metoo snapshot final revised 7-18 - working mother · the study began on feb. 2, 2018 and ended on...

#MeToo Workplace Study

About Our Survey

To understand why sexual harassment persists as a workplace issue — and what solutions can be used to address and mitigate the negative impact — the Working Mother Research Institute developed the #MeToo survey in collaboration with the American Bar Association’s flagship magazine, the ABA Journal.

We collected 2,938 responses, a mix of women and men, business people and those in the legal industry (the majority of respondents).

Working Mother Research Institute #MeToo survey

Methodology

Bonnier Custom Insights (BCI) conducted the #MeToo Workplace study online via email invitations containing survey links and a sweepstakes offer of a $100 donation to the charity of choice of 5 randomly selected participants.

The study began on Feb. 2, 2018 and ended on March 4, 2018.


Respondent Demographics

White 80%

Black 5%

Hispanic 4%

Asian 3%

Native Hawaiian/ Pacific Islander 0%

Native American/ Alaska Native 1%

Two or More Races 3%

NA 4%

Female 65%

Male 32%

Other/NA 3%


88%

84%

79%

65%

55%

77%

82%

80%

64%

54%

(Top Responses)

Sexual Harassment Is A …MAJOR FINDINGS

Power Issue

Organizational Culture Issue

Legal, Compliance Issue

Diversity & Inclusion Issue

Productivity Issue


Women Men

30%

22%

5%

10%

53%55%

Have You Experienced Sexual Harassment in the Workplace?

MAJOR FINDINGS

Did someone else witness the incident(s) - % who said yes

Did you or anyone report the incident(s)?

I did

Someone else did

68%

19%

Women

Men


Women Men

Organizational ResponseMAJOR FINDINGS

Was your/the claim taken seriously by the organization % WHO SAID YES


27%

42%

Women

Men

Top 3 Reasons Claims by Women Weren’t Reported

MAJOR FINDINGS

52%

47%

45%

27%

30%

24%

Would negatively impact my job

Behavior tolerated in organization

No confidence leadership would

address


Women Men

Which Groups Perceived as Most at Risk For Sexual Harassment

MAJOR FINDINGS

20%

23%

10%

43%

10%

23%

6%

42%

People of Color

LGBTQ

People With Disabilities

None, Face Same Risk


Women Men

Who Holds the Power? MAJOR FINDINGS

In my organization, men hold disproportionate share of power

28%

61%

46%

37%

Disagree

Agree


(does not include respondents who neither agree nor disagree)

Women Men

Men As AlliesMAJOR FINDINGS

In my organization, women and men are allies in reaching gender equality

39%

31%

12%

54%

Disagree

Agree



Women Men

Defining Workplace ConductMAJOR FINDINGS

Conduct and behaviors that constitute sexual harassment are well defined and understood in my organization

38%

34%

24%

46%

Disagree

Agree

Women Men


Reporting IncidentsMAJOR FINDINGS

Requirements for reporting sexual-harassment incidents are well understood in my organization

41%

36%

25%

47%

Disagree

Agree

Women Men


AccountabilityMAJOR FINDINGS

Employees are held accountable for upholding policies prohibiting sexual harassment

30%

38%

14%

56%

Disagree

Agree

Women Men


Senior Leaders’ ActionsMAJOR FINDINGS

Senior leadership calls out unacceptable behavior and enforces penalties

36%

25%

14%

45%

Disagree

Agree

Women Men


Senior Leaders’ BehaviorMAJOR FINDINGS

Senior leadership models acceptable behavior in words and deeds

27%

47%

11%

64%

Disagree

Agree

Women Men


Do Senior Leaders Give Anyone A Pass?

MAJOR FINDINGS

Senior leadership provides powerful and talented offenders a pass

29%

32%

56%

16%

Disagree

Agree


Women Men

Managers’ ActionsMAJOR FINDINGS

My immediate manager calls out unacceptable behavior and enforces penalties

24%

25%

10%

32%

Disagree

Agree


Women Men

Do Managers Give Anyone a Pass? MAJOR FINDINGS

My immediate manager provides powerful and talented offenders a pass

35%

20%

40%

9%

Disagree

Agree


Women Men

Office SocializationMAJOR FINDINGS

It is acceptable behavior to invite a co-worker to dinner and/or drinks

7%

70%

10%

64%

Disagree

Agree


Women Men

Office RelationshipsMAJOR FINDINGS

It is acceptable behavior to pursue a romantic relationship with a co-worker

27%

39%

28%

42%

Disagree

Agree


Women Men

One-on-One MeetingsMAJOR FINDINGS

People in power/leadership roles need to be wary about meeting with employees one-on-one

