Metoo Snapshot FInal Revised 7-18 - Working Mother · The study began on Feb. 2, 2018 and ended on...
Transcript of Metoo Snapshot FInal Revised 7-18 - Working Mother · The study began on Feb. 2, 2018 and ended on...
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#MeToo Workplace Study
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About Our Survey
To understand why sexual harassment persists as a workplace issue — and what solutions can be used to address and mitigate the negative impact — the Working Mother Research Institute developed the #MeToo survey in collaboration with the American Bar Association’s flagship magazine, the ABA Journal.
We collected 2,938 responses, a mix of women and men, business people and those in the legal industry (the majority of respondents).
Working Mother Research Institute #MeToo survey
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Methodology
Bonnier Custom Insights (BCI) conducted the #MeToo Workplace study online via email invitations containing survey links and a sweepstakes offer of a $100 donation to the charity of choice of 5 randomly selected participants.
The study began on Feb. 2, 2018 and ended on March 4, 2018.
Working Mother Research Institute #MeToo survey
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Respondent Demographics
White 80%
Black 5%
Hispanic 4%
Asian 3%
Native Hawaiian/ Pacific Islander 0%
Native American/ Alaska Native 1%
Two or More Races 3%
NA 4%
Female 65%
Male 32%
Other/NA 3%
Working Mother Research Institute #MeToo survey
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88%
84%
79%
65%
55%
77%
82%
80%
64%
54%
(Top Responses)
Sexual Harassment Is A …MAJOR FINDINGS
Power Issue
Organizational Culture Issue
Legal, Compliance Issue
Diversity & Inclusion Issue
Productivity Issue
Working Mother Research Institute #MeToo survey
Women Men
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30%
22%
5%
10%
53%55%
Have You Experienced Sexual Harassment in the Workplace?
MAJOR FINDINGS
Did someone else witness the incident(s) - % who said yes
Did you or anyone report the incident(s)?
I did
Someone else did
68%
19%
Women
Men
Working Mother Research Institute #MeToo survey
Women Men
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Organizational ResponseMAJOR FINDINGS
Was your/the claim taken seriously by the organization % WHO SAID YES
Working Mother Research Institute #MeToo survey
27%
42%
Women
Men
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Top 3 Reasons Claims by Women Weren’t Reported
MAJOR FINDINGS
52%
47%
45%
27%
30%
24%
Would negatively impact my job
Behavior tolerated in organization
No confidence leadership would
address
Working Mother Research Institute #MeToo survey
Women Men
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Which Groups Perceived as Most at Risk For Sexual Harassment
MAJOR FINDINGS
20%
23%
10%
43%
10%
23%
6%
42%
People of Color
LGBTQ
People With Disabilities
None, Face Same Risk
Working Mother Research Institute #MeToo survey
Women Men
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Who Holds the Power? MAJOR FINDINGS
In my organization, men hold disproportionate share of power
28%
61%
46%
37%
Disagree
Agree
Working Mother Research Institute #MeToo survey
(does not include respondents who neither agree nor disagree)
Women Men
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Men As AlliesMAJOR FINDINGS
In my organization, women and men are allies in reaching gender equality
39%
31%
12%
54%
Disagree
Agree
Working Mother Research Institute #MeToo survey
(does not include respondents who neither agree nor disagree)
Women Men
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Defining Workplace ConductMAJOR FINDINGS
Conduct and behaviors that constitute sexual harassment are well defined and understood in my organization
38%
34%
24%
46%
Disagree
Agree
Women Men
(does not include respondents who neither agree nor disagree)
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Reporting IncidentsMAJOR FINDINGS
Requirements for reporting sexual-harassment incidents are well understood in my organization
41%
36%
25%
47%
Disagree
Agree
Women Men
(does not include respondents who neither agree nor disagree)
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AccountabilityMAJOR FINDINGS
Employees are held accountable for upholding policies prohibiting sexual harassment
30%
38%
14%
56%
Disagree
Agree
Women Men
(does not include respondents who neither agree nor disagree)
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Senior Leaders’ ActionsMAJOR FINDINGS
Senior leadership calls out unacceptable behavior and enforces penalties
36%
25%
14%
45%
Disagree
Agree
Women Men
(does not include respondents who neither agree nor disagree)
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Senior Leaders’ BehaviorMAJOR FINDINGS
Senior leadership models acceptable behavior in words and deeds
27%
47%
11%
64%
Disagree
Agree
Women Men
(does not include respondents who neither agree nor disagree)
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Do Senior Leaders Give Anyone A Pass?
