The shift to remote work has created an environment where workplace sexual harassment can run wild. In fact, according to a 2021 report, 38% of 800+ full-time employees polled in the US experienced harassment through email, video conferencing, chat apps, or by phone. Likewise, 24% of American employees surveyed believe harassment continues or worsens on remote channels. 

From comments like “I’m not wearing any pants” to “why don’t you turn your camera on so I can get a better look,” workplace harassment of all kinds has been emboldened by a remote culture and the perceived privacy of digital channels like text, instant messaging, and video platforms such as Zoom. 

Problem: Sexual harassment is unsafe, toxic, and costly 

While a plethora of digital channels exist where workplace sexual harassment can take place, communication platforms are not the problem. Behavior is the problem. And left unchecked it will grow and create a workplace culture that feels hostile, unsafe, and threatening—eventually curbing productivity and giving rise to costly lawsuits. 

A host of notable corporations have been sued for sexual harassment including Ford, Fox News, Kroger/Ralphs Grocery, McDonalds, and Google. In 2020, Google agreed to pay $310 million and make over 80 changes and updates to its policies and procedures around sexual harassment, discrimination, and retaliation. The settlement followed a historic employee protest in which 20,000 Google employees walked out of the company’s global offices to protest the mishandling of sexual harassment and misconduct claims, including how Google offered Android co-founder, Andy Rubin, a $90 million severance package to resign over credible sexual misconduct allegations.   

Solution: Prevent sexual harassment with proactive communications technology and training

It’s clear Google lacked sexual harassment and discrimination training as well as a process for making its leaders accountable. While Google’s commitment to putting new policies in place is a step forward—it’s also reactive. A culture of fear ran rampant at Google with employees claiming fear of retaliation if they reported misconduct. As Liz Fong-Jones, a former Google engineer and activist, stated, “In general, there’s a culture at Google where people were afraid to talk to HR—and in many cases for good reason.” 

Had Google been using Fairwords Guide, they would have had proactive technology in place to actively train employees as they type, ensuring inclusive, compliant, and fair communications. Additionally, HR and compliance teams at Google would have had access to anonymous dashboards letting them know if any terms that could promote sexual harassment were being used, leading them to provide additional training and coaching to all employees. 

At a time when virtual sexual harassment is becoming more prevalent, Fairwords’ AI-powered training software provides in-the-moment feedback as messages are typed, helping prevent harmful communication while also reinforcing company policies and values. 

“80% of [respondents said] that their sexual harassment training left them better informed about how their company handles sexual harassment, better educated about what constitutes sexual harassment, and feeling safer at work, this survey demonstrates that training is a powerful way for employers to reduce instances of sexual harassment by establishing shared norms and improving understanding about the type of conduct that is acceptable in the workplace.” -Ally Coll, President and Co-Founder of the Purple Campaign, commenting on a sexual harassment training survey of 1,200 US employees

Results: Create a safe, compliant, and fair communications culture 

What could Fairwords have done for Google? Fairwords could have prevented sexual harassment and discriminatory language in Google’s employee communications—across all platforms where employees are writing, including text, instant messaging, and email. This is one measure that Google could have proactively taken to provide employees with in-the-moment training while consistently reinforcing company policies. At the same time, Fairwords would have flagged harmful language while keeping employees’ identities anonymous, helping HR identify a growing pattern of potential misconduct and eliminating fear of backlash— while also helping Google avoid the extent to which its culture deteriorated. 

Here’s how Fairwords clients’ ensure healthy and compliant communications cultures: 

• In-the-moment training as employees type continuously reinforces company policies and values, thereby protecting others from receiving harmful communications
• Cloud-based software works with any application on desktops where employees are writing 
• Anonymized dashboards help HR and compliance leaders evaluate flagged words, words in use, and track improvement over time
• HR and compliance leaders can prove the effectiveness of their programs while reducing the risk of litigation, employee complaints, brand impact, and financial loss

Prevent harmful communications from ever happening while helping ensure an inclusive, compliant, and fair communications culture. Get in touch for a free demo.