Supporting Resources, and Anonymity, for US Workers
Because experiencing sexual harassment or a sexual assault can be traumatic, it’s important for workers to know about available resources to support persons affected by sexual harassment or sexual assault in the workplace.
Supporting resources can include:
Resources Outside an Employer/Company
Sexual Assault and/or Sexual Harassment Helplines
Whether local or national, usually these resources are available 24/7/365.
♦ the National Domestic Violence Hotline at (800) 799-7233 or http://www.thehotline.org/
♦ the National Sexual Assault Hotline (RAINN) at (800) 656-HOPE (4673) or https://www.rainn.org/
♦ Or the National Human Trafficking Hotline at (888) 373-7888 or https://humantraffickinghotline.org/
♦ In Spanish language, Mujeres Latinas En Acción mujereslatinasenaccion.org, Línea de Crisis Contra el Asalto Sexual de 24 horas 888-293-2080, or their Línea de Crisis de Violencia Domestica de 24 horas 877-863-6338.
♦ Any other private or public sexual violence associations and organizations, as well as legal resources, may also be of good support to persons affected by sexual harassment or sexual assault in the workplace.
Employer/Company-Specific Resources
Companies can also provide (or contract with providers) to provide supportive resources for their workers:
♦ Any Employee Assistance Program offered by the company
♦ A Workplace Violence Program Manager, if one exists (usually in larger organizations)
Often this individual is a professional victim advocate specially trained in these matters.
♦ Victim Advocate Liaisons, if this network exists (usually in larger organizations)
These are usually trained full-time employees who volunteer for this role in a service capacity. While typically not counselors or therapists, these liaisons often operate under the direction of a Workplace Violence Program Manager.
Seeking Support with Anonymity?
What if someone wanted to discuss an incident without triggering an investigation right away?
For example, while evaluating what happened, making sure that they were emotionally ready to talk about it, or preparing to make a report of a workplace incident?
Or maybe regarding an incident of sexual harassment that happened outside the workplace?
So long as there is no immediate danger to anyone’s life or safety, seeking anonymous support from a distanced resource is entirely appropriate.
Because there is no effective expectation of anonymity after reporting in the workplace, if a worker wants to discuss a sexual harassment incident while remaining anonymous, it is usually safer to have it take place outside the workplace, and with people who don’t have any association with the employer.
Usually, supportive listening can be available anonymously through a Sexual Assault / Sexual Harassment hotline, such as the ones listed above.
Public or private sexual violence association or organization hotlines may also be used.
For the caller’s comfort, however, it’s a good idea to ask and confirm anonymity/no investigation before giving any incident details.
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.