Because the #MeToo motion reaches its first anniversary this 12 months, we now have been reflecting on what a dynamic 12 months it has been for employment legislation. It’s virtually arduous to consider that it has solely been one 12 months for the reason that earth-shattering allegations in opposition to Harvey Weinstein had been made public, catalyzing the motion. Maybe unsurprisingly, one of many greatest results of the #MeToo motion has been a rise within the variety of sexual harassment expenses and lawsuits filed in 2018. An identical swell was seen within the 12 months following the Anita Hill hearings, as Clarence Thomas was confirmed to the U.S. Supreme Court docket.
The Equal Employment Alternative Fee (EEOC) just lately launched a report, summarizing some key developments within the 2017-18 fiscal 12 months. Among the many statistics disclosed: between 2017 and 2018, the EEOC noticed a 12% enhance within the variety of sexual harassment expenses they obtained, and a 50% enhance in sexual harassment lawsuits they filed. Extra placing, the report confirmed that there had been a gentle decline within the quantity of sexual harassment expenses filed, from 2010 to 2017. Of word, and unsurprisingly, the EEOC attributes that decline to under-reporting, not a interval of terribly good conduct.
One other response to the motion—which isn’t tracked by the EEOC—has been employers taking allegations of sexual harassment extra critically. Now we have seen a marked uptick within the variety of employers requesting exterior investigations to deal with complicated complaints of sexual (and different) harassment, and a corresponding willingness to deal firmly with unprofessional conduct within the office, no matter whether or not it rises to the extent of illegal harassment.
Additional, many workplaces, both by alternative or by legislation (New York Sexual Harassment Tips, Sexual Harassment Coaching Now Mandated: An Replace on the Passage of Home Invoice 360), have enhanced their strategy to combating sexual harassment within the work place. This implies higher coaching to stop sexual harassment, improved strategies for reporting sexual harassment, and an elevated general consciousness of what constitutes sexual harassment.
We hope your small business is on this bandwagon as properly, as a result of we count on to see a continued concentrate on sexual harassment litigation by the EEOC. For extra info on how one can enhance your work house to raised put together for and cope with sexual harassment, you possibly can attend the Delaware SHRM State Conference on November 1 and a pair of at Dover Downs Lodge and Convention Middle in Dover, Delaware. Our very personal Scott Holt can be addressing sexual harassment coaching, investigations, and the influence of HB360, which amended the Delaware Discrimination in Employment Act to raised handle these rising considerations!