Recent research by the TUC (Trades Union Congress) has found that approximately 70% of LGBT people have been sexually harassed in the workplace.

The research finds that LGBT women are especially likely to experience sexual harassment at work: 35% reported unwanted touching, 21% reported sexual assault, and 12% reported serious sexual assault or rape.  Rates of sexual harassment and assault increase even more among Black and minority ethnic (BME) women, 54% of whom reported unwanted touching, 45% reported sexual assault and 27% reported serious sexual assault or rape. High numbers of LGBT disabled women also reported harassment, with a quarter (24%) reporting serious sexual assault or rape. More about the findings from this study can be found here.

The impact of experiencing sexual harassment on an employee is clearly profound. On top of this, such issues have potential negative ripple effects across teams and indeed whole organisations.  With this understanding, many of the clients that BMG Research work with include questions on bullying and harassment issues within their employee experience research. Employee research, if designed correctly, can play a role in providing a secure, anonymous channel to disclose experiences of harassment.

In light of these recent findings, we have summarised our key learnings from our experience of researching employee experience of bullying and harassment, which can be read here.

If you wish to discuss any project in which you wish to understand the voice of your employees please contact Simon Maydew (Executive Director) or Steve Handley (Research Director) who would be happy to discuss how our full range of services could be of benefit to your organisation.

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