Combatting Sexual Harassment in the Workplace

The NewsGuild of New York is committed to being transparent and accessible for all of our members facing harassment on the job.

How to Recognize Harassment on the Job

Sexual harassment can come in many forms. At its core, harassment is unwelcome behavior or comments that take advantage of power imbalances (which might be related to workplace hierarchies, gender, race, or other identities). This might include physical contact, or it could be verbal. Sexual harassment takes a real and significant toll no matter the form it takes, and it is never the fault of the person experiencing harassment.

Harassment is a serious workplace issue. It directly inhibits our members’ ability to thrive in their work and represents an abuse of power in the workplace. Sometimes sexual harassment is positioned as a quid pro quo, where the harasser demands a sexual favor in exchange for professional advancement or not being disciplined or fired. Other times harassment builds up over time, creating a hostile work environment that makes it impossible to focus or do quality work. All harassment on the job is unacceptable.

A non-exhaustive list of examples of harassment includes:

  • Comments that refer to a person’s appearance, sexuality, or body parts
  • Making sexually explicit or inappropriate jokes, either in person or online
  • Sending or requesting sexually graphic pictures
  • Asking a coworker for sex or dates
  • Inappropriate or sexualized touching
  • Bullying or persistent behavior that judges on the basis of gender expression or gender identity
  • Misgendering or refusing to respect a person’s chosen name and pronouns

How the Guild Can Help

While there are common themes across harassment experiences, the Guild recognizes that each situation is different and each person facing harassment has different needs and preferences. We cannot promise that all of the options below are feasible in every case, but we can promise to support you as best as we can with the path you choose to take.

Here are some of the ways the Guild has assisted members in the past or could potentially assist a member dealing with harassment in the workplace:

  • Confidential listening: If you would like to share an experience but aren’t ready to take action yet, you are welcome to share it with us confidentially first. We are not mandated to refer reports to the police or to your company’s HR (though in extreme circumstances affecting other represented employees, we might need to take some action to fairly represent all employees and enforce a collective bargaining agreement).
  • Complaint support: Your rep can advocate for or with you if you choose to file a complaint with your employer. Your rep can also help ensure your employer does not retaliate against you for making a report.
  • Filing a grievance: If you and a group of coworkers would like to file a formal grievance against your employer for persistent inaction or insufficient responses to harassment reports, we can facilitate that process.
  • Counseling about outside options you can take: Though we can’t assist with filing a lawsuit or an EEOC complaint, we can connect you to resources or referrals for doing so.
  • Taking action through a campaign or other organizing effort to address harassment in the workplace: If you’d like to organize a campaign or workplace action around harassment in your workplace, our organizers can support you every step of the way.

How to Support a Coworker Facing Harassment

  1. Listen without judgment, and let your colleague lead the conversation.
  2. Reassure them that you believe them and what happened was not their fault.
  3. Thank them for trusting you enough to share their experience.
  4. Let them know you’ll support them in whatever steps they choose to take.
  5. When they’re ready, offer to connect them to resources like the Guild and support them in reaching out for help.

Read the letter to our membership about our commitment to combating harassment in the workplace:

Dear NewsGuild members,

Each new report of sexual harassment we read about is a reminder of how much work is left to be done to create safe and fair workplaces. High-profile cases have been making most of the headlines, but the fact is, sexual harassment affects workplaces of all kinds.

It’s easy for us to applaud the courageous people who are stepping forward to identify sexual harassers in their workplace. Many of us have stood in solidarity with these individuals through social media, statements of support and public outrage at the aggressor. It’s not enough. The Guild believes it’s time to further this conversation in our own newsrooms through education, advocacy and action.

The Guild is here to advocate for your fair treatment at work, full stop. That includes fighting sexual and gender-based harassment that prevents you from doing your jobs safely. We will stand with you in any way you need, including the following: confidential reporting, assisting with filing harassment-related grievances, supporting you during a mediation, counseling about outside options you can take, or taking action through a campaign or other organizing effort to address harassment in the workplace. We encourage you to reach out to us for support.

We want to ask each of you to commit to furthering this conversation and standing up for each other in your shops as well. As one of our own members wrote for the New York Times, the best way to fight back against harassment in the workplace is through collective action. Our solidarity must include standing with our colleagues across the industry who face harassment on the job. We are committing to be there for you, and we ask that you commit to be there for each other.

For more information on your rights at work and how the Guild can support and protect you in such situations, please visit our website.

Signed,

The NewsGuild’s Executive Committee

For more information:

AAUW: Know Your Rights at Work
U.S. Equal Employment and Opportunity Commission: Sexual Harassment
Better Brave: Guide for Targets of Sexual Harassment and Guide for Documenting Incidents of Harassment