Understanding and responding to the problems of sexual harassment and gender-based discrimination in the workplace

What do a former Utah public university president, a former Utah lawmaker, and a demoted former commander of the Utah National Guard have in common?

No, this isn’t a joke, and the answer is anything but funny. The common thread connecting these prominent people is their central role in some of the most high-profile workplace sexual harassment cases that recently have made news in Utah. These incidents have not only harmed the victims, but they have also come at a significant cost to Utah taxpayers, with tens of thousands of dollars spent on investigations, legal fees and settlements.

Unfortunately, the real and lasting price of sexual harassment is paid by its victims. Ongoing research highlights the serious harm that accompanies all forms of harassment and discrimination. In fact, these issues are so detrimental and limiting that they have become a specific area of focus in a statewide initiative to improve conditions for women and girls in Utah.

So, what do Utahns believe about sexual harassment and gender-based discrimination? Recent research from the Utah Women & Leadership Project (UWLP), drawn from a comprehensive statewide survey, paints a complex picture, revealing persistent problems in the workplace and a public that is increasingly aware of these issues. The findings underscore the urgent need for continued education and action to create a safer, more hospitable environment for women and girls.

More than 4,000 Utahns responded to the survey, sharing their level of agreement with four key statements:

Sexual harassment and gender-based discrimination are problems in the state of Utah.

People make a bigger deal out of sexual harassment and gender-based discrimination than is warranted.

I know what steps to take or what resources are available if I or a friend experienced sexual harassment.

I trust that most organizations in Utah would appropriately handle a sexual harassment report.

The results are revealing. Three out of four respondents agreed that sexual harassment and gender-based discrimination are problems in Utah. A very encouraging finding is that 71.2 percent of respondents disagreed that people make a bigger deal out of these issues than is warranted.

However, some results were more concerning. While only 19.7 percent of respondents did not know what steps to take if they experienced sexual harassment, nearly half of respondents did not trust that most Utah organizations would handle a report appropriately. This lack of trust could partially explain the recent drop in sexual harassment reports filed with the Equal Employment Opportunity Commission (EEOC) for Utah. When people don’t trust organizations to do the right thing, they may choose not to report. Worse, they may report only to have the organization “solve” the problem internally with varying results and little to no societal impact.

Beyond harassment, broader issues of gender-based discrimination are a particularly persistent and limiting factor for Utah women. In an analysis of 2,248 open-ended comments, the overwhelming theme was women’s experiences with discrimination, sexism, and barriers to opportunity.

Of those comments:

• 29.3 percent addressed themes of gender discrimination and sexism in the workplace.

• 23.4 percent referenced bias and discrimination more generally.

• 19.8 percent referenced the influence of religion and patriarchy.

• 19.1 percent referenced the normalization and pressure to conform to traditional gender roles.

The undercurrent throughout these comments was palpable: Many women in Utah feel “less than,” invisible, or like an accessory. They feel unable to create meaningful change without feeling ostracized, shamed or even threatened. Add these results to the thousands of emails the UWLP team has also received from women sharing heartbreaking stories and frustrations of having their requests for help ignored. These accounts highlight that harassment is not just a workplace issue, but a societal one that begins early and affects women throughout their lives.

Despite these challenges, there is reason for hope. The very systems and traditions that have placed Utah in this position can be acknowledged, challenged and reconstructed. Organizations can shift their focus from avoiding litigation to developing programs that create and sustain healthy, respectful workplace cultures for both men and women. Visionary leaders — characterized by their commitment to upholding the dignity of others and holding accountable individuals, organizations or systems that do not — can candidly and persuasively bring their respective circles of influence on a journey of discovery, reflection and empathy. Religious institutions and political bodies can ask and then listen — intently and deeply — to better understand the experiences and challenges of women and girls, and then lean on the same for their expertise and lived experience to increase trust, break down barriers, and demonstrate commitment to making institutions not just emotionally and physically safe, but places where women and girls feel a sense of belonging and representation in the day-to-day work and decisions occurring within.

If there is one thing that is certain, it is that Utah is on the map; the state is consistently recognized for its strong economy, its innovation, its entrepreneurial mindset, and its responsiveness to need. This is evidence of the tenacity and strength of our leaders, communities and residents. We have more women serving in elected political office in the state than ever before. Our state is experiencing tremendous growth and economic prosperity. Utah will again host the world for the Winter Olympics in 2034, showcasing not only the beauty of the state, but also the “Utah Way” of getting things done. These are the types of news bites Utah should be known for.

Ideally, the world will also see evidence of the positive shifts we have made and continue to make. More importantly, I hope that in a few years’ time, Utahns will feel a sense of unequivocal trust that organizations will respond appropriately to reports of harassment because they have a visible and transparent track record of doing so. In addition, Utah organizations will have great systems in place to not only respond to sexual harassment and gender-based discrimination, but to prevent it from ever occurring. And, perhaps, organizations like the UWLP will be able to shift from conducting research on the barriers facing Utah women to disseminating information on the positive outcomes achieved for and by them, including evidence-based practices that can be used around the world. As long as there are Utahns committed to ensuring that women and girls thrive, there is hope.

Kolene Anderson is the associate director for the Utah Women & Leadership Project at Utah State University. Her goal is to translate research findings into actionable and lasting change.