Diversity and equality

Which industries have the highest prevalence of unwanted sexual conduct in the workplace? Will the #MeToo movement have a lasting impact? Key findings from a SourceMedia survey.

It’s tough enough to grapple with sexual harassment in the workplace. It’s more complex when clients are involved.

Optimism that the #MeToo movement will have a positive influence is high among bankers who participated in a recent survey on sexual harassment. But there is also concern that it could lead to gender discrimination in hiring and mentoring.

From harassment lawsuits to regulation compliance, cutting edge companies are overlooking policies critical to empowering and enhancing their workforce and company ethos.

An unprecedented, industrywide survey of sexual harassment in the professional workplace reveals industries with the highest prevalence of unwanted sexual behavior, the differences between large and small companies, and blind spots that may be preventing corrections. Fortunately, the data also lights a path forward.

From inappropriate touching to belittling comments, women advisors confront workplace environments that are far from welcoming.

Scratch beneath the surface, and there is a lingering feeling among many in the banking, payments and mortgage sectors that not only is harassment present, but it may actually be inevitable. Experts say institutions need to combat that mindset — or else.

Many workers in the technology departments across a range of industries describe behavior that may fall short of a legal definition of sexual harassment, but is still disturbing and could contribute to low employee morale and high turnover.

Men and women who work in accounting say there’s a low prevalence of sexual harassment in the profession; the numbers suggest otherwise.

Human resources professionals are looking to fight bad behavior driven by upper management.

Recently, the Second Circuit Court of Appeals heard an appeal seeking the reinstatement of a Title VII claim on sexual orientation.

Employers play a big role in the savings success of lesbian, gay, bisexual or transgender employees because they are more likely to plan for and save for their post-work years if their firm sponsors a 401(k).

Strong policies against sexual harassment appear to be a factor in shielding banks from the public shamings that have occurred in other industries, but even they know they can’t get too complacent. Some are ditching old training sessions and trying new things like coaching witnesses on how to report demeaning behavior.

Employers play a big role in the savings success of lesbian, gay, bisexual or transgender employees because they are more likely to plan for and save for their post-work years if their firm sponsors a 401(k).

Employers play a big role in the savings success of lesbian, gay, bisexual or transgender employees because they are more likely to plan for and save for their post-work years if their firm sponsors a 401(k).

Three-quarters of employees who have been victimized say they didn’t report it because of a lack of faith their employer would properly handle the complaint.

The allegations of sexual assault at Uber, Vice and the Weinstein Company shine a light not only on workplace misconduct, but also on the failure of human resources to properly handle these cases.

The allegations of sexual assault at Uber, Vice and the Weinstein Company shine a light not only on workplace misconduct, but also on the failure of human resources to properly handle these cases.

It’s an uncomfortable topic, especially after a bruising round of accusations in the 1990s.

From the push for repeal and replace at the beginning of 2017 to tax reform coming in at the tail end, laws and legislation for employers has been a roller coaster over the past 12 months.