Comprehensive policies, including training, are critical for understanding, addressing and preventing workplace sexual harassment, according to recent research.   

 This systematic research review, entitled “Systems for Respect: Interventions to reduce workplace sexual harassment,” analysed 14 studies, mainly conducted in the USA, published between 2002 and 2023. According to a press release announcing the publication, interventions such as training can have a positive effect but, “Ultimately, the study found that a multi-pronged approach, including policy and training, was most effective in preventing and addressing workplace sexual harassment.”

The lived experiences of Canadian workers suggest much work remains. Statistics Canada data published in 2024 showed a troubling upward trend of sexual misconduct at work. Overall, nearly three in 10 women and two in 10 men reported experiencing harassment or sexual assault at work in the 12 months prior to being surveyed.

Register for Workplace Violence and Harassment training today and explore related legal obligations including mandatory policies and training?

Effective policies

The researchers uncovered a range of specific interventions with proven track records of addressing, reporting and reducing workplace sexual harassment (WSH), including zero-tolerance policies supported by strong leadership. They explain, “Organisational leaders need to model and enforce anti-harassment and gender-equal values and behaviours and wide-reaching training and education needs to be encouraged for all workers to build their capability to understand, recognise and respond to WSH.”

The researchers also found, “policies are much more likely to be effective in instances where the organisational culture condemns WSH and supports workers across all levels to address it.”

Effective complaint systems

Efficient complaint systems were also found to be a critical part of a multi-pronged approach to addressing workplace sexual harassment. The research suggests they are most effective when workers believe incidents will be taken seriously and investigated, the complainant will be kept informed of progress, their privacy respected, and ultimately actions are taken to address the incident and prevent it from happening in the future. Equally important is the inclusion of protection for staff and bystanders from retaliation for reporting workplace sexual harassment. In Ontario, the Occupational Health and Safety Act specifically prohibits retaliation against a worker who reports any workplace hazard, including sexual harassment. 

Effective training 

Nine of the 14 studies included in this systematic review looked at specific impacts of workplace sexual harassment training or other types of educational activities. Each resulted in positive outcomes such as improved awareness and ability to recognise workplace sexual harassment, increased confidence and ability to respond to and report incidents, increased trust in leadership, and ultimately led to less unwanted sexual contact. 

Required legal obligations 

In the most general sense, Ontario employers are required to take every precaution reasonable in the circumstances for the protection of a worker, including protection from workplace harassment including sexual harassment. 
 
Ontario employers also must develop and implement workplace violence and harassment policies and program(s) which again must address sexual harassment too. This must include measures and procedures for reporting and investigating complaints. Employers must also provide all workers with information and instruction on the policies and related measures. The law also requires measures to address domestic violence as a potential source of workplace violence. And changes to the legislation last fall clarified online workplace harassment, including sexual harassment must be taken into account as well. 

WHSC can help

Workers Health & Safety Centre’s three-hour Workplace Violence and Harassment training is designed to help workplaces meet these legal requirements by gaining the knowledge and skill needed to develop and post written policies with respect to workplace violence and harassment, conduct a risk assessment, develop a workplace violence and harassment program to properly address the hazards and train workers on these workplace policies and programs.
 
Workplaces governed by federal health and safety laws and regulations have similar obligations. Our 12-hour Federal Committees and Representatives program helps prepare workplace health and safety committee members to help employers meet their duties as well. 

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Don’t see a date that works for you, wish to discuss violence and harassment training or just a have a question, connect with a training services representative in your area.
 
Related resources:
Systems for Respect: Interventions to reduce workplace sexual harassment
Harassment at work rising, marginalized groups suffering most
Workplace violence, harassment widespread but unaddressed, report  
WHSC workplace violence resources
 
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