Police sexual harassment survey: 77% of female officers report workplace misconduct – Police1

Report on Sexual Harassment and Gender Discrimination in Law Enforcement: An Analysis in the Context of Sustainable Development Goals

A survey of over 500 female law enforcement officers was conducted to assess the prevalence of sexual harassment, gender discrimination, and sexual assault. The findings highlight significant barriers to achieving key United Nations Sustainable Development Goals (SDGs), particularly SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 16 (Peace, Justice and Strong Institutions). This report details the survey’s methodology, demographics, and statistical results, framing them within the context of these global objectives for creating safe, inclusive, and accountable institutions.

Survey Methodology and Respondent Demographics

Survey Scope and Participation

An online survey consisting of 50 questions was administered from June 10 to August 3, gathering 505 total responses. The objective was to measure the extent of sexual harassment and gender discrimination, frequency of reporting, and subsequent retaliation and legal outcomes. The data provides a quantitative foundation for assessing workplace conditions against the standards of decent work and institutional integrity.

Agency Profile

Respondents represented a diverse range of law enforcement agencies, providing a broad view of the challenges across the sector.

• Employment Status: 80% are current sworn officers, 17% are retired, and 3% are civilian staff.
• Patrol Environment: 42% serve in urban areas, 40% in suburban, and 18% in rural regions.
• Agency Type: The majority (63%) work for municipal police departments, followed by sheriff’s offices (13%) and state police agencies (8%).
• Agency Size: Respondents came from agencies of all sizes, with nearly 30% from departments of 100-499 personnel and 14% from agencies with over 1,000 personnel.
• Female Representation: The distribution of female officers within agencies was varied. 27% of respondents reported working in agencies with fewer than five female officers, while 15% worked in agencies with more than 100.

Respondent Profile

The demographic profile of the respondents provides context for the experiences reported.

• Race and Ethnicity: The sample was predominantly White (82%), followed by Hispanic/Latino (10%) and Black/African American (4%).
• Age: Most respondents were mid-career, with 33% aged 36-45 and 30% aged 46-55.
• Education: Nearly 70% of respondents hold a college degree, with 40% possessing a bachelor’s degree and 28% a master’s degree.

Key Findings: Barriers to Gender Equality (SDG 5) and Decent Work (SDG 8)

The survey results reveal systemic issues that directly contravene the principles of SDG 5 (Gender Equality) and SDG 8 (Decent Work), which call for safe and secure working environments free from discrimination and violence.

Prevalence of Sexual Harassment and Discrimination

The data indicates a pervasive culture of harassment and discrimination, undermining the goal of a safe workplace for all.

1. Personal Experience with Harassment: 77% of respondents reported experiencing sexual harassment in the workplace. Of those, 95% stated it occurred more than once, indicating persistent and unaddressed misconduct.
2. Witnessing Harassment: 58% of respondents witnessed a female colleague being sexually harassed by a male colleague. Of this group, 92% witnessed such behavior on multiple occasions.
3. Perception of Gender Discrimination: Over 90% of respondents agreed that gender discrimination is a problem between them and their male colleagues, and over 89% identified it as a problem with male supervisors.
4. Perception of Sexual Assault: 36% of respondents viewed sexual assault by male colleagues as a problem, and 30% saw it as a problem involving male supervisors.

Patterns of Misconduct

Specific forms of harassment highlight the methods through which unsafe work environments are created and sustained.

• Digital Harassment: 51% of harassment incidents involved inappropriate or sexually explicit text messages or emails.
• Visual Harassment: 23% of incidents involved being shown pornography.
• Post-Relationship Harassment: Nearly 14% of harassment cases followed a former romantic relationship with a male co-worker.

Institutional Failures and Implications for Justice (SDG 16)

The findings related to reporting, retaliation, and institutional response point to a failure to uphold SDG 16 (Peace, Justice and Strong Institutions), which requires effective, accountable, and transparent institutions. The lack of a reliable internal justice mechanism forces victims to endure unsafe conditions or seek external legal recourse.

Underreporting and Fear of Retaliation

A culture of fear and a lack of trust in institutional processes prevent accountability and perpetuate harm. Only 23% of those who witnessed sexual harassment reported it. Key reasons for not reporting include:

• Not wanting to create problems at work (24%)
• Fear of department retaliation (23%)
• Fear of retaliation by the offender (21%)
• Belief that no action would be taken (20%)

For victims who experienced harassment, the same fears were primary deterrents to reporting. This demonstrates a significant breakdown in institutional trust and accountability.

Institutional Response and Legal Outcomes

The official response to complaints that were filed was overwhelmingly inadequate, reinforcing the perception that reporting is futile and dangerous.

• Retaliation: 44% of victims who reported an incident experienced retaliation from their department. 32% of those who reported on behalf of another officer also faced retaliation.
• Investigation Timeliness: Only 7% of those who filed a complaint felt it was promptly investigated.
• Complaint Substantiation: Employers substantiated the complaint in only 38% of reported cases.
• Supervisory Responsiveness: Only 19% of respondents believed male supervisors were likely to be responsive to complaints, compared to 55% who felt female supervisors would be more responsive.
• Civil Litigation: Due to these institutional failures, some officers pursued external legal action. Only 14% of respondents filed civil claims, but they prevailed in court 47% of the time.

