The 2020 Sex (and Sexual Harassment) in the Workplace Study

SEX (AND SEXUAL HARASSMENT)
The 2020
in the Workplace Study
©2020 The Shift Work Shop All Rights Reserved

Executive Summary
• 56% report having a sexual relationship with a co-worker, with 19%
potentially problematic due to power imbalances.
• 70% of those surveyed experienced harassment of some kind with gender
based harassment and discrimination most prevalent.
• Despite growing legal mandates, only 46% had sexual harassment
prevention training in the last 12 months. Of those that had training, only
44% felt the training was actually effective in preventing sexual harassment.
Determined to establish a new standard of excellence regarding sexual harassment
prevention and training, The Shift Work Shop set out to understand effectiveness and
impact of existing trainings, as well as the nuances of human relationships in the
workplace. Through this discovery, we aim to develop more effective workshops, and
training programs that cultivate company cultures of respect, inclusivity and openness.
2

A Few Caveats…
This data is by no means perfect, and aims to be directional and provide insight into the
state of relationships in the workplace, and the correlation between sexual harassment
prevention training, and the prevalence of potentially harmful behavior including
hostile work environment, quid pro quo arrangements and sex-based discrimination.
This survey includes 320 Responses, with a white (81%), femme-identifying skew (68%).
Future iterations of this study look to further investigate differences based on race,
specifically exploring the BIPOC work experience.
The survey collected responses from March 9 - 27, 2020, as the global Covid-19
pandemic started to affect and completely disrupt the traditional workplace. It did not
seem to impact the validity of feedback and survey responses.
3

WORKPLACE
RELATIONSHIPS

Do you have a "work spouse” (work husband or wife)? This is a co-worker, often
of the opposite sex with whom one shares a special relationship, having bonds
similar to those of a marriage. n = 320
2%
4%
34%
47%
13%
Yes No
Not Currently, But I Have I don't know
Other
Almost half (46%) report a workplace
relationship they define as a “work spouse”
While a ‘work wife’ or ‘work husband’ may be a
common workplace term, many respondents noted how
problematic and heteronormative this term is,
especially within the context of a workplace.
This aligns with additional research from SHRM that
found 25% have a ‘work spouse’, and a study from
Simply Hired, noting about half or women and 41% of
men have a ‘work spouse’ at some point in their career.
5

Have you dated somebody in the
workplace (select all that apply)? n = 320
C-Suite, Manager, or Supervisor (non-direct report)
C-Suite, Manager, or Supervisor (direct report)
Peer (same level)
Peer (lower level)
Subordinate
I have not done this.
0 45 90 135 180
Almost half (47%) have dated co-workers, and of those,
17% were potentially problematic due to power imbalances
As many co-workers share similar backgrounds,
interests and socio-economic statuses, 47%
admit to having dated co-workers at some point
in their career. While romance in and of itself
isn't a ‘deal breaker,’ there are potential issues
when dating directly in the hierarchy (direct
reports and subordinates.)
Being able to address these issues with
humanity and clear policies, can be a first step in
managing the risk of harassment.
6

Have you had a sexual relationship with a
co-worker (select all that apply)? n = 315
C-Suite, Manager, or Supervisor (non-direct report)
C-Suite, Manager, or Supervisor (direct report)
Peer (same level)
Peer (lower level)
Subordinate
I have not done this.
0 35 70 105 140
56% have had sexual relationship with a co-worker,
with 19% potentially problematic due to power imbalances
When it comes to sexual relationships, 56%
admitted to having a sexual relationship with
a co-worker. This includes casual relationships
and one-time occurrences that can have
implications beyond the heat of the moment.
Risk increases even further with sexual
relationships, as 19% are potentially
problematic with a direct supervisor or
subordinate.
7

Have you ever experienced workplace sexual harassment that created an
uncomfortable or hostile work environment? (This could include unwanted
words, signs, jokes, pranks, intimidation, or physical violence.) n = 320
42%
58%
Yes No
When this compares across gender, 71% of women,
24% of men, and 100% of nonbinary identifying (10 in
the study) humans have personally experienced sexual
harassment in the workplace.
The pervasiveness of sexual harassment suggests that
this may be a shared experience among an existing
workforce, regardless if this happened in their current
company or not. Trainings can infuse more empathy
and understanding to connect effectively with the
nuances of human relationships and interactions.
58% of those surveyed have experienced
sexual harassment in the workplace
8

