Free Sexual Harrasment Survey
50+ Expert Crafted Sexual Harassment Survey Questions
Measuring sexual harassment in your organization is the first step toward creating a safer, more respectful workplace where every voice is heard. A sexual harassment survey gathers anonymous feedback on employees' experiences and perceptions, helping you pinpoint risks, track progress, and take targeted action. Download our free template - packed with proven example questions - or visit our online form builder to craft a custom survey if you need a more tailored approach.
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5 Must-Know Tips to Create an Impactful Sexual Harrasment Survey
A well crafted sexual harrasment survey starts conversations and drives change in any workplace. It uncovers hidden patterns of behavior, highlights areas for improvement, and ensures every voice matters. By naming it clearly, you invite honest feedback and show your team you take their concerns seriously. Starting with the right title and informed design boosts participation from day one.
Focus on clear definitions and simple language. Use direct, open questions like "How safe do you feel reporting harassment incidents?" and keep scales consistent. Guarantee anonymity to encourage candid responses, and pilot with a small group to refine wording. You can even send a quick poll to test response rates before launch.
Imagine a ten person team in a small agency. They roll out a concise eight question survey, inspired by the reliable Design and validation of the psychosexual harassment questionnaire study on NCBI. Within hours they spot a trend around unwanted comments, ready to address it. That same day, leadership adjusts training modules to close gaps.
Next, choose tools that fit your culture and budget. Explore our Workplace Harassment Survey templates or build from scratch. Review best practices like those in Using Surveys to Assess the Prevalence of Sexual Harassment for sampling tips. With these five must know insights, you'll launch a survey that speaks to every employee.
Plan a follow-up cycle three to six months later to measure progress. Keep surveys brief; around 10 - 12 questions usually balance depth and response rate. Use skip logic to avoid irrelevant items for some roles. Offer a summary report that highlights next steps, showing participants you value their time and voice.
Leverage mixed question types - Likert scales, multiple choice, and open text - to capture nuance. Include one or two demographics items to spot trends by department without compromising anonymity. Avoid survey fatigue by grouping related questions and using progress bars. Then, celebrate milestones - share an anonymized snapshot of findings to build trust.
What Pros Know About Effective Sexual Harrasment Surveys
Diving into survey design without a plan can cost trust and data. Pros know common pitfalls - unclear definitions, double”barreled questions, and neglecting anonymity. Catch these early and you'll collect cleaner insights and stronger buy”in from your team. Remember, a question that sounds neutral can still bias answers if it asks two things at once.
Missing a clear privacy statement scares off respondents. Guarantee confidentiality and clarify how results will be used. Avoid jargon - terms like "sexual misconduct" or "unwelcome behavior" need examples for clarity. When in doubt, run a quick poll for tone check before full launch.
Consider the story of a mid size retailer. Their first draft survey led to vague feedback about "issues" in break rooms. After linking to the Sexual Harassment Inventory on PubMed and refining questions, they pinpointed specific hotspots. They also drew on insights from Development and validation of contextual measures of sexual harassment perceptions, experiences, and coping for women employees in Ethiopian hospitality workplaces to respect diversity.
Overlooking mobile optimization kills response rates - if the survey breaks on a phone, employees drop off. Use responsive design and short pages. Long introductions put people off. Keep instructions brief and rely on visual cues for clarity.
To avoid rookie errors, test language with a few trusted colleagues. Keep questions like "What barriers do you face when reporting harassment?" concise and focused. Check out our Harassment Survey guide for question bank ideas. This insider knowledge will transform your survey into a tool that truly empowers employees.
Finally, plan for action before you send questions. Survey fatigue hits when results sit in a desk drawer. Map out how you will analyze responses, assign follow-ups, and share insights. That way, participants know their feedback fuels tangible change, boosting engagement for future surveys.
Incident Reporting Questions
This section focuses on how employees perceive and use formal channels to report unwanted behaviors at work. Understanding these barriers helps organizations strengthen trust and ensure timely action. For more on structuring your form, see our Workplace Harassment Survey .
