The cascade of high-profile stories of sexual harassment has shined a light on the all too common experiences of women in the workplace—at least the experience of some women. But, the realities of women working in Hollywood, for national media outlets and in politics are only part of this story. We will only fully eradicate workplace sexual harassment when we publicly acknowledge ALL of the places that women work and create meaningful remedies for all women.
The women who have bravely come forward and shared their experiences are part of a critical conversation about the abuse of power in the workplace. Next we need to expand that dialogue. For every white, wealthy or powerful woman who discloses harassment or abuse, countless women without power, privilege or resources struggle in silence. Women working in low-wage jobs, women of color, single mothers, LGBTQ+ women and women with other marginalized identities face enormous barriers preventing them from naming their experience and from getting help. Often, the fear of not being believed and the risk of losing a job keeps them from coming forward altogether.
While we have made significant progress in addressing sexual harassment through the passage of laws and adoption of policies, these protections are simply not enough for many of the women in our state. In NH, women make up 70.1 percent of our low-wage workforce as clerical workers, cafeteria attendants, housekeepers, ushers, dishwashers, child care providers, in-home health care workers, substitute teachers, file clerks, retail salespeople and in countless other low-paying jobs. Due to the nature of these jobs and the fact that these positions may hold little authority within an organization, a human resources department is often absent or unresponsive, and women are more likely to face retaliation for coming forward.
For many women, the reality is that reporting sexual harassment just isn’t safe. The possible consequences are far too great. Take the server working in a small, family-owned restaurant who is being sexually harassed by the owner—who does she report to?
How does she hold her harasser accountable when he is the one fielding reports and complaints and signing her paycheck? Or the single mother who is a nanny for small children and has to deal with her employer “accidentally” brushing up against her at every turn; how does she address the hostile work environment without losing her job? When the likelihood of retaliation is too great, victims of harassment stay silent.
As Granite Staters we must work together to establish workplace environments that allow all employees to feel safe and supported. We will only be able to eliminate sexual harassment by creating a system that women trust and one that won’t penalize them for coming forward. This change must begin on the local level with the leadership at each individual work site making it clear that harassment of any kind will not be tolerated. And the protections we put in place must be available equally to the low-paid, temporary worker and the highly compensated executive.
What Employers Can Do
If you are an employer reading this, here are three things you can do today to create a safer work environment for your employees.
Be the example. Call out harassment when you see it and make it clear to everyone you work with that sexual harassment, great or small, is never okay. Step in and speak out when you see practices that belittle, demean or sexualize workers. Take every claim of sexual harassment seriously, whether it is made by a junior employee with little influence in the organization or a senior staff member.
Review your policies. Take the time to examine your existing sexual harassment policies; make sure your employees are informed of their options and that your policies make it clear that your organization is serious about responding to these issues.
Identify the experts. Reach out to your local crisis center for assistance, and make sure your employees know that this resource is available. Crisis center advocates can help you craft model policies, train your staff and provide support to employees who experience harassment. Find a NH crisis center at nhcadsv.org.
We have made great strides towards putting an end to sexual harassment in some workplaces. We must lead the charge, in workplace practices, in public policies, in media coverage, and in the anti-bullying and sexual violence prevention education that starts with young children, to ensure that sexual harassment is not tolerated against anyone at work. We can create meaningful and long-lasting change for women in the workplace but not until we create environments that allow all to feel safe, supported
and believed.
Lyn M. Schollett, J.D. is executive director of the NH Coalition Against Domestic and Sexual Violence in Concord. For more information, contact the Coalition’s office at 603-224-8893 or visit nhcadsv.org. The 24/7 Confidential Statewide Hot line is 800-277-5570.
Current Issue - May 2024