Free Workplace Harassment Survey
50+ Must Ask Workplace Harassment Survey Questions
Measuring workplace harassment empowers you to identify issues early, boost employee well-being, and foster a culture of respect. A workplace harassment survey is a targeted questionnaire designed to capture experiences of misconduct, spotlight patterns, and guide meaningful change. Download our free template preloaded with example workplace harassment survey questions, or use our online form builder to craft a personalized survey that fits your organization's unique needs.
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Top Secrets to Crafting a Powerful Workplace Harassment Survey
Launching a Workplace Harassment survey is your first step toward a safer, more inclusive office culture. When you ask the right questions, you build trust and show teams you genuinely value their voices. A well-designed tool, like our Harassment Survey, can uncover patterns before they spiral into legal or emotional crises. It also follows best practices from the Wiley study Using Surveys to Assess the Prevalence of Sexual Harassment, which emphasizes clear definitions and strong anonymity safeguards. A transparent survey can be the difference between a disengaged and a thriving workforce.
Imagine a mid-size tech firm where several junior developers hesitate to speak up after feeling targeted by offhand remarks. HR rolled out a brief poll first, warming participants up for more sensitive questions. They then asked, "Have you observed unwanted comments or gestures in your team?" and "Do you feel confident reporting harassment without fear of retaliation?". In that firm, reporting rose by nearly a third within three months as employees felt heard. The case highlights how even small surveys can spark big change.
When you design your Workplace Harassment survey, focus on behavior-based items, not labels. Swap vague terms like "harassment" for concrete scenarios - an approach supported by the BMC contextual measures study Development and Validation of Contextual Measures of Sexual Harassment. Ensure questions cover teasing, intimidation, and bias based on gender nonconformity. Balance multiple-choice scales with open-ended prompts so employees can share detailed experiences. Also, avoid leading language - let employees describe issues in their own words.
Finally, pilot your questionnaire with a small group and iterate based on feedback. Ask yourself, "Is it easy for someone to say 'yes' or 'no' without revealing private details?" A sample query like "Do you trust that management will act on harassment reports?" can measure confidence in the process. Remember to close the loop by sharing key findings and next steps with your team - feedback matters. Taking these steps turns data into action, helping you create a workplace where everyone feels respected and heard.
5 Must-Know Tips to Avoid Pitfalls in Your Workplace Harassment Survey
Even the best-intentioned Workplace Harassment survey can stumble if you overlook common pitfalls. Too often, teams use vague workplace harassment survey questions that confuse respondents. They forget to guarantee anonymity, which drives response rates down. A recent PNAS article The Promise and Peril of Sexual Harassment Programs notes that data quality hinges on confidentiality measures. A national study shows harassment affects up to 60% of employees and links it to stress and turnover Prevalence and Mental Health Correlates of Harassment.
Tip 1: Define terms clearly. Don't lump teasing, stalking, and quid pro quo into one bucket - it muddies your data. Provide short definitions at the top of your questionnaire, then ask, "What behaviors in your workplace cross the line from friendly banter to harassment?" to set context. Tip 2: Mind your question order. Starting with heavy topics can deter honest answers. Begin with broader culture questions before sensitive items.
Tip 3: Avoid double-barreled questions. A prompt like "How often do you experience unwanted comments or physical contact?" forces two answers at once. Break it into separate queries such as "How often do you experience unwanted comments?" and "How often do you encounter unsolicited physical gestures?". Tip 4: Pilot test with a small, diverse group and refine ambiguous items. Consider a quick poll to ease participants in and uncover blind spots you didn't know existed.
Tip 5: Share results and next steps. When planning your Workplace Survey, employees need to see that their feedback drives change. Include a sample question like "Do you feel safe reporting uncomfortable situations to HR?" and summarize findings without identifiers. Outline action plans clearly and close the loop, building trust for future surveys.
General Workplace Harassment Questions
These questions help establish a baseline understanding of harassment experiences across your organization. You can gauge prevalence and perception of inappropriate behavior to inform broader improvements in culture. For an in-depth format, see our Workplace Survey .
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How often have you witnessed or experienced harassment at work in the past 12 months?
This question identifies the frequency of harassment incidents, providing a clear metric for organizational risk and culture health.
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Which type of harassment have you observed most frequently (e.g., verbal, physical, or online)?
