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We served as co-chairs of this task force. The Select Task Force consisted of a select group of outside experts impaneled to examine harassment in our workplaces - its causes, its effects, and what can be better done to prevent it. This report, including the recommendations we set forth, could not have been prepared without the work of the Select Task Force on the Study of Harassment in the Workplace that was established by EEOC Chair Jenny Yang over a year ago. That is the only way we will achieve the goal of reducing the level of harassment in our workplaces to the lowest level possible. Everyone in society must feel a stake in this effort. While we offer suggestions in this report for what EEOC can do to help prevent harassment, we caution that our agency is only one piece of the solution. We present this report with a firm, and confirmed, belief that too many people in too many workplaces find themselves in unacceptably harassing situations when they are simply trying to do their jobs. We want to reboot workplace harassment prevention efforts.Īccordingly, we present this "Report of the Co-Chairs of the EEOC Select Task Force on the Study of Harassment in the Workplace." We offer this report to our fellow commissioners, the EEOC community nationwide, our state partners, employers, employees and labor unions, and academics, foundations, and community leaders across the country. We could have suggested that the Commission simply continue to do what it has done well for decades - investigate and settle charges, bring litigation, provide legal guidance, hear complaints from federal employees, and provide outreach and education. That is especially so in an environment where every manner of rude, crude, or offensive material can be accessed and shared with others with a few strokes on a phone. We could have assumed that some people will always engage in harassment and that we cannot expect to control how people behave in increasingly diverse workplaces. With legal liability long ago established, with reputational harm from harassment well known, with an entire cottage industry of workplace compliance and training adopted and encouraged for 30 years, why does so much harassment persist and take place in so many of our workplaces? And, most important of all, what can be done to prevent it? After 30 years - is there something we've been missing?Īs commissioners of an enforcement agency, we could have taken a cynical approach. We are deeply troubled by what we have seen during our tenure on the Commission. What was further striking to us were the number of complaints of harassment on every other basis protected under equal employment opportunity laws the Commission deals with today. Six years ago, when we came to EEOC as commissioners, we were struck by how many cases of sexual harassment EEOC continues to deal with every year. In the years that followed, courts have filled in the legal landscape even further. Supreme Court recognized claims for sexual harassment as a form of discrimination based on sex under Title VII of the Civil Rights Act of 1964.
WORKPLACE CIVILITY AND BYSTANDER INTERVENTION TRAININGĪPPENDIX A: ACTIVITIES OF THE SELECT TASK FORCEĪPPENDIX C: CHART OF RISK FACTORS AND RESPONSES PART THREE: PREVENTING HARASSMENT IN THE WORKPLACEĭ. THE BUSINESS CASE FOR STOPPING AND PREVENTING HARASSMENT THE PREVALENCE OF HARASSMENT IN THE WORKPLACEĭ. PART TWO: WHAT WE KNOW ABOUT HARASSMENT IN THE WORKPLACEī.
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