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Have you ever witnessed or personally experienced unwanted physical contact at work?
This question identifies the prevalence of physical harassment and helps quantify direct experiences. Knowing how often this occurs guides targeted interventions.
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Did you feel safe when reporting a sexual harassment incident to management?
Employee safety during reporting is crucial for system credibility. It shows whether staff trust protocols to protect them.
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How satisfied are you with the confidentiality maintained during harassment reporting?
Confidentiality concerns often deter reporting. Measuring satisfaction highlights areas where privacy measures may need strengthening.
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Were you aware of the official channels available to report sexual harassment?
Awareness of reporting options is the first step in effective resolution. Low awareness can indicate gaps in communication.
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Did you face any obstacles (e.g., time, technology, fear) when attempting to report an incident?
Identifying specific barriers allows organizations to streamline processes. Addressing roadblocks increases reporting rates.
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How promptly did management respond after your report?
Timely responses reinforce trust in the system. Delays can signal understaffing or procedural inefficiencies.
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Were you informed about the outcome or next steps following your report?
Clear communication on outcomes reassures employees that their concerns matter. It also closes the feedback loop.
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Did you receive any support (e.g., HR, counseling) during the reporting process?
Support mechanisms help victims feel protected and valued. Measuring uptake highlights areas for resource allocation.
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Did you feel any pressure (implicit or explicit) not to report the incident?
Pressure to stay silent undermines a safe environment. Gauging this helps address cultural or management issues.
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Would you recommend the current reporting process to a colleague?
Willingness to recommend indicates overall confidence in procedures. Low recommendations highlight the need for improvements.
Experience and Impact Questions
This category explores the personal and professional effects of harassment on employees' well-being and performance. Capturing these insights drives targeted support and prevention strategies. Check out our Sexual Assault Survey for complementary metrics.
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Have you personally experienced unwanted sexual comments or advances at work?
Identifying firsthand experiences measures the scope of the issue. It also informs tailored awareness campaigns.
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How frequently do you encounter inappropriate jokes, nicknames, or remarks in the workplace?
Frequency data helps assess the everyday culture around harassment. Regular occurrences indicate systemic issues.
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Have you ever felt intimidated or threatened by a colleague's behavior?
Fear or intimidation signals serious breaches of workplace safety. Highlighting these incidents is essential for risk management.
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Has any harassment incident negatively affected your job performance?
Performance impacts demonstrate the operational cost of harassment. This insight supports business-case arguments for prevention.
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Have you considered leaving your position due to concerns about sexual harassment?
Turnover intentions reflect dissatisfaction and fear. Reducing attrition is vital for retaining talent.
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How did the harassment incident affect your mental or emotional well-being?
Mental health impacts can be long-term and profound. Capturing this supports development of support services.
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Did you avoid certain areas or colleagues after experiencing harassment?
Behavioral changes indicate ongoing distress and safety concerns. Addressing these helps restore a supportive environment.
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Have you noticed any shift in team dynamics following a harassment incident?
Team cohesion can suffer after unresolved issues. Understanding changes guides team-based interventions.
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Are you aware of the potential long-term professional impacts of workplace harassment?
Awareness of career consequences encourages proactive prevention. It underscores the importance of policy enforcement.
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Do you feel that harassment incidents have been taken seriously by leadership?
Leadership response shapes organizational culture. Measuring perceptions informs senior management training needs.
Awareness and Training Questions
This section evaluates how well staff understand policies and prevention tactics through training initiatives. Insights will guide improvements in learning design and delivery. You may also reference our Harassment Survey for related modules.
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Are you aware of your organization's formal sexual harassment policy?
Policy awareness is foundational for compliance. Gaps here signal need for targeted communications.
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Have you participated in sexual harassment prevention training in the last 12 months?
Recency of training ensures relevance. Tracking participation rates supports program evaluation.
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Do you feel the training content was relevant and engaging?
Engagement levels affect retention of key concepts. Relevant examples increase effectiveness.
