Despite difficulties in documenting the experience of sexual harassment, the results of quantitative and qualitative studies of sexual harassment conducted around the world demonstrate that sexual harassment in the workplace is a serious and pervasive human rights violation.
See Report of the Secretary-General at 68 (Word) (“Regardless of data collection procedures, the actual number of women who experience sexual harassment is likely to exceed by far the number of reported cases.”) CEE/FSU Region Sexual harassment is a significant problem in all countries in which it has been studied in CEE/FSU region.
The European Foundation for the Improvement of Living and Working Conditions has concluded that "sexual harassment represents a substantial problem in most [Western] European countries." In a summary of two studies of sexual harassment completed in 1998 covering 16 Western European countries, the European Union concluded the following: From European Foundation for the Improvement of Living and Working Conditions, Preventing Violence and Harassment in the Workplace (2003) (PDF, 109 pages); Sexual harassment in the workplace in the European Union, European Commission, Directorate-General for Employment, Industrial Relations and Social Affairs (1998) (PDF, 243 pages).
International, Regional and National Developments in the Area of Violence Against Women 1994-2003, Addendum 1 to the 2003 Report of the Special Rapporteur on Violence against Women, E/CN.4/2003/75/Add.1 (Feb.
Some characteristics of unhealthy relationships include: It is important to educate youth about the value of respect and the characteristics of healthy and unhealthy relationships before they start to date.
Youth may not be equipped with the necessary skills to develop and maintain healthy relationships, and may not know how to break up in an appropriate way when necessary.
According to the poll, such treatment causes one in every five women to quit her job and 5 percent of women have been forced into unwanted relationships with a male co-worker in a superior position within the company.
Sexual Harassment in Armenia, Stop VAW, and The Network of East-West Women-Polska/NEWW, Violence Against Armenian Women, 25 February 2005.
For more discussion of obstacles to reporting see the section entitled Barriers to Effective Enforcement of Sexual Harassment Law.2003) (PDF and Word, 397 pages), reports that estimates made from six European studies place the proportion of women experiencing workplace sexual harassment at between 45 and 81 percent, and those reporting it at between 5 and 22 percent. In studies of sexual harassment in American companies, psychologist, Louise Fitzgerald, Ph D, discovered that 40 to 60 percent of women in these companies experienced some form of harassing behavior.These studies, based on responses to Fitzgerald's renowned Sexual Experiences Questionnaire, have been used extensively in the most important sexual harassment litigation in the . Government reported that 44% of women employed by the federal government had experienced harassment during the period from 1992 to1994.Additionally, as noted by the Secretary General of the United Nations: “The main source of information on sexual harassment in the workplace in most countries is the labour ministry or the national office that processes complaints against employers.In countries where there is no legislation to address sexual harassment, there are virtually no records on its extent.” From Report of the Secretary-General of the United Nations, In-depth Study on all Forms of Violence Against Women 68 (July 2006).One-half of the incidents of reported workplace harassment continued for more than six months and half were considered very or extremely offensive by interviewees.The greatest prevalence of sexual harassment occurred among women younger than 45.From Sexual Harassment Charges EEOC & FEPAs Combined: FY 1992-FY 1996 and Sexual Harassment Charges EEOC & FEPAs Combined: FY 1997-FY 2006.Other Regions International, Regional and National Developments in the Area of Violence Against Women 1994-2003, Addendum 1 to the 2003 Report of the Special Rapporteur on Violence against Women, E/CN.4/2003/75/Add.1 (Feb.A director of an organization in , including feelings of shame about the harassment and concerns that it will be futile to report incidents.Adapted from The Advocates for Human Rights & Georgetown Law Center, Employment Discrimination and Sexual Harassment in Poland 22-32 (July 2002)(PDF, 63 pages); The Advocates for Human Rights, Sex Discrimination and Sexual Harassment in the Workplace in Bulgaria (March 1999) (PDF, 36 pages); and Sexual harassment at the workplace in the European Union, European Commission, Directorate-General for Employment, Industrial Relations and Social Affairs (1998).