Supplemental materials for LEAP 2025 session Proactive Prevention: Identifying and Addressing Workplace Harassment
A startling 46% of employees say they have witnessed workplace harassment in the past five years, according to the new State of Workplace Harassment Report from Traliant, a compliance training provider. Its survey of more than 2,000 U.S. workers reveals critical gaps in how organizations prevent harassment and respond to it—gaps that Traliant says could cost employers both money and talent.
Generational differences emerge
The youngest employees—members of Generation Z—reported the highest rates of witnessing workplace harassment at 52%, compared to just 33% for baby boomers. Such a significant gap suggests younger workers have different perspectives on what constitutes harassment. Additionally, Gen Z identified harassment from external parties (clients, customers, patients) at higher rates than other generations, 21% compared to a generational average of 14%.
Reporting barriers persist
While most harassment incidents are reported, concerning trends emerged around reporting channels and outcomes:
Training and policy gaps
The survey identified several areas where organizations are falling short:
Remote work impact
An interesting finding emerged around work arrangements: 51% of remote employees reported feeling “extremely protected” from harassment, compared to just 38% of fully in-person workers. This suggests that employers with traditional office environments may need to institute additional anti-harassment safeguards and protocols.
Effect on workplace belonging
The impact of harassment extends beyond immediate incidents. Among employees who said they had experienced harassment:
The numbers are significantly better for those who haven’t experienced harassment, with 82% saying they feel protected.
Harassment-prevention strategies
The report outlines several key steps organizations can take to build safer workplaces:
1. Improve awareness. Traliant recommends providing ongoing training about physical, verbal and visual forms of harassment. Use scenario-based training to help employees understand “gray areas.” Ensure employees and supervisors alike know how to recognize subtle forms of harassing conduct.
2. Strengthen reporting mechanisms. Implement multiple, easily accessible harassment-reporting channels, including ways for employees and managers to anonymously file reports. Clearly communicate reporting procedures to all employees.
3. Address industry-specific needs. Harassment abounds in some work environments more than others, especially those that are male-dominated or those in which employees work far away from home-office oversight. Employers should customize anti-harassment policies and training to reflect the unique dynamics of their workplaces. Consider the specific challenges that may exist within your industry. Adapt anti-harassment training so it reflects the realities your workforce faces.
4. Prevent retaliation. Implement confidential harassment-reporting systems. Create safeguards to protect employees who report incidents. Establish and publicize clear anti-retaliation policies.
Creating lasting change requires more than just implementing policies and training programs. Employers must address the fundamental fears that prevent employees from reporting harassment while ensuring swift, effective responses when incidents occur.
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