# Sexual Harassment in the Workplace: Five steps companies can take to ensure true safety - URL: https://hr-passionista.com/en/sexual-harassment-at-work-5-steps-to-ensure-safety/ - Published: 2026-05-08 - Updated: 2026-05-08 - Author: Marion Eppinger (HR-Passionista) - Categories: change, organisational development > Learn how companies can prevent sexual harassment at work. 5 practical HR and leadership steps to build safety, trust and accountability. ### International Women’s Day stands for equality, dignity, and self-determination. However, recent incidents at a **5-star establishment in Tyrol** demonstrate the challenges that many young people face in their everyday working lives.  Former apprentices have reported **sexual assaults, degrading situations, physical violence, and racist remarks** from several individuals in the kitchen. These accounts have prompted extensive internal action, including personnel consequences and structured team coaching. This case highlights how quickly a work environment can become unsafe and how important it is tohave a responsible HR department. Sexual harassment is one of the **most traumatic experiences** in professional life. Many people have encountered situations where their personal space has been violated such as unwanted touching, intrusive stares, or demeaning comments. Such experiences have a profound impact and **leave emotional scars.** HR and leadership play a central role in ensuring that companies protect their employees. This is achieved through **clear processes, a consistent stance**, and a corporate culture that promotes **protection and respect**. ### **Current research: Why sexual harassment remains a major problem in the workplace** A [recent study](https://www.gesundearbeit.at/gesundheit/gewalt/sexuelle-belaestigung/alarmierende-zahlen-zu-belaestigung-am-arbeitsplatz) by the AK Lower Austria shows just how widespread sexual and gender-based harassment in the workplace actually is. The results are alarming: - **57% of women** having experienced sexual harassment at work. However, 35% of men are also affected. - **Six out of ten women** experience gender-based harassment, for example, through derogatory comments or stereotypical job assignments. - **One in three affected women** states that she has been harassed by her **supervisor**. - More than half of all victims **do not report incidents**, either because they fear the consequences or because they fear they will not be taken seriously. These figures make one thing clear: This is not an isolated case, but rather **a structural problem** deeply embedded in corporate cultures. They also demonstrate the importance of clear processes, protective mechanisms and a culture that encourages people to speak up and addressing issues. ## 5 Key Recommendations for Businesses & HR ### **1\. Take action and Demonstrate responsibility** As soon as a suspicion arises, a structured and decisive approach is needed: - immediate internal investigation - protective measures for affected individuals - temporary suspension of the accused employees during the investigation **Action speaks louder than words.** ### **2\. Preparing leaders: taking a clear stance demonstrates strength** Managers influence the atmosphere within the team. They influence how safe employees feel and how boundaries are respected. To do this, they need: - awareness of power dynamics - knowledge of warning signs - kkills in handling sensitive reports - clarity regarding legal and organizational responsibilities Leadership begins with one’s **inner attitude** and is demonstrated through a consistent commitment to safety and dignity. ### **3\. Structured processes for reporting and escalation** Every company needs defined procedures to provide **guidance** and ensure **security**: - clear reporting channels - transparent steps in case handling - confidential documentation - defined responsibilities and deadlines - a structured investigation model **Structure provides security for all parties involved.** ### **4\. Professional training for employees and managers** Regular training sessions raise **awareness** and **build confidence** in taking action: - awareness-raising about sexual harassment - e-learning courses on prevention - training for managers on how to handle reports - workshops on power, boundaries, and respect Shared knowledge fosters **a shared sense of responsibility.** ### **5\. Psychological safety as the foundation of corporate culture** A culture of **psychological safety** encourages people to set boundaries and openly address challenges. It fosters: - trust - respect - courage to communicate - engagement and team spirit In such an environment, **employees** feel **protected and valued**. Psychological safety provides the foundation for ensuring that inappropriate behaviour is not tolerated. ### Why is dialogue between men and women so important, especially around International Women's Day? International Women’s Day, celebrated every year, reminds us of the importance of equality and safety in the workplace. Progress is made when women openly share their experiences **and** men actively engage in the dialogue, even when there is uncertainty or a fear of making mistakes. Together, we can create an environment in which understanding grows and change becomes possible. Change **doesn’t** require **rigid camps**, but rather a shared space: - men taking responsibility and paying attention - women having their experiences recognised and listend to,  - leaders taking a stand - companies creating structures that truly protect Only through this **shared dialogue** can genuine awareness and long-term change be achieved. It is not *an either/or situation*, a case of a *working together*. ![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg) ### My conclusion **Responsibility stems from conscious action** International Women’s Day serves as a reminder of the importance of dignity, self-determination, and respectful coexistence. Companies play an active role in shaping work environments and thus bear a great responsibility. **Safety stems from attitude. Respect comes from clarity. Trust comes from action.** When companies adhere to these principles, they create an environment in which people can realise their potential, free from fear, pressure, or harassment.