The #MeToo movement, which gained widespread attention in 2017, sparked a global conversation about sexual harassment and violence. It gave many women the platform and courage to speak out against inappropriate and abusive behavior, particularly in the workplace. High-profile individuals in various industries were held accountable, and companies were forced to reassess their internal policies. Despite these significant strides, a new report has revealed a sobering truth: the prevalence of sexual harassment in the workplace has remained virtually unchanged over the past five years.
According to the 2024 Women in the Workplace report, jointly published by McKinsey & Company and the women’s advocacy group LeanIn, sexual harassment in the workplace today is as common as it was in 2018. The report shows that 37 percent of women have experienced at least one form of sexual harassment at work, compared to 35 percent in 2018. This marginal increase suggests that while awareness of the issue has grown, the problem itself persists at an alarming rate.
The Unchanged Reality of Sexual Harassment
The persistence of sexual harassment in the workplace has been a frustrating reality for many advocates and victims alike. The #MeToo movement brought widespread attention to the issue, but despite numerous companies implementing new policies and awareness campaigns, the problem has not seen a significant reduction.
Alexis Krivkovich, a senior partner at McKinsey, explained to CBS that the actual number of women experiencing harassment is likely much higher than what is reported. “The fact that women are so concerned that if they reported it, it wouldn’t be effectively managed likely leads to a number of incidents not being accounted for,” Krivkovich said. This sentiment highlights one of the core issues with workplace harassment: a lack of trust in the systems meant to address and prevent it.
This fear of ineffective handling of complaints is echoed in the data. In 2024, only 53 percent of women expressed confidence that their workplace would properly manage a sexual harassment report, compared to 65 percent of men. This gap in confidence underscores the unequal experience women and men have when it comes to workplace culture and trust in institutional support.
The Impact on Younger Women and Marginalized Groups
One concerning finding from the report is that younger women are just as likely as their older counterparts to experience sexual harassment at work. This runs counter to expectations that younger generations, growing up in a more aware and informed post-#MeToo world, would face less harassment. Unfortunately, the systemic issues that allow workplace harassment to flourish seem to transcend age groups, indicating that the cultural shift necessary to address the issue is either incomplete or ineffective.
Furthermore, the report also highlighted that women of color, LGBTQ+ women, and women with disabilities are more likely to face not just harassment but also demeaning interactions and biased assumptions about their abilities and leadership potential. These marginalized groups continue to face more severe challenges in the workplace, compounding the difficulties of simply trying to navigate their professional lives in environments that remain inequitable.
“Women—and particularly women of color—are not getting enough support from their managers,” the report stated. It pointed to the long-standing issues of bias, discrimination, and a lack of mentorship or guidance for women in these groups. While the conversation around sexual harassment is slowly expanding to include the unique experiences of marginalized women, the support structures in place are still insufficient.
The Persistence of Sexual Assault Beyond the Workplace
The 2024 findings aren’t isolated to workplace environments alone. A separate report from Tulane University, published around the same time, reinforces the grim reality that little has changed for women in terms of sexual violence and harassment since the rise of the #MeToo movement. According to the Tulane report, 82 percent of women in 2024 reported that they had experienced harassment or assault at some point in their lives, up from 81 percent in 2018. This increase, though slight, is a stark reminder that societal changes spurred by movements like #MeToo haven’t necessarily translated into a safer world for women.
The Tulane report went on to emphasize that despite widespread recognition of the problem, tangible progress in reducing the rates of sexual harassment and assault remains elusive. This raises questions about the efficacy of awareness campaigns and policy changes that were rolled out in the wake of #MeToo.
Why Aren’t Things Changing?
One of the critical questions arising from these reports is: why hasn’t the prevalence of sexual harassment significantly decreased, despite increased awareness and efforts to address it? Several factors contribute to this stagnation. First, the power dynamics within many industries, especially male-dominated ones, still often leave women vulnerable to exploitation. Predators often occupy positions of authority, making it difficult for victims to come forward without fearing retaliation or damage to their careers.
Secondly, while companies may have updated their policies, the culture within many organizations remains resistant to change. Addressing sexual harassment requires more than just ticking boxes on compliance training. It requires a deep cultural shift in how women are perceived, respected, and supported in professional environments. Without that shift, even the most well-intentioned policies may fail to make a meaningful difference.
Additionally, the burden of reporting often falls on the victims. Many women choose not to report incidents of harassment out of fear that their claims will not be taken seriously or that they will face backlash. This fear is particularly pronounced among women of color, LGBTQ+ women, and women with disabilities, who already contend with other forms of workplace discrimination.
Moving Forward: What Needs to Be Done?
To address this issue more effectively, organizations need to move beyond basic policy changes and work towards creating environments where employees feel safe and supported. This means providing comprehensive training, not just on what constitutes harassment, but also on how to foster respectful workplaces. Managers, in particular, must be held accountable for maintaining these standards and supporting employees who come forward with complaints.
Moreover, companies must prioritize transparency and accountability. Ensuring that complaints are handled seriously and that consequences are imposed on perpetrators is essential for building trust. Women need to feel confident that if they speak out, they will be heard, and justice will be served.
Finally, addressing the intersectionality of harassment is crucial. Marginalized women experience harassment differently, and these nuances must be considered when developing support systems and policies. A one-size-fits-all approach will not suffice.
The #MeToo movement may have opened the door for long-overdue conversations about sexual harassment, but the journey towards creating truly safe and respectful workplaces is far from over. As these recent reports highlight, there is still much work to be done to turn awareness into action and ultimately bring about lasting change.
