Harassment Statistics: The Latest EEOC Statistics
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Harassment Statistics - Sexual Harassment and Workplace Harassment Statistics of All Types
Sexual Harassment Statistics:
For the year 2011, employers who could not protect themselves from sexual harassment claims filed with the EEOC recovered damages with settlements totaling over $52.3 million.
$52.3 million in damages for sexual harassment claims in 2011.
(View the previous years Sexual and all Workplace Harassment data.)
Without clear evidence that employees have been trained and understand the company’s harassment policy, the employer has little chance of creating an affirmative defense against harassment claims. Note in the table below, the “No Reasonable Cause” line indicates that only 53.0% of employers were able to cover their burden of proof to stop the sexual harassment claim.
| EEOC Sexual Harassment Claims: 2011 Statistics | ||
| Total Claims filed | 11,364 | |
| % of Charges Filed by Males | 16.3% | |
| Claims Resolutions by Type: | Number | Percent |
| Settlements | 1,367 | 10.9% |
| Withdrawals w/Benefits | 1,150 | 9.1% |
| Administrative Closures | 2,635 | 21.0% |
| No Reasonable Cause | 6,658 | 53.0% |
| Reasonable Cause | 761 | 6.1% |
| Successful Conciliations | 288 | 2.3% |
| Unsuccessful Conciliations | 473 | 3.8% |
| Merit Resolutions | 3,278 | 26.1% |
| Total Settlement Dollars | $52,300,000 | |
Discriminatory Workplace Harassment Statistics:
Discriminatory harassment based on race, religion, national origin, age, disability, and gender (not sexual harassment) also generated significant penalties against employers who could not cover their burden of proof in legal proceedings related to harassment claims filed against them.
$100.2 million in damages for workplace harassment claims in 2011.
During 2011, employers who could not protect themselves from workplace harassment claims filed with the EEOC suffered damages totaling over $100.2 million. The table below provides additional details of harassment claims filed with the EEOC.
Without clear evidence that employees have been trained and understand the company’s harassment policy, the employer has little chance of creating an affirmative defense against harassment claims. Note in the table below, the “No Reasonable Cause” line indicates that only 63.1% of employers were able to cover their burden of proof to stop the workplace harassment claim.
| EEOC Workplace Harassment Claims: 2011 Statistics | ||
| Total Claims filed | 33,956 | |
| Resolutions | 30,512 | |
| Claims Resolutions by Type: | Number | Percent |
| Settlements | 2,878 | 8.5% |
| Withdrawals w/Benefits | 2,619 | 7.7% |
| Administrative Closures | 5,770 | 17.0% |
| No Reasonable Cause | 21,410 | 63.1% |
| Reasonable Cause | 1,279 | 3.8% |
| Successful Conciliations | 373 | 1.1% |
| Unsuccessful Conciliations | 906 | 2.7% |
| Merit Resolutions | 6,776 | 20.0% |
| Total Settlement Dollars | $100,200,000 | |
Establishing a defensible position against claims of discriminatory harassment, including sexual harassment, goes beyond just having a policy against harassing behaviors. It requires that employees understand what harassment is and what to do if it is occurring in the workplace. Employers will also want to establish that managers and supervisory personnel at all levels understand, not only what harassment is, but also how to meet their responsibility to maintain a harassment free workplace.
The Alliance harassment training programs we offer are specifically designed to meet the Sexual Harassment training requirements of CA AB 1825, and other state compliance training requirements such as CT General Statute Section 46a-54-204and Maine Revised Statute, Title 26, Section 807.
No matter which delivery option you choose, these programs will train managers and employees how to recognize and respond to discriminatory harassment on the job. Each program is customized to your organization's harassment policy and procedures.
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