Reporting: Best Practices, and to Whom?

♦ 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?  Nationwide 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? 

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

♦ Your state’s Fair Employment Practices Agency, if your state has one.  See the list of these agencies by state with their names and contact information here (link opens a third party site).

All states except Arkansas and Mississippi have at least one of these.  More on these below and in a lesson that follows.

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

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 your state’s Fair Employment Practices Agency (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.