Sexual harassment in the workplace is not only harmful to the individuals who experience it but also damaging to organizations as a whole.
It creates an unsafe environment, lowers morale, and often forces victims to leave their jobs, leading to turnover costs and productivity losses. In Canada, the issue is far more common than we realize.
According to Statistics Canada, almost 20% of women and 13% of men reported experiencing harassment in their workplace in 2020, with sexual harassment being a significant part of these cases.
These numbers show that harassment affects people across industries and positions.
The purpose of this blog is to share alarming workplace sexual harassment statistics that highlight just how pervasive this issue remains.
In addition to the visible consequences, harassment leaves a lasting impact on victims’ mental health and career growth while eroding trust within organizations.
By looking at the data, employers, employees, and policymakers can better understand why stronger policies, workplace violence and harassment awareness training, and accountability are needed.
This blog will provide a closer look at the statistics and underline the urgent need for safer and more respectful workplaces across Canada.
Top 10 Alarming Workplace Sexual Harassment Statistics
Sexual harassment in the workplace is more common than many people realize, and the numbers behind it reveal the seriousness of the issue.
Statistics highlight not only how many workers are affected but also how harassment impacts careers, mental health, and organizational stability. For businesses, these figures are a wake-up call that harassment prevention cannot be ignored.
Addressing the problem requires early identification of the signs, stronger policies, clear reporting systems, and training programs that ensure employees feel protected and respected.
Below are ten key statistics that demonstrate why workplace sexual harassment remains such a critical issue.
1. Nature of Workplace Sexual Harassment
Studies show that 38% of women and 14% of men in Canada have reported experiencing sexual harassment at work.
These numbers make it clear that harassment is widespread, with women disproportionately impacted.
Power dynamics, imbalances, gender stereotypes, and unsafe workplace cultures often contribute to these higher rates among women.
The implications are severe: employees may suffer from stress, anxiety, and reduced productivity, while organizations risk reputational harm and legal consequences.
To address this, companies need to create safe reporting mechanisms, enforce anti-harassment policies, and actively promote gender equity in the workplace.
2. Career Impact of Sexual Harassment in the Workplace
Harassment doesn’t just harm employees in the moment—it also reshapes their careers. Research indicates that 1 in 7 women and 1 in 17 men have changed jobs because of workplace sexual harassment.
This statistic shows how harassment can push victims out of roles they might otherwise thrive in, forcing them to give up opportunities for advancement.
For businesses, this turnover leads to financial costs in recruitment and training, while also weakening team morale and continuity. Beyond the financial impact, repeated cases create a culture of silence and fear.
To prevent these losses, employers must build safe environments where employees feel supported and harassment is not tolerated.
3. Underreporting of Workplace Sexual Harassment
More than 85% of people who experience sexual harassment never file a legal charge, showing how deeply underreported this issue is.
Many victims stay silent because they fear retaliation from colleagues or supervisors, worry about damaging their career, or lack faith in reporting systems.
This silence allows toxic behaviours to persist and prevents organizations from fully grasping the scale of the problem.
Employers can help by creating confidential reporting channels, ensuring non-retaliation policies are enforced, and building a culture where victims feel safe to speak up.
4. Gender Disparity in Sexual Harassment Cases
Data from the U.S. Equal Employment Opportunity Commission (EEOC) shows that 78% of all workplace sexual harassment cases are filed by women.
This stark imbalance reveals the reality of gender inequality in workplaces, where women are more frequently targeted due to power imbalances, gender stereotypes, and male-dominated industries like construction.
These numbers also suggest that women are often placed in vulnerable positions where harassment goes unchecked.
To address this, organizations must promote gender equity, encourage more women in leadership roles, and adopt zero-tolerance policies that send a clear message about accountability.
5. Financial Cost of Sexual Harassment in the Workplace
In 2023, the EEOC recovered $664 million for harassment victims, highlighting the significant financial impact harassment has on organizations.
Beyond compensation costs, companies face reputational harm, legal fees, and reduced employee trust when harassment cases arise.