Have you personally experienced someone in a position of authority at your
workplace trying to trade job benefits for sexual favors? Benefits might include
being hired, promoted, or maintaining employment. n = 320
2%
86%
12%
Yes No N/A
In response to explicit quid-pro-quo (this for
that) agreements, 12% have been
propositioned for sexual favors in exchange for
job for benefits. This number again skews
slightly higher for women (15%), which comes
as no surprise as harassment rates remain
constant and power dynamics often are at the
detriment of women.
12% of those surveyed have been offered
sexual favors in exchange for job benefits
9

If you have experienced this, did it have an impact on your work life, your career
advancement, or your ability to obtain, keep, or perform a job? n = 36
While only 12% have experienced this
behavior, it has a disproportionate
negative affect on their work experience.
This can further permeate through the
workplace, breeding a culture that can
feel unsafe for employees.
0 10 20 30 40
Affected Work Did Not Affect Work
95% of those propositioned said that it had a
negative impact on their work experience
10

Have you experienced any of the following types of
sexual harassment?(select all that apply)? n = 320
Hostile Work Environment
Quid Pro Quo
Unwelcome Sexual Advances
Requests for Sexual Favors
Other Type of Unwanted Sexual Behavior
Gender-Based Harassment
I haven't experienced this
40 80 120 160
70% of those surveyed have experienced some
form of sexual harassment in the workplace
Sexual harassment covers a
range of behaviors, the majority
being around gender-based
harassment (and discrimination),
unwelcome sexual advances, and
hostile work environment.
11

PREVENTION
& TRAINING
12

Only six states currently
require sexual harassment
prevention training.
California
Connecticut
Delaware
Illinois
Maine
New York

Have you received sexual harassment prevention training from your employer
in the last 12 months? n = 319
3%
8%
42%
46%
Yes No
I don't have an employer I'm not sure
Only 46% of respondents have had sexual harassment
prevention training in the last 12 months
While many states have added mandates around
mandatory annual prevention training, New York
leads the pack with training 71% of the workforce.
0%
20%
40%
60%
80%
California Illinois New York Outside US No State Mandate
43%
8%
71%
57%
46%
14

2%
15%
15%
68%
Online In-Person
Online & In-Person Other
82% of respondents had some form of online
training with only 15% of trainings in person
Of those that did receive
trainings, most of the training
was online, with 68% being
exclusively conducted in the
online environment.
How did you receive the training? n = 182
15

Please select what topics were covered in your sexual
harassment prevention training. Select all that apply: n = 170
Define Sexual Harassment
Relevant Examples
Laws and Provisions
Harassment Response
Supervisor Training
Consent
Communication Skills
Bystander Intervention
Power Dynamics
Relationships
45 90 135 180
Most training covers the basics, but does not
actively aim to prevent the behavior
The majority of content in existing
trainings focuses on the basics, often
covering ‘What is Sexual Harassment’
and “What do to if you’ve been
harassed.” Few trainings include topics
that may proactively create a culture free
from harassment including consent,
relationship management and an
understanding of power dynamics.
16

Minimum training standards
barely scratch the surface.

How did you feel after completing the
training (select all that apply) n = 150
Relieved
Happy
Upset
Confused
Empowered
Confident
Indifferent
Annoyed
Unhelpful
Bored
Informed
Unnecessary
7.5 15 22.5 30
Many noted feeling like the training
would have no impact or that is was
the company “checking a box.” Several
also noted that it was mostly “a joke”
and something that few were taking
seriously. A respondent noted…
“Uncomfortable and Exhausted. There
needs to be a better way to relay the
information in a way that enables the
company to feel like an ally rather than
a chore or an obligation.”
People experience a range of emotions after training
which can negatively affect adoption of safe practices
18

How effective do you think the training is in
preventing sexual harassment? n = 202
Only 44% of those trained feel that is was effective in
actually preventing sexual harassment
Of those surveyed, 11% found that the training was very ineffective in preventing harassment.
When comparing to New York, it seems mandatory training is more effective for employees.
Very Effective
Somewhat Effective
No Impact
Somewhat Ineffective
Very Ineffective
10% 20% 30% 40%
0%
10%
20%
30%
40%
Very Effective Somewhat Effective No Impact Somewhat Ineffective Very Ineffective
4%
28%
19%
28%
4%
2%
10%
25%
36%
11%
New York
No Mandates
19

In your opinion, is your employer doing enough
to prevent sexual harassment? n = 320
Yes, they are going above and beyond
Yes, they are doing the minimum and that is sufficient
No, they could be doing more
No, they are actively creating a harmful workplace
Not Sure
N/A
35 70 105 140
42% believe that employers could be doing more to
create an environment free of sexual harassment
There’s room for
companies to improve
their employee
experience by creating
safer and more equitable
work places.
20

Minimum training neglects the
nuance of humanity and
interpersonal relationships.

