Workplace Harassment and Remote Workers: 4 Steps for Prevention 

In 2022, workplace harassment has become a significant concern for companies that allow remote work.  In fact, research shows that since the pandemic, harassment has become a more common occurrence for people who work from home.  A recent survey of remote professionals showed one in four respondents has been harassed at work (including text messages, email, and chat apps) since 2020.  Another survey found that: 

• 26% of respondents experienced more gender-based harassment during the pandemic 
• 10% of respondents experienced more bias related to race, ethnicity, or national origin 
• 23% of employees over the age of 50 experienced a jump in age-related discrimination 

Research shows that when organizations have a hybrid or fully remote team, it’s vital that they  prioritize preventing all types of workplace harassment (of a sexual nature and otherwise).  MP’s HR experts outline essential steps every organization should be taking in 2022 when it comes to workplace harassment and remote workers. 

Workplace Harassment and Remote Workers: 4 Steps for Prevention 

1. Understand the spectrum of workplace harassment. 

Workplace harassment includes a wide variety of behaviors, which expand even further when people are not working in an office space (or the same office space).  Harassment isn’t just verbal or physical.  Harassment includes: 

• Rude or aggressive emails  
• Inappropriate language on the phone, on chatting platforms, over video calls, etc. 
• Bullying on nonwork online forums and social media platforms 
• Spreading rumors about colleagues 
• Emails with material that is racist, sexist, homophobic, or offensive for other reasons 
• Sexual harassment, such as requesting sexual favors, making unwelcome advances, etc. 
• Threatening or humiliating emails or online chats 

From a compliance standpoint, the Equal Employment Opportunity Commission (EEOC) says harassment is unlawful when it is creating a hostile work environment or when it is pervasive and continues enough to become a condition of employment.  The EEOC defines harassment as unwelcome conduct based on: 

• Race 
• Color 
• Religion 
• Sexual orientation 
• Gender identity 
• Pregnancy 
• National origin 
• Older age (40 and above) 
• Disability 
• Genetic information 
• Family medical history 
  

2. Write a policy.

Organizations should consider working with HR experts (like the team at MP) to develop a comprehensive anti-harassment policy for their employee handbook.  This policy should focus on promoting equity and preventing discriminatory behavior.  (Because these policies are so focused on diversity, it may also help to seek input or review of the policy from a more diverse pool.)  The policy should state that the organization has a zero-tolerance stance on bullying and harassment.  (This would cover isolated incidents and patterns of harassment.)  Policies should include a variety of examples of harassment, especially if the company has multiple types of workplaces (remote, hybrid, offices, storefronts, etc.).  Examples could include all or some of the items listed in bullet one.  Lastly, the policy should share the channels employees and managers can use to report harassment.  

3. Implement channels for reporting harassment.

Employers should establish safe, confidential, and effective options for filing a complaint.  One best practice is to create a step-by-step process, with specific people or titles responsible for each step.  The procedure should ideally include deadlines for when the organization will resolve the complaint, or the employee will receive status updates.  When possible, it helps to ensure employees may access multiple channels to report any harassment issues.  This method ensures confidentiality and helps employees make a report, regardless of who the harassment source is. An organization may even choose to employ a third-party system as one channel.  This step may cost extra, but it ensures confidentiality and often helps employees feel safer making complaints.  Many restaurants, bars, and businesses in the food service industry, which is prone to a higher volume of workplace harassment, utilize this tactic with great success.   

4. Build a culture that is safe and supportive.

Taking the above steps is important, but employers should reinforce harassment prevention via their company culture.  It’s imperative to build a company culture that prizes inclusivity, collaboration, and support are key.  Employers need to set these expectations when onboarding and discussing company culture.  This is particularly critical with a remote work environment.  Since they’re not working from the same space and observing people in action daily, managers and upper management will need to make concerted efforts to define and remind remote workers of the company’s culture and commitment to preventing harassment.  They should provide anti-discrimination training to managers and employees.  When employees or managers witness any harassment or bullying behavior, they should immediately call it out.  Lastly, employers must apply harassment protections and disciplinary actions equally across every level of the organization—there should never be any exceptions to the rule.