MAJOR FINDINGS
Senior leadership provides powerful and talented offenders a pass
29%
32%
56%
16%
Disagree
Agree
(does not include respondents who neither agree nor disagree)
Women Men
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Managers’ ActionsMAJOR FINDINGS
My immediate manager calls out unacceptable behavior and enforces penalties
24%
25%
10%
32%
Disagree
Agree
(does not include respondents who neither agree nor disagree)
Women Men
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Do Managers Give Anyone a Pass? MAJOR FINDINGS
My immediate manager provides powerful and talented offenders a pass
35%
20%
40%
9%
Disagree
Agree
(does not include respondents who neither agree nor disagree)
Women Men
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Office SocializationMAJOR FINDINGS
It is acceptable behavior to invite a co-worker to dinner and/or drinks
7%
70%
10%
64%
Disagree
Agree
(does not include respondents who neither agree nor disagree)
Women Men
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Office RelationshipsMAJOR FINDINGS
It is acceptable behavior to pursue a romantic relationship with a co-worker
27%
39%
28%
42%
Disagree
Agree
(does not include respondents who neither agree nor disagree)
Women Men
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One-on-One MeetingsMAJOR FINDINGS
People in power/leadership roles need to be wary about meeting with employees one-on-one
64%
18%
47%
37%
Disagree
Agree
(does not include respondents who neither agree nor disagree)
Women Men
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Mentoring and Sponsorship Relationships
MAJOR FINDINGS
Mentoring and sponsorship relationships requiring one-on-one interaction run the risk of a heightened perception of unacceptable behavior
41%
35%
22%
56%
Disagree
Agree
Working Mother Research Institute #MeToo survey
(does not include respondents who neither agree nor disagree)
Women Men
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Implications of #MetooMAJOR FINDINGS
There is no negative impact as a result of the widespread focus on #Metoo sexual harassment issues.
62%
14%
61%
16%
Women Men
Disagree
Agree
Working Mother Research Institute #MeToo survey
(does not include respondents who neither agree nor disagree)
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Top 3 Interventions RecommendedMAJOR FINDINGS
66%
61%
46%
53%
55%
29%
Enforcing penalties
Ensuring culture of inclusion and
respect
Leadership commitment & role modeling
Working Mother Research Institute #MeToo survey
Women Men
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Comments From Respondents
“We need frank and open discussions—do thisfrequently.”
“Employers should be aware of how workplacebullying is related.”
“Power dynamic implications can occur with allsexes, orientations, races, ethnicities, etc.”
“Stop demonizing all men. Creating more risk anddistrust in every workplace cannot be productive.”
“Collaborate with men on a common vision of whatit is and when it’s appropriate to call out.”
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Our Recommendations and Ideas From Business Leaders
SOLUTIONS
What Your Organization Can Do
Assess situation
• Conduct climate surveys to gauge employee perception of how harassment is treated in your organization
• Verify and re-iterate the process for handling claims
Take action
• Communicate them throughout organization
• Have zero-tolerance policy• Take swift action when incidents occur• Have senior leadership express support for policies
• Use D&I and ERGs to foster culture of mutual respect• Guard against retaliation
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Our Recommendations and Ideas From Business Leaders
SOLUTIONS
What You Can Do
Trust yourself and become someone others can trust
• Communicate – and listen • Have empathy • Learn to be vulnerable• Always act with integrity
Leverage social media
• Be your organization’s brand ambassador• Be a force for good
Women can reverse mentor male colleagues
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About Diversity Best Practices
▪ Working Mother Research Institute is a division of Working Mother Media, the repository of a research database of benchmarking data points from thousands of companies’ applications for our Working Mother 100 Best Companies, Best Companies for Multicultural Women, NAFE Top Companies for Executive Women, Best Law Firms for Women, and the DBP Inclusion Index.
.
§ Diversity Best Practices, a division of Working Mother Media, is the preeminent organization for mid to large size organizational diversity thought leaders to share best practices and develop innovative solutions for culture change. See http://www.workingmother.com/about-us for more info.
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About Diversity Best PracticesWORKING MOTHER MEDIASenior Vice President and Managing Director • Subha V. BarryPublisher • Joan Sheridan Labarge
WORKING MOTHER RESEARCH INSTITUTEDirector of Research • Suzanne RichardsExecutive Editor • Barbara FrankelCustom Insights Analyst • Aviva RosnerResearch Initiatives Coordinator • Melody Ortega
DIVERSITY BEST PRACTICESExecutive Director • Deborah Tsai-MunsterContent Director • Jennifer LondonSr. Director, Global Member Engagement • Carol WatsonResearch Director • Karen DahmsMember Research Analyst • Donnice Peterson
MARKETING AND SALESExecutive Sales Directors • Laquanda Murray • Jennifer SmythSenior Account Directors • Peggy Beane • Katrina Crawford • Gale Hollingsworth • Alisa NadlerGroup Director, Marketing and Brand Integration • Jessica GoldmanSenior Marketing Manager • Amanda GottliebMarketing Manager • Casey RussoCreative Services Director • Helena YouAssociate Business Manager • Lauren Macri
BONNIER CUSTOM INSIGHTSDirector, Bonnier Custom Insights – Michle SiegelAssociate Director, Custom Insights • Paule Anne Kaziewicz
CONTRIBUTORSResearch • Maria S. FerrisDesigner • Michael Moran