Sexual Harassment Claims and What to Do When HR Does Nothing

Since you started your job, your supervisor has been making sexual comments about your attire, telling you that your outfits are flattering and sexy. He even makes obscene remarks about other women in the office, suggesting they did sexual favors to advance in their career.

When you tell him his conduct makes you uncomfortable, he tells you to lighten up. Even your colleagues and others in management say, he’s only joking and he doesn’t mean anything by it.

After some time, you finally get the courage to go HR and you tell them everything, from the harassment to the lack of attention by upper management. You genuinely feel like the human resource manager heard you out. Yet, weeks go by and nothing has changed. You’re left feeling more discouraged and defeated than before. What do you do?

Well, while most of us like to think that HR is the answer to all our work problems, the truth is, not everyone is competent in their job—even those in human resources.

The first thing you want to do is make sure you file a complaint in writing. Document EVERYTHING. While human resources is legally obligated to investigate all complaints, putting something in writing, will encourage them to actually do something about it.

As Employment Law Firm states in their article, Reporting Workplace Harassment to the HR Department, “Once the company learns about harassment, because the employee filed a complaint or for any other reason (for example, perhaps the company president saw pornographic images posted on cubicle walls), the employer is legally responsible for any harassment that takes place afterward. Once the employer is on notice, it is obligated to put a quick stop to harassment or face the legal consequences.”

If you’ve done that and the HR manager still doesn’t take the necessary steps to correct the issue, you should go above them and consider getting a lawyer. In writing, explain to your company that you don’t feel like human resources is addressing your concerns and you don’t feel supported. Let them know you are exploring other options, like hiring an attorney.

But don’t just use this as a threat; you should seriously consult with an attorney. In an article by business site, Tough Nickel, What HR Won’t Tell You: Employee Complaint Investigations, they state that human resources department is betting you won’t hire a lawyer. “HR investigates many complaints and trusts that most employees will not go to the trouble or expense of contacting an attorney about their workplace concern. The more you have at risk, however, the more you should consider consulting one. Lawyers do tend to achieve more attention and better results.”

Continue to fight your sexual harassment case when you’re not being heard. Your company is legally responsible for addressing the concern. And don’t forget to document everything.

And lastly, it might be time to look for another job. Working in an environment where the entire company doesn’t care about making you feel comfortable and safe in the workplace is unhealthy and damaging. Don’t be afraid to remove yourself from the situation.