For employers, these figures show that ignoring harassment isn’t just a moral failure but also a financial risk.
Preventing harassment through regular training, strict policy enforcement, and cultural change is far more effective—and far less costly—than addressing the fallout of lawsuits and settlements.
6. Broader Impact of Sexual Harassment
Research shows that 52% of employees have witnessed inappropriate sexual behaviour at work, proving harassment affects more than just direct victims.
Witnesses often feel unsafe, distracted, or powerless, which undermines overall morale and productivity.
When bystanders remain silent, the behaviour can become normalized. To counter this, organizations should empower employees through bystander intervention training, encouraging them to safely report or intervene when they see misconduct.
A collective approach makes it harder for harassment to continue unchecked and builds a stronger culture of accountability.
7. Prevalence of Sexual Harassment Beyond the Workplace
Sexual harassment is not limited to professional settings: 81% of women and 43% of men report experiencing harassment or assault at some point in their lifetime.
These numbers highlight how widespread the issue is in society as a whole, showing that workplaces are only one area where harassment occurs.
For organizations, this underscores the importance of being proactive, as employees may already carry trauma from past experiences.
Establishing strong workplace protections, promoting respectful interactions, and offering support services can help create safer spaces where workers feel valued and protected.
8. Intersectionality of Sexual Harassment
Studies reveal that 4 out of 5 bisexual or lesbian individuals and 3 out of 4 gay men experience sexual harassment in the workplace.
This demonstrates how LGBTQ employees face significantly higher rates of harassment compared to heterosexual colleagues, often due to prejudice, stereotypes, or a lack of inclusive workplace policies.
The intersectionality of harassment means that individuals from marginalized groups are at greater risk, compounding the harm they experience.
Companies must address this by enforcing inclusive anti-harassment policies, offering diversity and sensitivity training, and ensuring safe spaces for LGBTQ workers.
Inclusion and equity are essential to reducing vulnerability and building a respectful workplace culture.
9. Barriers to Reporting Sexual Harassment
Roughly 75% of sexual harassment cases go unreported, showing just how many incidents remain hidden.
Many employees fear retaliation, being labeled as troublemakers, or facing career setbacks if they speak up. Others don’t report because they believe management won’t take their complaint seriously or that the process will be too stressful.
These barriers silence victims and allow toxic behaviours to continue unchecked. To break this cycle, organizations must provide safe and confidential reporting systems, including anonymous hotlines.
Offering peer support networks, strong HR backing, and regular training sessions can also help employees feel secure enough to come forward.
10. Prevalence of Unwanted Attention
Surveys reveal that 60% of women report experiencing unwanted sexual attention at work, ranging from inappropriate comments to coercion and pressure from colleagues or supervisors.
This type of harassment creates a hostile environment where women often feel unsafe or undervalued.
For businesses, this statistic is a warning sign that workplace culture needs urgent improvement.
Preventing these behaviours requires more than just written policies—it demands consistent employee education, strong leadership that models respectful behaviour, and swift disciplinary action when harassment occurs.
By taking these steps, organizations can create safer spaces where all employees feel respected and protected.
The Impact of Workplace Sexual Harassment on Companies
Sexual harassment does not only harm the individuals who experience it—it also leaves lasting effects on organizations.
Beyond the emotional and psychological toll on victims, businesses face challenges that directly impact performance and financial stability.
A workplace where harassment is ignored or poorly handled can suffer from low morale, high turnover, absenteeism, and the significant costs of legal claims.
In the long run, these consequences weaken a company’s reputation and its ability to attract and retain talent.
Addressing harassment effectively is not just a legal responsibility but also a critical step in protecting a company’s bottom line.
1. Decreased Morale and Productivity
When harassment goes unchecked, employees often feel unsafe, stressed, or unsupported. This creates a toxic environment where focus and motivation decline.
Workers may avoid collaborating with colleagues or lose trust in management, leading to lower productivity across the board.
2. Increased Employee Turnover and Absenteeism
Harassment drives many employees to leave their jobs, with women disproportionately affected. Those who stay may take frequent absences to cope with stress or avoid hostile situations.
