Harassment Prevention Training Statistics 2024 – Everything You Need to Know

Are you looking to add Harassment Prevention Training to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Harassment Prevention Training statistics of 2024.

My team and I scanned the entire web and collected all the most useful Harassment Prevention Training stats on this page. You don’t need to check any other resource on the web for any Harassment Prevention Training statistics. All are here only 🙂

How much of an impact will Harassment Prevention Training have on your day-to-day? or the day-to-day of your business? Should you invest in Harassment Prevention Training? We will answer all your Harassment Prevention Training related questions here.

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Best Harassment Prevention Training Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 93 Harassment Prevention Training Statistics on this page 🙂

Harassment Prevention Training Latest Statistics

  • “found that 6 out of 10 older workers have seen or experienced age discrimination on the job and 90 percent say it is common.”. [0]
  • A 2019 poll by Monster.com revealed that about 90 percent of respondents indicated that they had been bullied on the job—40 percent by coworkers; 51 percent by superiors. [0]
  • A survey by HR Acuity found that 46 percent of employees fear retaliation and 39 percent aren’t confident that their issues will be addressed fairly. [0]
  • 63% of women did not file a complaint, and 79% of men kept issues to themselves. [1]
  • Another survey shows that 75% of sexual harassment cases in the workplace are unreported. [1]
  • 55% of victims experience retaliation after speaking up or making a claim. [1]
  • A report released by the U.S. Equal Employment Opportunity Commission in 2020 showed that 55.8% of the complaints received during 2020 are related to retaliation after reporting a sexual harassment incident. [1]
  • 38% of women have experienced sexual harassment in the workplace. [1]
  • A survey by Stop Street Harassment in 2018 showed that an alarming 81 percent of women and 43 percent of men have been harassed in their lifetime. [1]
  • Of the 996 women surveyed, 38% were harassed in the workplace. [1]
  • 39% of employees aren’t confident their issues will be addressed, and 46% fear retaliation. [1]
  • According to victims who have reported harassment, 95% of the men go unpunished. [1]
  • According to the women surveyed by ABC and Washington Post , 95% of harassers go unpunished. [1]
  • Women have a 54% chance of becoming a victim of harassment. [1]
  • 72% of victims were harassed by someone more senior in their workplace. [1]
  • 68% of the LGBTQ population experience harassment in the workplace. [1]
  • A survey by TUC in 2019 showed that 68% of LGBTQ employees have experienced harassment in the workplace, and worse, 12% report that they have been sexually assaulted at work. [1]
  • 31% of sexual harassment or assault victims felt anxious or depressed afterward. [1]
  • 98% of U.S. organizations have a sexual harassment policy. [1]
  • Only 14% of respondents reported receiving their training entirely offline, and 30% received a combination of both online and offline instruction. [2]
  • While no single option received a majority of votes, “the HR department” and “an external training company” tied for first place, each having been chosen by 48% of employees. [2]
  • The majority of employees report receiving sexual harassment training on a recurring basis, with 54% receiving it once a year, and 25% once every six months. [2]
  • It’s worth mentioning that 25% of the people invited to participate in the survey were screened out because they reported that their employers have not provided them with any sexual harassment training. [2]
  • Forty three percent of men report feeling comfortable with receiving training from their own manager, compared to 32% of women who said the same. [2]
  • Thirty three percent of men feel comfortable with receiving training from a senior company representative, compared to only 16% of women. [2]
  • While training makes the majority of both men and women feel safer at work, 10% more men than women report feeling this way. [2]
  • On the other hand, sexual harassment training makes more men feel uncomfortable than women (23% vs. 12%). [2]
  • When presented with nine different behaviors that all have the potential to be considered sexual harassment, more than 50% of respondents successfully identified all of them as such. [2]
  • While 92% of women consider unwanted physical contact as a form of sexual harassment, only 78% of men said the same. [2]
  • Eighty eight percent of women consider making suggestive remarks — one of the most commonly reported incidents in the workplace — as harassment, compared to 69% of men. [2]
  • The reality is that achieving 100% prevention of sexual harassment in the workplace is not a likely scenario. [2]
  • The results reveal that men are much more likely to look the other way when it comes to workplace sexual harassment, with 36% answering yes, compared to 21% of women. [2]
  • Overall, 29% of employees have witnessed an incident of workplace sexual harassment and turned a blind eye. [2]
  • Sixtytwo percent of employees reported that management has a strict, zero tolerance policy, while 27% reported that management takes an individualized approach to addressing each reported incident. [2]
  • With only 5% reporting that incidents are rarely or never addressed appropriately, these numbers might be seen as encouraging. [2]
  • Forty percent of respondents said they should report it to the HR department, and 38% said their manager or supervisor. [2]
  • Thankfully, employee preferences line up with what their training instructs 56% said they feel most comfortable disclosing to their manager, and 54% said someone in HR. [2]
  • The results are encouraging, with 64% of women and 62% of men responding that they would report the incident internally, no matter who behaved this way. [2]
  • Another 27% of men and 19% of women said they would report an incident, but only if the person who behaved that way was not more senior than them in the company. [2]
  • The results show that men are much more willing to take legal action than women, with 50% saying they would do so regardless of who harassed them, compared to 38% of women who said the same. [2]
  • Overall, 29% of respondents said yes. [2]
  • Of the 600 men surveyed, 40% responded yes, compared to only 17% of women. [2]
  • When asked if the training they completed addressed incidents of online sexual harassment, 62% of all respondents said yes. [2]
  • Of this 62% that had been trained on the topic, 40% were women, while 60% were men. [2]
  • While more than half of respondents had received training on the issue of online harassment, a significant number (38%). [2]
  • 71 Percent of Organizations Offer Sexual Harassment Prevention Training Sexual harassment in the workplace isn’t new, but the topic has gained attention recently. [3]
  • Results showed that while nearly nine in 10 participants reported that their organization had a formal, written sexual harassment policy, 71 percent of organizations offered sexual harassment prevention training. [3]
  • A vast majority of respondents whose organizations provided sexual harassment prevention training indicated that training at their organization covers peerto peer harassment and supervisor harassment of direct reports. [3]