By specifying harassment types, you can tailor prevention strategies to the most common incidents impacting employees.
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How comfortable do you feel reporting harassment when it occurs around you?
This measures employees' confidence in speaking up and highlights potential barriers to open communication.
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Do you believe the workplace fosters respect and safety for all employees?
This question assesses overall perception of the environment and identifies gaps between policy and culture.
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Have you ever refrained from reporting harassment due to fear of negative repercussions?
Understanding reporting hesitations helps organizations address trust and protection concerns in the process.
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Are bystanders encouraged to intervene or report harassment incidents?
This gauges the effectiveness of bystander initiatives and the collective responsibility culture.
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How clearly defined are the organization's behavioral expectations regarding harassment?
Clear guidelines are essential for prevention. This question tests awareness of those standards.
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How seriously do you feel leaders treat harassment complaints?
Leadership response demonstrates commitment. This reveals whether actions align with stated values.
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Have you seen any positive changes in workplace behavior since harassment initiatives were introduced?
This assesses program effectiveness by tracking perceived cultural shifts over time.
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Would you recommend this organization to peers based on its harassment prevention efforts?
This nets a candid view of trust in the company's commitment to safety and respect.
Incident Reporting Questions
These questions focus on how employees perceive and interact with your reporting procedures. Gathering feedback on this process helps improve transparency and trust. For best practices, review our Workplace Bullying Survey .
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Are you aware of the official channels to report harassment in your workplace?
Awareness is the first step in reporting. This question checks if communication about reporting mechanisms is effective.
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How accessible are the reporting procedures when you need them?
Easy access encourages reporting. This identifies any logistical hurdles employees face.
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Have you personally used the formal reporting system for harassment?
Understanding usage rates helps determine if the system meets employees' needs and encourages action.
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How satisfied were you with the response after filing a harassment report?
Employee satisfaction with outcomes indicates the system's credibility and responsiveness.
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Did you receive timely updates about your complaint's status?
Regular communication builds trust. This reveals if feedback loops are functioning well.
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Do you trust that reports made are kept confidential?
Confidentiality concerns can deter reporting. This question pinpoints trust issues in the process.
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Have you witnessed any retaliation against someone who reported harassment?
Fear of retaliation is a major barrier. Identifying such instances is vital for corrective action.
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How encouraged do you feel by leadership to report harassment if you encounter it?
Leadership support is crucial. This evaluates whether employees feel backed by management.
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Is anonymous reporting an option, and would you consider using it?
Anonymous channels can increase reporting. This question assesses their availability and perceived value.
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What improvements would you suggest for the current reporting system?
Open feedback helps tailor enhancements. This invites constructive ideas from the employee perspective.
Policy Awareness Questions
Understanding how well employees know your harassment policies is key to enforcement and compliance. These questions measure clarity and reach of your guidelines. Start refining your approach using insights from our Work Environment Survey .
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Have you read the company's harassment policy in the last six months?
Regular policy review ensures familiarity. This checks if employees stay up to date with guidelines.
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How clearly does the policy define unacceptable behaviors?
Clear definitions prevent misunderstandings. This question gauges policy comprehensibility.
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Do you know the potential consequences for violating the harassment policy?
Awareness of enforcement measures deters misconduct. This reveals if disciplinary actions are well communicated.
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Where can you find the full text of the harassment policy?
Accessibility of policy documents affects compliance. This checks the ease of finding critical resources.
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How often are policy updates communicated to you?
Regular updates maintain relevance. This assesses the frequency and effectiveness of policy communications.
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Does the policy address both in-person and digital forms of harassment?
Comprehensive coverage is essential in modern workplaces. This ensures all channels are included.
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Are you aware of any supplemental guidelines for bystander intervention?
Bystander support enhances prevention. This question measures knowledge of those specific guidelines.
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Have you participated in activities that reinforce the harassment policy?
Active engagement solidifies understanding. This tracks involvement in reinforcement efforts.
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How well do you think the policy aligns with your workplace culture?
Alignment indicates whether the policy is realistic and felt by employees. This reveals cultural fit.
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Would you suggest any clarifications or additions to the policy?
Soliciting feedback helps improve clarity and applicability. This invites employee-driven refinement.
Preventive Measures Questions
Preventing harassment before it occurs saves time and resources. These questions evaluate the proactive steps your organization has taken. For sample frameworks, check out our Sample Bullying Survey .
