Workplace Harassment in 2020: A Persistent Challenge for Employees
Workplace harassment is a longstanding problem in the professional world, affecting individuals across industries and at all levels of employment. While laws like Title VII of the Civil Rights Act of 1964 and various state-level protections exist to address this issue, 2020 highlighted the persistent challenge of workplace harassment in unique ways. The COVID-19 pandemic and the shift to remote work environments brought new dimensions to harassment, demanding fresh approaches to prevention and accountability.
The Scope of Workplace Harassment
Workplace harassment is any unwelcome conduct based on race, color, religion, sex, national origin, age, disability, or genetic information. This includes behaviors that create a hostile work environment or result in adverse employment actions. In 2020, the Equal Employment Opportunity Commission (EEOC) received over 7,000 complaints of sexual harassment alone, underscoring its prevalence.
While sexual harassment remains a dominant concern, employees also report incidents of racial discrimination, bullying, and retaliatory actions for whistleblowing. The intersectionality of these issues—where individuals face multiple forms of harassment simultaneously—adds to the complexity of addressing them.
The Impact of Remote Work
Remote work became the norm for many industries during 2020, altering the landscape of workplace interactions. While physical harassment decreased in virtual settings, other forms, such as cyberbullying, increased. Virtual meetings, email communications, and instant messaging platforms became avenues for inappropriate comments and exclusionary behaviors.
Additionally, the absence of in-person oversight made it easier for some individuals to engage in harassing behaviors without immediate consequences. Reports of micromanagement, unrealistic performance expectations, and invasive monitoring also emerged as forms of harassment exacerbated by remote work dynamics.
Legal Protections Against Harassment
In 2020, employees retained the right to file complaints with the EEOC and pursue legal action against employers who failed to address harassment. The courts increasingly scrutinized companies’ harassment prevention policies, particularly their effectiveness in remote work contexts. Employers were reminded of their responsibility to provide a harassment-free workplace, whether physical or virtual.
However, barriers to reporting persisted. Fear of retaliation, skepticism about the effectiveness of internal complaint mechanisms, and concerns about career repercussions discouraged many employees from coming forward. Advocates continued to push for stronger whistleblower protections and greater transparency in how companies handle harassment claims.
What Employers Can Do
Employers must recognize the evolving nature of workplace harassment and take proactive measures to combat it. Comprehensive training programs, clear anti-harassment policies, and accessible reporting mechanisms are foundational steps. In 2020, the emphasis shifted to adapting these measures for virtual environments, ensuring that remote employees were equally protected.
Creating a culture of accountability is also crucial. Leaders must model appropriate behavior and take immediate action against misconduct. Employees should feel empowered to report issues without fear of retaliation or judgment.
Conclusion
Workplace harassment remains a persistent challenge, with 2020 highlighting its adaptability to changing work environments. As industries continue to evolve, so must the strategies for preventing and addressing harassment. By fostering inclusive workplaces and holding perpetrators accountable, employers can create safer, more respectful professional spaces for all.