  • Nearly three quarters reported that it covers harassment of reports “down the line”. [3]
  • Gallup finds that 70 percent of the variance in employee engagement scores is due to the employee’s direct manager. [3]
  • These complaints made up 43% of all complaints filed by federal employees that year. [4]
  • Conversely, the number is presumably under inclusive because approximately 90% of individuals who say they have experienced harassment never take formal action against the harassment, such as filing a charge or a complaint. [4]
  • Based on testimony to the Select Task Force and various academic articles, we learned that anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace. [4]
  • When respondents were asked in surveys using convenience samples about such behaviors, the incidence rate rose to 75%. [4]
  • When sex based harassment at work is measured by asking about this form of gender harassment, almost 60% of women report having experienced harassment in surveys using probability samples. [4]
  • When respondents were asked whether they had experienced unwanted sexual attention or sexual coercion, 42% of women and 15% of men responded in the affirmative in 1981; as did 42% of women and 14% of men in 1988; and 44% of women and 19% of men in 1994. [4]
  • In one survey using a probability sample and studying social and demographic trends, 35% of LGB identified respondents who reported being “open” at work reported having been harassed in the workplace. [4]
  • In that survey, 58% of LGBT respondents said they had heard such comments. [4]
  • In a large scale survey of transgender individuals , 50% of respondents reported being harassed at work. [4]
  • In addition, 7% reported being physically assaulted at work because of their gender identity, and 6% reported being sexually assaulted. [4]
  • 41% reported having been asked unwelcome questions about their transgender or surgical status, and 45% reported having been referred to by the wrong pronouns “repeatedly and on purpose” at work. [4]
  • In another survey based on a convenience sample measuring racial and ethnic harassment, researchers found that 70% of the respondents reported experiencing some form of verbal harassment and 45% reported experiencing exclusionary behaviors. [4]
  • For example, in a 2011 survey based on a convenience sample of restaurant workers in Los Angeles, 35% of respondents reported having experienced verbal abuse perceived as motivated by race. [4]
  • In a survey based on a convenience sample of one university’s faculty and staff, 20% of respondents with disabilities reported experiencing harassment or unfair treatment at work because of their disability. [4]
  • In addition, 6% of all respondents reported having observed harassment or similar unfair treatment of a coworker with a disability. [4]
  • In a survey based on a convenience sample of workers older than 50, 8% of respondents reported having been exposed to unwelcome comments about their age. [4]
  • When the same question was asked in a survey based on a convenience sample of workers older than 50 in New York City, close to 25% reported that they or a family member had been subjected to unwelcome comments about their age in the workplace. [4]
  • Common workplacebased responses by those who experience sex based harassment are to avoid the harasser (33% to 75%); deny or downplay the gravity of the situation (54% to 73%); or attempt to ignore,forget or endure the behavior (44% to 70%). [4]
  • One study found that 27% to 37% of women who experienced harassment discussed the situation with family members, while approximately 50% to 70% sought support from friends or trusted others. [4]
  • Two studies found that approximately 30% of individuals who experienced harassment talked with a supervisor, manager, or union representative. [4]
  • In other words, based on those studies, approximately 70% of individuals who experienced harassment never even talked with a supervisor, manager, or union representative about the harassing conduct. [4]
  • One study found that gender harassing conduct was almost never reported; unwanted physical touching was formally reported only 8% of the time; and sexually coercive behavior was reported by only 30% of the women who experienced it. [4]
  • Studies have found that 6% to 13% of individuals who experience harassment file a formal complaint. [4]
  • That means that, on average, anywhere from 87% to 94% of individuals did not file a formal complaint. [4]
  • One 2003 study found that 75% of employees who spoke out against workplace mistreatment faced some form of retaliation. [4]
  • Studying a representative sample of closed employment dispute claims from smallerand mid sized companies, they found that 19% of the matters resulted in defense and settlement costs averaging $125,000 per claim. [4]
  • And of course, for the 81% of studied charges that did not result in a payment by the insurance company, precious time, energy, and resources were still required to handle them internally for 275 days, on average. [4]
  • Beyond their study of the closed claims, Hiscox estimated, based on 2014 data, that U.S. employers had at least an 11.7% chance of having an EEO charge filed against them. [4]
  • In 1994, the Merit Systems Protection Board conservatively estimated that over two years, as a result of sexual harassment, job turnover , sick leave , and decreased individual and. [4]
  • And approximately 58% who experienced unfairness said that their experience would “to some degree” cause them to discourage potential employees. [4]
  • The Pew Research Center recently found that 65% of all adults 90% of those 1829 years olds, 77%of those 3049 use social media. [4]
  • The percentages do not total 100%, as individuals sometimes file charges or complaints of harassment on the basis of more than one protected characteristic. [4]
  • Another 22 percent said their organizations plan to make changes to their training this year. [5]
  • Approximately 72 per cent of workplace sexual harassment victims do not report it. [6]
  • 81 per cent of women have experienced sexual harassment in their lifetime. [6]
  • 98 per cent of companies have a corporate sexual harassment policy, but only 51 per cent implemented new policies or training in response to the #metoo movement. [6]
  • According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries , of the 5,333 fatal workplace injuries that occurred in the United States in 2019, 761 were cases of intentional injury by another person. [7]
  • In 2013, 309 (22.5% response rate). [8]
  • When the perpetrator was a patient or a family member, the respondents experienced verbal abuse the most (57.8%), followed by threats (52.3%), and physical assault (38.3%). [8]
  • Respondents who had heard of the regulation (89.6%) received a higher proportion of training than those who had not heard of the regulation (57.9%). [8]
  • Nurses who received at least 80% of the required training components were more likely to feel more secure at work, suggesting that training is an important tool to address workplace violence. [8]
  • As of 2021, approximately 76 percent of MEO professional billets in DOD were filled with MEO professionals. [9]
  • However, as of July 2021 the Army National Guard had filled 226 of 408 billets and the Army Reserve had filled 120 of 266 billets. [9]