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Does your team hold regular discussions about respectful workplace behavior?
Open dialogue fosters awareness and accountability. This assesses the practice of team-level conversations.
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Are there visible reminders (e.g., posters, intranet banners) about harassment prevention?
Visual cues reinforce positive conduct. This checks for consistent messaging in the environment.
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Have you received training on bystander intervention techniques?
Equipping employees to act strengthens prevention. This measures coverage of bystander training.
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Does leadership model appropriate behavior in public forums?
Leaders set the standard. This reveals if management actions align with policy expectations.
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Is harassment prevention discussed during onboarding for new hires?
Early introduction embeds values from the start. This confirms new employees receive foundational guidance.
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Are simulated scenarios or role-plays used in prevention workshops?
Interactive learning increases retention. This checks for engaging, practice-based training methods.
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Has your department implemented any peer support or buddy systems?
Peer networks provide real-time assistance. This identifies the presence of informal support structures.
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Do you feel empowered to speak up when you notice early signs of harassment?
Employee empowerment is crucial for prevention. This question measures perceived authority to intervene.
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Are there periodic assessments to identify emerging harassment risks?
Regular risk reviews prevent escalation. This evaluates the effectiveness of monitoring efforts.
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What additional preventive measures would you recommend?
Open-ended suggestions help tailor proactive strategies. This captures creative input from staff.
Training and Education Questions
Effective training is the backbone of harassment prevention. These questions measure the reach and quality of your educational programs. Download our comprehensive Sexual Harassment PDF Survey for more resources.
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Have you attended formal harassment prevention training in the past year?
Measuring training frequency ensures up-to-date knowledge. This establishes baseline participation rates.
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How relevant was the training content to your daily work?
Relevance boosts engagement and application. This reveals whether scenarios align with real employee experiences.
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Did the training provide clear steps for reporting incidents?
Actionable guidance is essential. This assesses how well the program equips employees for real situations.
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Were the trainers knowledgeable and engaging?
Trainer quality impacts learning retention. This evaluates instructor effectiveness.
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How satisfied were you with the interactive elements (e.g., quizzes, role-plays) in the training?
Interactive features enhance understanding. This checks participant satisfaction with hands-on components.
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Do you feel more confident handling harassment scenarios after training?
Confidence indicates training efficacy. This measures improved readiness to act appropriately.
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Was there an opportunity to ask questions and discuss concerns?
Two-way communication deepens learning. This ensures the training environment supports dialogue.
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Have you received refresher training or follow-up sessions?
Ongoing education prevents knowledge decay. This tracks continuity and reinforcement of material.
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What topics would you like to see included in future training sessions?
Gathering preferences helps tailor curricula. This question invites employees to shape program development.
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Would you recommend this training to your colleagues?
This nets a candid endorsement or critique, indicating overall program value.
Support and Resources Questions
Offering support and resources makes employees feel secure when facing harassment. These questions explore the effectiveness and awareness of available assistance. Learn more in our Workplace Discrimination Survey .
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Are you aware of the Employee Assistance Program (EAP) and its services?
Knowing about EAP offerings encourages utilization. This checks awareness of key support options.
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Have you ever contacted HR or a designated ombudsperson for harassment concerns?
Usage rates indicate trust in formal support roles. This measures the system's perceived approachability.
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Do you feel your manager supports you if you report harassment?
Managerial backing is crucial for confidence. This assesses immediate leadership response.
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Is there a confidential hotline or external resource available for reporting?
Alternative channels can offer neutral support. This tracks availability of offsite options.
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Are there peer support groups or forums for discussing harassment issues?
Peer communities provide empathy and advice. This evaluates the network of informal supports.
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How satisfied are you with the counseling services provided?
Service satisfaction indicates quality of support. This identifies areas for improvement in care offerings.
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Do you receive follow-up communication after seeking help for an incident?
Continued contact ensures issues are resolved. This gauges the thoroughness of support protocols.
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Have you accessed online resources or guides about harassment prevention?
Digital tools can supplement training. This checks if employees use self-service materials.
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What type of additional resources would help you feel safer at work?
Feedback on resource gaps guides future development. This invites employee-driven improvement ideas.
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Would you recommend our support services to colleagues in need?
This measures overall trust and effectiveness of the assistance framework.