High turnover and absenteeism increase hiring costs and disrupt workflow, placing extra pressure on remaining staff.
3. The Cost of Legal Claims and Reputational Damage
Companies that fail to address harassment face legal claims that can result in costly settlements and penalties.
Beyond the financial burden, reputational damage can be even more harmful, discouraging skilled candidates from applying and pushing away clients or partners.
Preventing harassment through strong policies and accountability measures is far less costly than dealing with lawsuits and public scrutiny.
How Companies Can Combat Sexual Harassment
Preventing sexual harassment in the workplace requires more than just reacting to complaints—it demands a proactive approach that builds safety and respect into the company culture.
Organizations that take this issue seriously not only protect their employees but also strengthen trust, morale, and overall performance.
The following steps provide practical ways businesses can reduce harassment and create workplaces where everyone feels secure.
1. Develop Clear Anti-Harassment Policies
Companies must establish comprehensive policies that clearly define what constitutes sexual harassment and outline the consequences for such behaviour.
These policies should be communicated to all employees and reinforced regularly so there is no ambiguity.
2. Provide Regular Training
Training sessions help employees recognize inappropriate behaviour, understand their rights, and know how to report harassment.
Supervisors and managers should also be trained to handle complaints effectively and with sensitivity.
3. Build a Culture of Accountability
Leaders play a critical role in shaping workplace culture. By modeling respectful behaviour and taking swift action against violations, they send a clear message that harassment will not be tolerated.
4. Implement Anonymous Reporting Mechanisms
Many employees hesitate to report harassment out of fear of retaliation. Offering anonymous reporting tools ensures workers can come forward safely and confidently, encouraging transparency and accountability across the organization.
The Role of Leadership in Preventing Sexual Harassment
Leaders hold the power to shape workplace culture and set the standard for what is acceptable behaviour.
When leaders treat sexual harassment seriously, it signals to employees that respect and accountability are non-negotiable.
On the other hand, when leaders ignore or downplay harassment, it creates an environment where misconduct can thrive.
Effective leadership is not only about enforcing policies but also about building trust, transparency, and inclusivity so employees feel safe and valued.
The actions of leaders directly influence whether harassment is addressed or allowed to persist.
1. Modeling Respectful Behavior
Employees look to leaders for guidance. When managers consistently show respect in their interactions, they set an example for others to follow.
Simple behaviours—such as listening actively, avoiding inappropriate remarks, and treating everyone equally—establish a baseline of respect.
2. Taking Swift Action in Response to Complaints
Delays or inaction send the message that harassment is not a priority. Leaders must respond quickly and fairly to complaints, ensuring investigations are thorough and victims feel supported. Swift action also deters repeat behaviour and strengthens employee trust.
3. Being Transparent About Policies and Actions Taken
Transparency is essential in showing employees that the company takes harassment seriously.
Leaders should communicate policies clearly, explain how complaints are handled, and, where appropriate, share the outcomes of investigations to build confidence in the system.
4. Creating an Inclusive and Respectful Environment
Strong leadership involves more than reacting to problems—it means actively building an inclusive workplace where harassment is less likely to occur.
This can be achieved by promoting diversity, encouraging open dialogue, and ensuring all employees feel valued and respected regardless of gender, sexual orientation, or background.
Conclusion
Workplace sexual harassment continues to affect thousands of employees, disrupting careers, damaging morale, and costing companies financially and reputationally.
The statistics shared in this blog reveal the seriousness of the issue, from high rates of harassment to widespread underreporting that keeps many cases hidden.
While victims often carry the greatest burden, businesses also suffer from lost productivity, high turnover, and expensive legal claims.
Addressing harassment is not only a moral obligation but also a practical step toward building stronger, more resilient organizations.
Leaders and employers must commit to taking proactive measures: enforcing clear anti-harassment policies, providing regular training, and ensuring safe, anonymous reporting options.
By creating a culture where respect and accountability are non-negotiable, companies can reduce risks and support every worker’s right to a safe environment.
It is time to act on these workplace sexual harassment statistics and prioritize meaningful change.