Half of US workers admit they haven’t spoken up after hearing a colleague make an inappropriate comment about a person of the opposite sex, according to a survey of 1,227 workers by Ranstad US.
Most employees aren’t sure how to improve gender equality at work but cite male advocacy for gender equality and mentorship programs as important steps, the survey found. More than half of all employees are unsure what they can personally do to improve gender equality at their workplace. Nearly half of them said that their employers aren’t offering mentorship/leadership programs geared towards women. A large majority of employees (75%) believe that having more men who are willing to be vocanl about gender equality issues will help create a more equal workplace.
Audra Jenkins, chief diversity and inclusion officer for Randstad US remarked that it was encouraging to see the vast majority recognize the role supportive male allies can play.
Employers should take steps to ensure they’re fostering an inclusive environment where candid but respectful conversations around gender issues can take place and be led by either sex.”
The survey found that power and authority often play a role in gender dynamics and sexual harassment in the workplace: More than a third of employees have seen a person in a position of power take advantage of subordinates of the opposite sex.
Nearly a quarter of women believe their careers have suffered because they turned down romantic attention from a direct supervisor. Over half of women say they’d quit their jobs if a company executive was accused of promoting or providing bonuses, commissions or career privileges to employees of the opposite sex in exchange for sexual favors, versus 39% of men.
Workplace gender discrimination and harassment has a greater impact on racial and ethnic minorities of both genders, the survey revealed. Diverse employees were more likely to report their careers have suffered because they turned down romantic attention from a direct supervisor (42% of African Americans and 36% of Hispanics, versus 24% of Caucasians).
Age played its part in workers’ experiences of gender discrimination. Younger employees and male employees are generally less comfortable around the opposite sex at work. Thirty-two percent of 25–35-year-olds report feeling more uncomfortable interacting with the opposite sex at work over the past year, versus 23% of all respondents.
While 22% of all employees find it more difficult to take direction from a superior of the opposite sex, that difficulty is more pronounced among 25–34-year-olds (39%).