I know you want to use Harassment Prevention Training Software, thus we made this list of best Harassment Prevention Training Software. We also wrote about how to learn Harassment Prevention Training Software and how to install Harassment Prevention Training Software. Recently we wrote how to uninstall Harassment Prevention Training Software for newbie users. Don’t forgot to check latest Harassment Prevention Training statistics of 2024.


  1. everfi – https://everfi.com/blog/workplace-training/workplace-harassment-statistics/.
  2. inspiredelearning – https://inspiredelearning.com/blog/sexual-harassment-in-the-workplace-statistics/.
  3. talentlms – https://www.talentlms.com/employee-harassment-training.
  4. td – https://www.td.org/insights/71-percent-of-organizations-offer-sexual-harassment-prevention-training.
  5. eeoc – https://www.eeoc.gov/select-task-force-study-harassment-workplace.
  6. shrm – https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/sexual-harassment-prevention-training-should-involve-real-conversations.aspx.
  7. i-sight – https://www.i-sight.com/resources/guide-to-workplace-sexual-harassment-infographic/.
  8. osha – https://www.osha.gov/workplace-violence.
  9. nih – https://pubmed.ncbi.nlm.nih.gov/28628055/.
  10. gao – https://www.gao.gov/products/gao-22-104066.

How Useful is Harassment Prevention Training

One of the key benefits of harassment prevention training is raising awareness. Many individuals may not fully understand what constitutes harassment or the impact that it can have on its victims. By defining harassment and providing real-world examples, participants can gain a better understanding of the issue and its various forms. This awareness can help employees recognize inappropriate behavior and take appropriate action to address it.

Furthermore, harassment prevention training can empower employees to speak up and advocate for themselves and their colleagues. Many individuals may feel powerless in the face of harassment, unsure of how to navigate such a difficult and potentially harmful situation. This training can provide individuals with the language and tools to address harassment professionally and effectively, ensuring that all employees feel supported and valued by their organization.

Moreover, harassment prevention training can foster a culture of respect in the workplace. By setting clear expectations for behavior and providing consequences for harassment, organizations can create an environment where all employees feel safe and respected. This can lead to increased morale, productivity, and overall job satisfaction, benefiting both employees and the organization as a whole.

In addition, harassment prevention training is crucial in mitigating legal risks for organizations. By providing employees with the knowledge and skills to address harassment, organizations can demonstrate their commitment to creating a safe and inclusive work environment. In the event of a harassment complaint, having documented evidence of harassment prevention training can help to defend against potential legal action and protect the organization’s reputation.

Overall, harassment prevention training is a valuable asset in today’s workplace. By equipping employees with the knowledge and skills to address harassment, organizations can create a safer, more respectful work environment that fosters employee engagement and well-being. It is crucial for organizations to invest in this type of training to ensure the health and success of their employees and their organization as a whole.

In Conclusion

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