2%
7%
21%
42%
28%
No, we cultivate a culture of respect No, but we could be doing more
Yes, we have a few isolated incidents Yes, it's an ongoing problem
I don't know
28% responded that sexual harassment is a
current problem with their employer
While 28% of companies are reported to
‘cultivate a culture of respect, unfortunately,
sexual harassment continues to be an ongoing
and pervasive issue affecting companies of all
sizes (also 28%). There is significant
opportunity to improve these programs to
create safer, more respectful workplaces for all.
Do you think sexual harassment in an
issue in your company? n = 277 ©2020 The Shift Work Shop All Rights Reserved
22

Survey Demographics
23

What is your age? n = 320
What is your gender identity? n = 320
Please specify your ethnicity: n = 320
SURVEY DEMOGRAPHICS
3%
13%
31%
51%
3%
18-24 25-34 35-44
45-54 55-64
1%
3%
28%
68%
Female Male
Non-Binary Prefer To Not Identify
3%
3%
5%
3%
5%
81%
White (Non-Hispanic) Hispanic or Latino
Black or African American Asian or Pacific Islander
Native American/American Indian Other
Prefer Not To Identify
AGE GENDER IDENTITY ETHNICITY
24

What is your employment status? n = 320
What is the size of your employer? n = 320
80% of respondents are full-time employees,
representing a full range of company sizes
1%
3%
13%
3%
81%
Full-time employment Part-time employement
Self-employed/Freelancer Out of work, and looking
Homemaker/Caretaker Student
Less than 20
21-100
101-499
500-999
1,000-9,999
Over 10k
N/A
20 40 60 80
25

Are you located in a state that requires sexual
harassment prevention training? n = 318
California
Connecticut
Deleware
Illinois
Maine
New York
No Mandates
Outside of US
30 60 90 120
Respondents are located across a range of
jurisdictions regarding legal training mandates
Currently, only six states require sexual
harassment prevention training. These
states are leading the industry
standard in creating safe, fair and
equitable workplaces for all.
Responses reflect experiences from
individuals both in states with
mandates, and states without legal
training requirements.
26

IMPLICATIONS &
RECOMMENDATIONS
27

TO CREATE SAFER & MORE EQUITABLE WORKPLACES…
Compare Your Company Data
This survey is available for all companies, and can be used as a tool to
identify areas of opportunity in regards to training needs of your company.
Consider Human Training For Human Relationships
Minimum training standards neglect the nuance of humanity and
interpersonal relationships. Consider new formats for training beyond the
impersonal online formats to increase adoption of safer practices.
Stop Wasting Time and Money on Bad Training
Many noted that training was not ideal and something that ‘checked a box,’ and actually
some find this training harmful to the employee experience. Consider investing in
training that is proactive and provides new approaches to sensitive topics.
1
2
3
28

If business is all about
relationships, then why don’t
we talk about them?

AMBITION
Our
Help design and foster the workplaces of
the future, where people can grow, feel
safe and show up fully both professionally
and personally.
Explicit
CONSENT COMMUNICATION
Honest Power
DYNAMICS
1 2 3
The Shift Work Shop offers sexual harassment
prevention programs that include…

value healthy relationships as
the key to healthy workplace.
We care about people and

About The Study
32

About the Study
The Shift Work Shop was founded in 2018 amid the height of the
#MeToo Movement. Determined to establish a new standard and
approach to sexual harassment prevention, we aim to cultivate company
cultures of respect and inclusivity with workshops and training programs
tailored to the needs of your company.
This research is in response to a lack of resources regarding the impact
of current harassment training practices and to inform new formats that
actively aim to prevent harm in the workplace.
While this research is not perfect, it does highlight that there is
significant room for improvement in training practices that can create
safer and more productive work places for all.
33

Methodology
A sample of 320 anonymous individuals representing a broad
range of companies and experience levels. Survey was created
with Google Forms, shared online, and made available for all.
Data was collected March 9 - 27, 2020.
Due to the nature of the study, we hypothesize that those most
likely to be affected by sex and sexual harassment in the
workplace may have opt-ed in, potentially skewing the results.
Media: Contact Amanda Rue, Founder, The Shift Work Shop
amanda@theshiftworkshop.com
34

We help build company cultures
that value respect, inclusively
& honest communication.

The 2020 Sex (and Sexual Harassment) in the Workplace Study

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