Sociologist examines steep decline in sexual harassment cases reported by federal workers

Between 1987 and 2016, federal reports of workplace sexual harassment declined by more than 50 percent, according to survey data from the U.S. Merit Systems Protections Board (USMSPB). What factors have led to this drastic decrease? At a recent meeting of the Clayman Institute Faculty Research Fellows, Michael J. Rosenfeld, professor of sociology at Stanford, offered insights into the implications of this data in light of demographic, legal, and social changes. 

One factor for the decrease, Rosenfeld said, is demographic metabolism. The number of female federal employees has increased substantially since the 1980s, including the number of women in positions of power in federal workplaces. A lot of the people who entered the workforce before there was any sensitivity to the issue of sexual harassment have retired in the past 30 years.

The survey data also show a change in participant perspectives over what constitutes sexual harassment. Anti-sexual-harassment training programs likely have played a role in reshaping these perspectives, but there are reasons to look at broader cultural shifts of public opinion. For example, the 2016 USMSPB survey results could reflect positive changes in federal workplace behavior in the wake of the #MeToo movement, when high profile cases such as Harvey Weinstein’s helped to generate a climate of awareness and accountability. 

While the statistics are positive, Rosenfeld offered substantial reasons to be critical and cautious moving forward. Even in the wake of #MeToo, it is difficult to say whether the lower reports of sexual harassment reflect an increase in respect in the workplace—particularly toward women—or suggest potential perpetrators fear the consequences. 

It is also important to recognize that there is a difference between changes in the rate of sexual harassment and the number of women who have experienced sexual harassment in the workplace. In his recent article on the subject, Rosenfeld writes, “Although the rate at which women experience sexual harassment at work has declined, the population of women workers in the United States was much larger in 2016 than in 1987, so the estimated number of women workers sexually harassed per year did not decline as much as the rate of sexual harassment declined.” Likewise, to make a report at all is rare, which means the number of actual instances of workplace sexual harassment are probably higher than they officially appear due to unreported cases. 

Issues prevail in the survey questions as well. There remains a lack of data on non-binary and trans individuals so long as “male” and “female” remain the only two gender options on the form. Meanwhile, most questions that begin with, “Have you ever…,” make inquiries into the entire life of the participant, and thus fail to capture the rate of sexual harassment occurrences during a specific time in the workplace. 

One important step would be to capture survey data from non-federal workplaces. Private companies are not required to keep survey data on sexual harassment, so it is unclear how the instances of sexual harassment compare. Non-federal employers have little incentive to distribute similar surveys, because the data could prove unfavorable and put them on legal notice. While many workplaces provide anti-sexual-harassment training programs, there are currently no ways to measure their effectiveness. This may render such programs symbolic markers of progress rather than real efforts to improve workplace environments for everyone. 

Rosenfeld is currently seeking funding to conduct a nationally representative study of sexual harassment in the workplace. One survey will include new and revised questions that will be sent to women across the country; another will be sent to a broader sample set to collect data on populations that are currently unrepresented by the USMSPB. The surveys will be sent again after a short number of years to assess change over time. This will allow Rosenfeld to collect answers to pressing questions, such as: What are the health implications of sexual harassment? What are the long-term career implications? And how effective are anti-sexual-harassment training initiatives? Rosenfeld hopes this research can better inform workplace policies and provide better protection for federal and non-federal employees.