoo-movement/
23. Workplace Conduct Still Needs Improvement After #MeToo – https://news.bloomberglaw.com/daily-labor-report/workplace-conduct-still-needs-improvement-after-metoo
24. The Average Settlement for a Sexual Harassment Lawsuit – https://www.kdh-law.com/blog/2021/03/what-is-the-average-settlement-for-sexual-harassment-in-the-workplace/
25. How Much Can Someone Sue for Sexual Abuse in the Workplace? – https://www.andrewpickettlaw.com/blog/how-much-can-someone-sue-for-sexual-abuse-in-the-workplace/
26. What’s the Average Workplace Sexual Harassment Settlement? – https://www.kdh-law.com/what-is-the-average-settlement-for-sexual-harassment-in-the-workplace/
27. Stop racially-biased attention when dealing with sexual harassment cases of women of color by Shihana Mohamed – VISIBLE Magazine – https://visiblemagazine.com/stop-racially-biased-attention-when-dealing-with-sexual-harassment-cases-of-women-of-color/
28. Ending Harassment at Work Requires an Intersectional Approach – https://hbr.org/2019/04/ending-harassment-at-work-requires-an-intersectional-approach
29. Sexual Harassment at Work in the Era of #MeToo – https://www.pewresearch.org/social-trends/2018/04/04/sexual-harassment-at-work-in-the-era-of-metoo/
30. Five Years of #MeToo: Sexual Harassment Still Common in Workplaces – https://www.shrm.org/topics-tools/news/inclusion-diversity/five-years-metoo-sexual-harassment-still-common-workplaces