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Sexual harassment in the home office: what you can do

Increase in sexual harassment in the home office during the pandemic

The women's rights organization "Rights of Women" conducted a survey in the UK at the end of 2020 to gather information about women's experiences of sexual harassment in the office and at home.

The survey data shows that women were more frequently affected by sexual harassment during the Covid-19 pandemic despite working remotely.

• 45% of women who had experienced sexual harassment at work reported that they had experienced it online. The following were mentioned: sexual harassment via messages (e.g. email, social media), video or phone calls.
• 15% of women who have experienced sexual harassment at work reported an increase in online harassment while working from home during the Covid-19 pandemic.
• Some women criticize the fact that they have had to move their workplace into the bedroom and feel that their privacy has been violated as a result. Or that they were photographed during video conferences in order to mock them with regard to sexual acts.
• 72% of women who have experienced sexual harassment at work feel that their employer does not do enough to protect and/or support them from harassment and abuse.
• 29% of women who reported sexual harassment to their employer reported that the response was negatively impacted by the Covid-19 pandemic.

    The results of the study focus on grievances in the modern world of work:

• Women are not adequately protected from sexual harassment in the home office.
• Women's access to justice and safety from sexual harassment in the workplace is negatively impacted by remote working.

When does it become harassment? And what can I do about sexual harassment in the home office?

In this interview, pme social pedagogue and counselor Petra Krämer explains how victims can protect themselves and what measures employers should take.

At what point do we speak of sexual harassment in general and in virtual space?

Petra Krämer: According to the Federal Anti-Discrimination Agency, "any sexualized behaviour that is not desired by the person concerned is sexual harassment. This includes not only verbal and physical harassment such as sexualized comments or unwanted touching, but also non-verbal forms such as suggestive looks or the showing of pornographic images."

In principle, the General Equality Act protects people if the incident is objectively sexual in nature and the person concerned classifies this as harassment. The reaction that the behavior was not meant that way is therefore not valid.

Can I protect myself from sexual harassment in direct or virtual contact? If so, how?

From my point of view, I can protect myself in different ways: 

In the office and therefore in direct contact, I can react immediately if I myself or others are affected. First of all, it can help not to tolerate sexualized language and behaviour in everyday language and to take a stand immediately. Supposedly harmless "jokes" should be addressed as soon as I feel uncomfortable. Your own perception is an important indicator here. Overall, a working atmosphere free of harassment should be strived for at all levels, in relation to superiors, colleagues and customers.

It is certainly helpful to protect your privacy online. On the one hand, this can be done by using background images and covering the computer camera. On the other hand, it is a matter of personal consideration: Which social media do I use, which pictures and videos do I post there, especially with regard to the various data protection regulations of the channels used? 

In times of the pandemic, some companies have found ad hoc solutions. However, it is important to consider whether these should continue, for example the business use of WhatsApp groups. In my opinion, private cell phones and therefore private numbers should remain private.

According to the report, sexual harassment has increased significantly during the pandemic. A quarter of those surveyed reported that it had even escalated. Why is the coronavirus lockdown encouraging this behavior?

The Federal Anti-Discrimination Agency has also reported a sharp increase in requests for advice on this topic. I think the pandemic was an exceptional situation for many people and, just like online, there is a sense of anonymity overall. People are sitting alone at home and feel less social control from colleagues and superiors. For many, the usually stabilizing previous everyday structure has dissolved. This probably led some people to engage in abusive behavior and overstep boundaries.

Those affected complain that remote working has made it even more difficult to report an incident to HR immediately. What is the quickest way to get help?

There are various ways to ask for support in the workplace. Every employer is obliged to set up structures in this area. A complaints office can be internal or external. For example, the pme Familienservice offers a complaints office service for some companies. We advise affected people and plan the next steps.

If the employee decides to make an official complaint, the employer must investigate and take appropriate action. Supervisors or the works council should also be approachable for these issues.

What should managers or HR staff do to protect those affected in the company and sanction offenders?

First of all, prevention is important. Prevention should be practiced in the company as part of occupational health and safety. This starts with brochures and posters and corresponding information on the intranet with the names of possible contacts in the company.

It is helpful to have a precise procedure of who those affected can have initial discussions with and how a complaint can be made if necessary. Each individual case must be examined objectively and appropriate measures must be taken. These can range from warnings or reprimands to transfers or dismissals. Legal advice is certainly useful here.

What psychological consequences can sexual harassment have?

The consequences can be very different. The first reaction is usually feelings of disgust, outrage, numbness and insecurity. Some victims wonder whether they have invited the perpetrator to behave in an abusive manner. This can lead to feelings of shame and guilt.

How can victims come to terms with an incident of sexual harassment?

It certainly makes sense to come to terms with what you have experienced. Discussions with professionals in counseling centers or therapists can provide space to view the experience from different perspectives and to experience oneself as an active person instead of a victim. Ultimately, you should be able to put aside the experience as part of your own history and perhaps even emerge stronger from it. 

Traumatized people react with an "emergency program", which often causes difficulties in everyday life. Therapists are always needed to provide support here.

Further information:

• What to do in the event of sexual harassment in the workplace? - Guidelines for employees, employers and works councils
• "The traces of sexual violence" (Zeit Online)
• Survey by the women's rights organization "Rights of Women"

Petra Krämer is a social pedagogue, systemic consultant and has been working on the Lebenslagen hotline and in the Lebenslagen organization team since 2019.

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