According to a poll conducted by 19th News/SurveyMonkey, remote workers were less likely to report instances of sexual harassment or assault compared to in-person workers. The poll showed that about 5% of women working remotely reported instances in the past three years, compared to 12% of in-person women workers. Remote work has reduced opportunities for harassment and abuse, particularly in work events where victims can be isolated without witnesses or evidence.
However, it is important to note that remote work does not provide comprehensive protection, as digital communications can still be used for harassment, and reporting options are often limited. Disparities exist regarding who can work remotely, with women of color being more likely to work in industries with fewer remote work opportunities. LGBTQ+ women and women with disabilities also reported higher rates of harassment or assault at work.
A qualitative survey of women in leadership roles across various industries reveals age-based discrimination and sexism in the workplace. The survey found that women of all ages face age-related judgment and biases that imply they are unfit for their jobs. Younger women experience role incredulity, while older women are often ignored and their skills overlooked. The research suggests that middle-aged women, who are confident and willing to speak their minds, are seen as intimidating by insecure men in the workforce. The prevalence of ageism against women highlights the need to address gender biases in the workplace.
Why do we care?
Given that remote work can mitigate some forms of harassment, MSPs should continue to offer robust, secure remote work solutions. This is not just a technical offer but can be part of a broader consultative service on workplace wellbeing. And a reminder: that’s why I keep talking about this space. I love the consulting opportunities on top of the technical deployments.
Another idea is that MSPs should consider offering services that monitor and report on inappropriate digital communications as part of their cybersecurity suite or technologies that support more inclusive work environments, such as AI tools that flag discriminatory language. Combine that with policy management, and you have some exciting offerings.