It’s vital for everyone working in the Los Angeles area to know what to do if they experience sexual harassment in the workplace. Despite strict laws in place at the state and federal levels, Los Angeles workplace sexual harassment statistics indicate that this is a pervasive issue that negatively impacts people working in virtually every industry. Knowing these statistics and what to do if you experience this mistreatment at work are crucial.
Important Los Angeles Workplace Sexual Harassment Statistics
The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for resolving all claims of sexual harassment filed in the United States each year, and the EEOC regularly releases reports of its findings when it comes to trends and statistics for workplace sexual harassment:
- Roughly 85% of all sexual harassment claims are filed by women. While women experience sexual harassment at work at higher rates than men, it is vital to remember that the EEOC considers all sexual harassment unacceptable, and anyone who experiences this at work has the right to pursue legal recourse.
- For men and women, verbal sexual harassment is the most commonly reported form of workplace sexual harassment, pertaining to 77% and 34% of cases, respectively.
- Women report unwanted sexual touching in about 51% of cases, while men report this in only about 17% of cases.
- Women report cyberstalking and online harassment in about 41% of cases, while men report this in about 22% of cases.
These statistics can provide insights into what type of unwelcome behaviors one might encounter in the workplace. California workplace harassment statistics have remained relatively consistent for many years, and despite efforts made by the state Department of Fair Employment and Housing (DFEH) and the state Civil Rights Department (CRD), thousands of these claims continue to be filed every year.
Resolving Sexual Harassment at Work
If you believe you have experienced any form of workplace sexual harassment, your employer is required to have some sort of internal conflict resolution policy in place to which you can refer for help. If your employer does not have an anti-harassment policy and internal conflict resolution channels prove fruitless, you have the right to pursue a civil claim, and your employer will face liability for the harassment you experienced, even if they are not found negligent.
You will need to submit a claim to the EEOC before you can pursue your sexual harassment suit. The EEOC will review your claim and, if it determines it is valid, issue you a Notice of Right to Sue that enables you to proceed with your suit. In some cases, the EEOC will start proceedings against a defendant and issue penalties to employers who have failed to comply with US anti-harassment laws.
The Diefer Law Group understands that many people do not speak up about their experiences because they are afraid of losing their jobs. Some are unaware of the legal recourse options that are available to them. The right attorney can help a client determine their most viable options for resolving their case, guide them through the process of filing their claim with the EEOC, and they may uncover various forms of compensation the client did not know they could claim.
FAQs
Q: How Many Cases of Workplace Harassment Are Filed Each Year?
A: The EEOC reports that roughly 12,000 workplace harassment cases are filed each year. About 85% of these cases are filed by women, and the EEOC estimates that anywhere from 50% to 70% of all sexual harassment goes unreported. The EEOC reviews every sexual harassment complaint filed and provides the filing party with instructions for their next steps after it has approved a claim.
Q: What Are the Common Types of Workplace Sexual Harassment?
A: The most common types of workplace sexual harassment are quid pro quo harassment and hostile work environment. Quid pro quo can arise from any proposed exchange of sexual favors for job-related benefits. An employer may offer benefits in exchange for sex or threaten job-related penalties if the victim does not agree to sex. In a hostile work environment case, the victim is unable to perform their job duties due to the harassment they experience at work.
Q: Can I Be Fired for Filing a Sexual Harassment Claim?
A: You could be fired for filing a sexual harassment claim, but this would qualify as wrongful termination, and you would have grounds for even further legal recourse against your employer. Filing a sexual harassment claim in good faith is a legally protected action. If you believe your employer has fired you in retaliation for your sexual harassment claim, it is vital to consult an employment law attorney as quickly as possible.
Q: How Do I Prove Sexual Harassment in the Workplace?
A: You can prove sexual harassment in the workplace by leveraging various forms of evidence. This evidence may be difficult to obtain, and it is important that you keep records of any work-related correspondence that may help substantiate a later claim. Your sexual harassment lawyer can help you secure any such evidence and obtain statements from any witnesses who may be able to support your claim.
Q: Why Should I Hire a Sexual Harassment Lawyer?
A: You should hire a sexual harassment lawyer because you are significantly more likely to win your case and maximize the total compensation you obtain with their help. Your attorney can help you understand the EEOC claim filing process, gather crucial evidence that you may have overlooked on your own, address any issues you encounter in your interactions with the EEOC, and ultimately help you secure a favorable outcome for your case.
The Diefer Law Group keeps track of Los Angeles workplace sexual harassment statistics and routinely assists clients throughout the area with their sexual harassment claims. You can expect responsive, personalized legal counsel when you choose our firm to represent you, and it is vital that you reach out as quickly as possible so we can allocate maximum time and resources to handling your case. Contact us today to schedule a free consultation with our team.
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