Back to Office, Back to Office Harassment?
As organizations push for a return-to-office (RTO) environment, they face numerous challenges, from logistical concerns to employee resistance. However, one significant issue often overlooked is the potential increase in sexual harassment incidents associated with in-person work. Advocates for RTO need to seriously consider this reality, as current measures from companies, government agencies, and nonprofits appear insufficient to address this critical problem.
Office Harassment vs. Remote Harassment
The evidence linking in-person work environments with higher instances of sexual harassment is compelling. A 19th News/SurveyMonkey poll revealed that employees working in-person are more than twice as likely to experience sexual harassment compared to those working remotely. Specifically, 12% of women working in-person reported harassment, in contrast to only 5% of remote workers. These statistics underscore the protective barrier that remote work can offer, particularly for women and marginalized groups who are disproportionately affected by workplace harassment.
The poll further highlights disparities across various demographics. Nonbinary workers, for instance, reported a significant decrease in harassment incidents during remote work periods, with 20% experiencing harassment in the past three years, compared to 30% pre-pandemic. For workers under the age of 35, 8% of remote workers reported harassment, versus 14% of those working in-person. These figures suggest that remote work environments provide a degree of protection that in-person work cannot match.
Sexual harassment in the workplace often stems from power imbalances, where those in higher positions leverage their authority to exploit subordinates. In an office setting, these dynamics are more pronounced due to frequent, unsupervised interactions. Remote work disrupts these power dynamics by reducing opportunities for in-person coercion and creating a digital trail for communications, which can serve as evidence in harassment cases. However, returning to the office reintroduces these vulnerabilities.
Case Study of Office Harassment: Tata Consultancy Services
We also have clear case studies reflecting the more than doubling of sexual harassment associated with the transition from remote work to in-office work. For instance, after Tata Consultancy Services (TCS) announced its full-time in-office RTO in 2023, sexual harassment cases rose from 49 to 110 within a year.
Yet while TCS Chairman N. Chandrasekaran acknowledged a rise in reported harassment cases, he dismissed remote work as a viable solution, stating “I don’t think we can go to remote working to solve this problem.” He emphasized the need for robust in-office policies rather than relying on remote work as a preventive measure, saying he believes that education is the key to reducing harassment incidents by creating a healthy working atmosphere and culture. According to Chandrasekaran, the solution lies in investing in people and building a strong institutional framework rather than relying on remote work as a primary preventive measure.
Of course, his claims make little sense. It’s not like TCS, which has over 600,000 employees, lacks education on sexual harassment. And clearly, the transition from remote work to full-time RTO made a drastic difference, more than doubling sexual harassment cases – in line with the 19th News/SurveyMonkey poll.
Government agencies and nonprofits also lag in providing necessary protections against workplace harassment. Data shows that women file about 80% of sexual harassment cases, with a noticeable spike following the #MeToo movement and a slight decrease during the pandemic. However, as RTO policies gain traction, the potential for these numbers to rise again is significant. The absence of updated guidelines and stringent enforcement mechanisms exacerbates the risk.
Solving Office Harassment
Addressing the issue of sexual harassment in the context of RTO requires a multifaceted approach. Organizations must develop robust systems for reporting and addressing harassment, both online and offline. This includes incorporating reporting features into remote work tools and ensuring transparency in handling complaints. Regular training on recognizing and preventing harassment should be mandatory for all employees, with a focus on creating a safe and inclusive workplace culture.
Policies must be updated to reflect the realities of hybrid work environments. This includes clear guidelines on acceptable behavior and the consequences of harassment, regardless of whether it occurs in-person or online. Providing support for victims of harassment, such as counseling and legal assistance, is crucial. Employers should create safe channels for reporting without fear of retaliation. Regulatory bodies need to enforce stricter guidelines and penalties for organizations that fail to protect their employees from harassment. This includes conducting regular audits and ensuring compliance with anti-harassment laws.
As the debate over RTO continues, it is imperative to recognize and address the associated risks of increased sexual harassment. Companies, government agencies, and nonprofits must not only advocate for a return to the office but also implement comprehensive measures to ensure a safe and respectful work environment. By failing to do so, they risk perpetuating a cycle of abuse that disproportionately affects the most vulnerable employees. The path forward requires a commitment to safety, accountability, and the well-being of all workers, regardless of where they choose to perform their duties. And if companies, government agencies, and nonprofits can’t demonstrate that they can effectively lower sexual harassment cases in the office, then perhaps it’s time to seriously reconsider the value of in-office work and support remote work.
Key Take-Away
Office harassment spikes with return-to-office mandates, highlighting the need for robust in-person protection measures and reconsideration of remote work benefits. Share on XImage credit: Yan Krukau/Pexels
Dr. Gleb Tsipursky was lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times for helping leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote the first book on returning to the office and leading hybrid teams after the pandemic, his best-seller Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2021). He authored seven books in total, and is best know for his global bestseller, Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019). His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Forbes, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, and elsewhere. His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox. It also comes from over 15 years in academia as a behavioral scientist, with 8 years as a lecturer at UNC-Chapel Hill and 7 years as a professor at Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio. In his free time, he makes sure to spend abundant quality time with his wife to avoid his personal life turning into a disaster. Contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on LinkedIn @dr-gleb-tsipursky, Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, Facebook @DrGlebTsipursky, Medium @dr_gleb_tsipursky, YouTube, and RSS, and get a free copy of the Assessment on Dangerous Judgment Errors in the Workplace by signing up for the free Wise Decision Maker Course at https://disasteravoidanceexperts.com/newsletter/.
