Back to the office, back to getting harassed?

Organizations must consider the potential increase in sexual harassment incidents associated with in-person work environments, as current measures from companies, government agencies, and nonprofits appear insufficient to address this critical problem.

As organizations push for their employees to return to traditional office environments, they face numerous challenges, from logistical concerns to employee resistance. But one significant issue, often overlooked, is the potential increase in sexual harassment incidents associated with in-person work.

Advocates for returning to the office must seriously consider this reality, as current measures from companies, government agencies and non-profits appear insufficient to address this critical problem.

The evidence connecting in-person work environments with higher rates of sexual harassment is compelling. A 19th News-SurveyMonkey poll, for example, reveals that employees working in-person are more than twice as likely to experience sexual harassment (12 percent) as those working remotely (5 percent).

These statistics underscore the protective barrier that remote work can offer, particularly for women and marginalized groups who are disproportionately affected by workplace harassment.

The poll further highlights disparities across various demographics. For workers under the age of 35, 8 percent of remote workers reported harassment, versus 14 percent of those working in-person.

Workers identifying as non-binary reported a significant decrease in harassment incidents during remote work periods, with 20 percent experiencing harassment in the past three years, compared to 30 percent pre-pandemic.

These figures suggest that remote work environments provide a degree of protection that in-person work cannot match.

Sexual harassment in the workplace often stems from power imbalances, where those in higher positions leverage their authority to exploit subordinates. In an office setting, these dynamics are more pronounced due to frequent and unsupervised interactions. Remote work disrupts these power dynamics by reducing opportunities for in-person coercion and creating a digital trail that can serve as evidence in harassment cases. Thus, a return to the office reintroduces these vulnerabilities.

This finding adds to the reasons so many government workers express opposition to return-to-office mandates. Such top-down mandates hurt morale, productivity and retention, according to the most recent Office of Personnel Management report.

A new Federal News Network survey  among federal employees finds that more than half do not see a clear rationale communicated by senior leaders for returning to the office, and over one-third strongly disagree with the reasons they have been given for returning.

We also have clear case studies reflecting the more than doubling of sexual harassment associated with the transition from remote work to in-office work.

For instance, after the 600,000-employee Indian firm Tata Consultancy Services returned its full-time workers to the office in 2023, sexual harassment cases more than doubled within a year, perfectly in line with the survey mentioned above.

Government agencies and non-profits also lag in providing necessary protections against workplace harassment. Women file about 80 percent of sexual harassment cases, with a noticeable spike following the #MeToo movement and a slight decrease during the pandemic. However, as return-to-office policies gain traction, these numbers may rise again. The absence of updated guidelines and stringent enforcement mechanisms exacerbates the risk.

Sexual harassment in the context of a return-to-office mandate requires a multifaceted approach. Organizations must develop robust systems for reporting and addressing harassment, both online and offline. This includes incorporating reporting features into remote work tools and ensuring transparency in handling complaints. Regular training should of course be mandatory for all employees, with a focus on creating a safe and inclusive workplace culture.

Policies must be updated to reflect the realities of hybrid work environments. This includes clear guidelines on acceptable behavior and the consequences of harassment, regardless of whether it occurs in-person or online. Providing support for victims of harassment, such as counseling and legal assistance, is crucial.

Employers should create safe channels for reporting without fear of retaliation. Regulatory bodies need to enforce stricter guidelines and penalties for organizations that fail to protect their employees from harassment. This includes regular audits for compliance with anti-harassment laws.

As the debate over returning to the office continues, it is imperative to recognize and address the associated risks of increased sexual harassment that go with the territory of shared physical office space.

Companies, government agencies, and non-profits must adopt measures to ensure a safe and respectful work environment. If they fail to accompany their return-to-office push with these safeguards, they risk perpetuating a cycle of abuse that disproportionately affects the most vulnerable employees.

The path forward requires a commitment to the wellbeing of all workers, regardless of where they perform their duties. And if companies, agencies, and non-profits can’t reduce sexual harassment cases in the office, then perhaps it’s time to seriously reconsider the value of requiring in-office work in the first place.

Dr. Gleb Tsipursky serves as the CEO of the hybrid work consultancy Disaster Avoidance Experts and authored the best-seller Returning to the Office and Leading Hybrid and Remote Teams.