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Would you prefer more interactive sessions (workshops, role-plays) on harassment prevention?
Learner preferences guide instructional design. Interactive formats often boost skill application.
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Have you been introduced to bystander intervention techniques?
Bystander training empowers all employees to act. Measuring awareness shows program reach.
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Does the training reflect the diverse backgrounds present in your workplace?
Inclusive content enhances relevance for all staff. It also fosters a sense of belonging.
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Have managers received specialized training on handling harassment complaints?
Leadership training ensures proper complaint management. It also reduces risk of mishandling.
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Do you feel confident applying what you learned in training to real situations?
Confidence indicates real-world applicability. Low confidence suggests need for follow-up sessions.
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Are training materials accessible online for future reference?
On-demand access reinforces learning. It also supports staff who miss live sessions.
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Would you support anonymous e-learning modules for ongoing harassment awareness?
Anonymity can boost completion rates. It also reduces stigma around sensitive topics.
Policy and Procedure Questions
These items assess the clarity, accessibility, and enforcement of your organization's anti-harassment policies. Clear procedures reduce confusion and foster accountability. See our Sexual Harassment PDF Survey for policy templates.
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How clear are the written policies on sexual harassment in your employee handbook?
Policy clarity ensures everyone understands expectations. Ambiguous language can lead to inconsistent enforcement.
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Do you find the policy language easy to understand and jargon-free?
Simple wording increases accessibility. Excessive jargon can alienate readers.
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Are investigation procedures for harassment complaints transparent?
Transparency builds trust in the process. It also deters potential perpetrators.
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Is there a designated officer or team responsible for policy enforcement?
Clear ownership ensures accountability. Employees need to know who handles complaints.
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Are the consequences for harassment clearly outlined and enforced?
Defined repercussions deter misconduct. Consistent enforcement reinforces policy credibility.
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Have recent updates to the policy been effectively communicated to all staff?
Communication of changes prevents outdated practices. It also invites employee feedback.
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Does the policy include protections against retaliation?
Anti-retaliation clauses encourage reporting. They safeguard those who speak up.
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Is there a specified timeline for resolving reported incidents?
Timelines manage expectations and ensure prompt action. Open-ended processes can erode trust.
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Are employees involved in reviewing or updating harassment policies?
Employee input fosters ownership and relevance. It also surfaces unique cultural insights.
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Would you recommend any changes to the current sexual harassment policy?
Open-ended feedback reveals gaps and improvements. It supports continuous policy refinement.
Workplace Culture Questions
This category examines the broader environment and norms that influence respectful behavior. A positive culture minimizes risk and boosts morale. For diversity insights, review our Workplace Gender Equality Survey .
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Do you feel your workplace promotes respect and inclusion for all employees?
Perceived respect underpins a safe environment. It also encourages diverse participation.
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Are managers perceived as allies in preventing harassment?
Managerial support signals top-down commitment. Allies help enforce positive behaviors.
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Does senior leadership model appropriate behavior regarding harassment?
Leadership sets cultural tone. Visible role modeling drives acceptance.
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Do informal interactions among colleagues respect personal and professional boundaries?
Day-to-day conduct reflects true culture. Boundary respect prevents escalation.
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Is open discussion about harassment encouraged in team meetings?
Dialogue breaks down stigma and normalizes reporting. It also surfaces issues early.
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Are diversity and inclusion values reinforced through daily policies and communications?
Regular reinforcement keeps values top of mind. It also integrates inclusion into routines.
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Do you feel comfortable addressing inappropriate behavior directly with peers?
Peer-to-peer intervention fosters community ownership. Comfort level indicates cultural safety.
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Does your organization celebrate or recognize safe and respectful interactions?
Positive reinforcement encourages desirable behavior. Recognition programs can boost morale.
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Have you observed positive culture changes following harassment prevention initiatives?
Tracking change over time validates program impact. It also guides future improvements.
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Would you participate in a peer support or advocacy group for harassment issues?
Willingness to join support groups indicates trust in the system. It helps build community resilience.