64%

18%

47%

37%

Disagree

Agree


Women Men

Mentoring and Sponsorship Relationships

MAJOR FINDINGS

Mentoring and sponsorship relationships requiring one-on-one interaction run the risk of a heightened perception of unacceptable behavior

41%

35%

22%

56%

Disagree

Agree



Women Men

Implications of #MetooMAJOR FINDINGS

There is no negative impact as a result of the widespread focus on #Metoo sexual harassment issues.

62%

14%

61%

16%

Women Men

Disagree

Agree



Top 3 Interventions RecommendedMAJOR FINDINGS

66%

61%

46%

53%

55%

29%

Enforcing penalties

Ensuring culture of inclusion and

respect

Leadership commitment & role modeling


Women Men

Comments From Respondents

“We need frank and open discussions—do thisfrequently.”

“Employers should be aware of how workplacebullying is related.”

“Power dynamic implications can occur with allsexes, orientations, races, ethnicities, etc.”

“Stop demonizing all men. Creating more risk anddistrust in every workplace cannot be productive.”

“Collaborate with men on a common vision of whatit is and when it’s appropriate to call out.”

Our Recommendations and Ideas From Business Leaders

SOLUTIONS

What Your Organization Can Do

Assess situation

• Conduct climate surveys to gauge employee perception of how harassment is treated in your organization

• Verify and re-iterate the process for handling claims

Take action

• Communicate them throughout organization

• Have zero-tolerance policy• Take swift action when incidents occur• Have senior leadership express support for policies

• Use D&I and ERGs to foster culture of mutual respect• Guard against retaliation

Our Recommendations and Ideas From Business Leaders

SOLUTIONS

What You Can Do

Trust yourself and become someone others can trust

• Communicate – and listen • Have empathy • Learn to be vulnerable• Always act with integrity

Leverage social media

• Be your organization’s brand ambassador• Be a force for good

Women can reverse mentor male colleagues

About Diversity Best Practices

▪ Working Mother Research Institute is a division of Working Mother Media, the repository of a research database of benchmarking data points from thousands of companies’ applications for our Working Mother 100 Best Companies, Best Companies for Multicultural Women, NAFE Top Companies for Executive Women, Best Law Firms for Women, and the DBP Inclusion Index.

.

§ Diversity Best Practices, a division of Working Mother Media, is the preeminent organization for mid to large size organizational diversity thought leaders to share best practices and develop innovative solutions for culture change. See http://www.workingmother.com/about-us for more info.

About Diversity Best PracticesWORKING MOTHER MEDIASenior Vice President and Managing Director • Subha V. BarryPublisher • Joan Sheridan Labarge

WORKING MOTHER RESEARCH INSTITUTEDirector of Research • Suzanne RichardsExecutive Editor • Barbara FrankelCustom Insights Analyst • Aviva RosnerResearch Initiatives Coordinator • Melody Ortega

DIVERSITY BEST PRACTICESExecutive Director • Deborah Tsai-MunsterContent Director • Jennifer LondonSr. Director, Global Member Engagement • Carol WatsonResearch Director • Karen DahmsMember Research Analyst • Donnice Peterson

MARKETING AND SALESExecutive Sales Directors • Laquanda Murray • Jennifer SmythSenior Account Directors • Peggy Beane • Katrina Crawford • Gale Hollingsworth • Alisa NadlerGroup Director, Marketing and Brand Integration • Jessica GoldmanSenior Marketing Manager • Amanda GottliebMarketing Manager • Casey RussoCreative Services Director • Helena YouAssociate Business Manager • Lauren Macri

BONNIER CUSTOM INSIGHTSDirector, Bonnier Custom Insights – Michle SiegelAssociate Director, Custom Insights • Paule Anne Kaziewicz

CONTRIBUTORSResearch • Maria S. FerrisDesigner • Michael Moran

metoo snapshot final revised 7-18 - working mother · the study began on feb. 2, 2018 and ended on...

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