Conclusion: The Urgent Need for Institutional Reform to Achieve SDGs

The survey data demonstrates that significant and systemic challenges related to sexual harassment and gender discrimination persist within law enforcement. These workplace conditions represent a profound failure to meet the standards set forth in the Sustainable Development Goals. Achieving SDG 5 (Gender Equality), SDG 8 (Decent Work), and SDG 16 (Strong Institutions) requires a concerted effort by police administrators to dismantle the cultural and procedural barriers that enable harassment, discourage reporting, and fail to deliver justice for female officers.

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article on sexual harassment and discrimination in law enforcement directly addresses and connects to several Sustainable Development Goals (SDGs). The primary themes of gender-based discrimination, workplace safety, and institutional accountability are central to the following goals:

• SDG 5: Gender Equality: This is the most prominent SDG related to the article. The entire survey focuses on the experiences of female police officers, highlighting systemic issues of sexual harassment, gender discrimination, and sexual assault. The findings that 77% of respondents experienced sexual harassment and over 90% view gender discrimination as a problem underscore the profound gender inequality within this profession.
• SDG 8: Decent Work and Economic Growth: The article’s content is deeply connected to the principle of “decent work.” A workplace characterized by widespread harassment, fear of retaliation (cited by over 40% of respondents as a reason for not reporting), and lack of supervisory support is not a safe, secure, or decent work environment. These conditions undermine labor rights and the well-being of female officers, affecting their career longevity and productivity.
• SDG 16: Peace, Justice and Strong Institutions: Law enforcement agencies are fundamental institutions for maintaining peace and justice. The article reveals significant weaknesses within these institutions, such as a lack of accountability and transparency. The low reporting rates, the finding that only 7% of complaints were felt to be “promptly investigated,” and the high rate of retaliation (44% for victims who report) demonstrate a failure of these institutions to be effective, accountable, and responsive to the needs of their own personnel.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the specific data and issues discussed in the article, several SDG targets can be identified:

1. SDG 5: Gender Equality
   • Target 5.1: End all forms of discrimination against all women and girls everywhere. The article directly addresses this target by revealing that over 90% of female officers surveyed believe gender discrimination is an ongoing problem with both male colleagues and supervisors.
   • Target 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres… The survey’s focus on sexual harassment (experienced by 77% of respondents) and sexual assault (viewed as a problem by 36%) in the workplace directly relates to eliminating violence against women in the public sphere.
   • Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership… The hostile environment described, including discrimination and lack of support from male supervisors (only 19% seen as responsive), creates significant barriers to women’s full participation and advancement into leadership positions within law enforcement.
2. SDG 8: Decent Work and Economic Growth
   • Target 8.8: Protect labour rights and promote safe and secure working environments for all workers… The article highlights a profoundly unsafe working environment where female officers face harassment and fear retaliation for reporting it. The data on why incidents are not reported—such as “fear of department retaliation” (23%) and “fear of retaliation by the offender” (21%)—directly points to a failure to meet this target.
3. SDG 16: Peace, Justice and Strong Institutions
   • Target 16.6: Develop effective, accountable and transparent institutions at all levels. The survey results question the effectiveness and accountability of police agencies. The fact that only 38% of reported complaints were substantiated and only 7% were perceived as promptly investigated indicates a lack of effective internal justice mechanisms.
   • Target 16.7: Ensure responsive, inclusive, participatory and representative decision-making at all levels. The disparity in perceived responsiveness between male supervisors (19%) and female supervisors (55%) suggests that decision-making and complaint-handling processes are not consistently responsive or inclusive.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Yes, the article is based on a survey and provides numerous quantitative data points that can serve as direct indicators for measuring progress towards the identified targets.

• Prevalence of Harassment and Discrimination (Indicator for Targets 5.1, 5.2):
  • Percentage of female officers who have experienced sexual harassment: 77%.
  • Percentage of female officers who believe gender discrimination is a problem: Over 90%.
  • Percentage of respondents who view sexual assault by male colleagues as a problem: 36%.
• Workplace Safety and Reporting Mechanisms (Indicator for Targets 8.8, 16.6):
  • Percentage of victims who experienced retaliation after reporting an incident: 44%.
  • Percentage of witnesses who reported an incident of sexual harassment: 23%.
  • Percentage of respondents who did not report due to fear of department retaliation: 23%.
  • Percentage of respondents who did not report due to a belief that no action would be taken: 20%.
• Institutional Accountability and Responsiveness (Indicator for Targets 16.6, 16.7):
  • Percentage of complainants who felt their case was promptly investigated: 7%.
  • Percentage of reported cases that were substantiated by the employer: 38%.
  • Percentage of respondents who believe male supervisors are likely to be responsive to complaints: 19%.

4. Table of SDGs, Targets, and Indicators

Source: police1.com