Thirty-four cases were successful. In three of those cases the person making the complaint was male.

In most cases the harassment began while the person bringing the complaint had been working for that employer for less than one year, and their work tended to be low paid (e.g carers, shop and factory workers, office staff).

Shift work was a factor in a third of cases.

In most cases the employee said they hadn't reported the harassment initially because they were afraid of losing their job. Some felt they should be able to handle it for the sake of their jobs, but several made a complaint after they became too ill to cope any more.

In two unlinked cases the people being harassed didn't realise that what was happening to them was unlawful until they saw a discussion on the Kilroy show, at which stage they decided to take action.

In half the cases the harassment had continued for over two months, and in over a quarter of cases the harassment had continued for over 12 months before the employee made a complaint.

What are employers doing to prevent harassment?

In over 90% of cases the person bringing the complaint had lost their job or resigned as a direct result of the harassment.

Office of Human Resources Management will incorporate the NIST policy against sexual harassment into the employee orientation program and as a mandatory element for internal supervisory and management training.

Some topics in this essay:
Page Dealing, Tribunals EOC, Trends Survey, Discrimination Act, Moreover Ms, Safety Regulations, Unsuccessful Twenty, sexual harassment, Respondents EOC's, Industrial Society, EAT IRLR, harassment policy, sex discrimination, formal complaint, equal opportunities, health safety, employment trends, sexual harassment policy, sexual nature, sexually harassed, sex discrimination act, steps prevent, industrial relations service, complaint sexual harassment, irs employment trends,