According to a Deloitte Recording, Women at Work: A Global Outlook, 52 percent of women have experienced some form of harassment or micro-aggression in the past year, ranging from the belief that their judgment is being questioned because they are women to contemptuous remarks about their physical appearance, communication style, race, sexual orientation or care status. Women of color and LGBTQ women were significantly more likely to experience this non-inclusive behavior.
Another Project Include report, a non-profit organization that aims to accelerate diversity and inclusion in technology, found that 25 percent of respondents experienced an increase in gender-based harassment during the pandemic, about 10 percent an increase in racial and ethnicity. experienced hostility, and 23 percent of respondents 50 years and older experienced increasing age-based harassment or hostility.
“The biggest learning we have had is that people will harass people and people will be hostile, regardless of the environment – they will find a way,” Ellen Pao, CEO of Project Include, told Reset Work, a new business publication distributed by email.
‘It was easier for them to harass from a distance because there was so much privacy in those interactions. I do not have a colleague next to me while shouting at someone, so no one sees me or hears that I am a harasser. This made it easier in many ways because they could text or chat. Suddenly, this one-on-one communication became normal, and you could intrude on someone’s privacy in their own home in a way you could not do in the office. ”
Exposing our responsibilities
While obscene cases such as Zoom masturbation are upsetting, more common examples of discomfort and harassment may include unwelcome comments about an employee’s appearance, attitude, physical environment, productivity, or political beliefs.
In isolation, these comments may seem benign, and sometimes they are. The remark that a colleague wears pajamas during a meeting is ‘not necessarily an invitation to sex’ Vicki Schultz, a professor of law and social sciences at Yale Law School. “This is a mischaracterization of what sexual harassment actually is and misses its significance as behavior that undermines equality, ”she said, noting how common it is for businesses and public figures around the misunderstanding of the general public about sexual harassment.
These circumstances do not necessarily lead to sexual harassment, but they draw attention to gender in a way that women have worked for years to undo, Ms. Schultz said. “It’s the eye roll, disk commentary – the kind of thing women experience when they work in low numbers,” she said.