Reporting: Best Practices, and to Whom? (Illinois and Chicago)

♦ Respond directly to the harasser, only if you are comfortable doing so, so that they know the behavior is unwelcome.

Sometimes direct feedback in the moment is enough to make the behavior stop and never repeat.

See the lessons entitled “Sex, Power and Communication” and “Prevention Strategies for the Workplace” earlier in this course for examples and encouragement if you’d like to try this.

But if you feel overwhelmed in the moment, and don’t give feedback, please don’t feel bad about yourself.  Often people just want to leave the area, and that’s a self-protective urge = a good instinct.

♦ Document (write down, or record a voice memo) as soon as possible after the incident exactly what happened. 

Try to make this as complete as possible: what was done, gestures and movements that were made, what was said, who was present or nearby if anyone.  If you responded, please include the exact words you used as best as possible.

♦ Select an individual or group to report to from the suggestions provided in just a moment.

♦ Make your report.

♦ Observe confidentiality until the investigation is complete. More about why this is a good idea in a moment.  

Report to Whom?  Illinois and Chicago Contacts

Any worker that believes they are or have been subject to harassment in the workplace is encouraged to report it directly, either in person, by telephone, or in writing.

But to whom? 

Illinois workers have a LOT of options. Let’s examine some of them:

♦ The Illinois Department of Human Rights (IDHR, https://www.illinois.gov/dhr).  This is the Illinois agency primarily charged with investigating charges of employment discrimination against private employers, state or local government, unions and employment agencies.

♦ In Chicago, the Chicago Commission on Human Relations (CCHR, https://www.Chicago.gov/CCHR).  The CCHR is the civil rights agency for the City of Chicago responsible for enforcing the Chicago
Human Rights Ordinance, which makes it illegal to engage in sexual harassment or retaliation.

Other Reporting Options

An employee could also report an incident of sexual harassment or sexual assault to any of the following:

♦ A second-level supervisor

♦ A member of the Human Resources team

♦ The relevant labor union, if the employee is a member

♦ An organizational complaint hotline or ethics hotline

♦ In a pinch, any manager or director in the organization 

If your organization has any of these departments or roles (these are less common):

♦ Workforce Management Office or Workforce Relations Division

♦ Civil Rights Office

♦ Diversity Program Manager

♦ Organization or Agency Sexual Harassment / EEO Collateral Duty Specialist

♦ Workplace Violence Program Manager

♦ Victim Advocate Liaison

Finally, for those in government:

♦ The Illinois state agency’s assigned Ethics Officer (EO)

♦ In agencies under the Illinois governor, the Office of the Executive Inspector General (OEIG)

♦ In entities within the Illinois legislature, the Office of the Legislative Inspector General (OLIG)

You could also file directly with the U.S. Equal Employment Opportunities Commission (EEOC, www.eeoc.gov/employees/charge.cfm), but as we’ll see in a moment, filing with either the IDHR or CCHR (above) gives you all of the benefits of an EEOC complaint with a few more, besides.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.

©2023 Required Training Solutions.  All Rights Reserved.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.

©2023 Required Training Solutions.  All Rights Reserved.