A recent survey by the Nuremberg-based Institute for Employment Research found that 20% of employees in Germany have experienced or witnessed sexual harassment in the workplace. The study, released on May 20, 2025, indicates that 24% of female workers and 15% of male workers are affected. The survey included workers and businesses with at least 50 employees. It highlighted that incidents often go unreported due to fear of negative consequences or shame, with only 13% of surveyed companies reporting at least one case in the past two years.
The study also noted that men in sectors like healthcare, social services, public administration, education, and teaching report higher instances of harassment compared to other industries, while women are less likely to trust employers to address complaints effectively. The Institute for Employment Research survey revealing that 20% of German workers experience or witness sexual harassment at work has significant implications for workplace culture, policy, and gender dynamics.
The low reporting rate (only 13% of companies noted incidents in the past two years) suggests a lack of trust in employers’ ability to handle complaints effectively, particularly among women. This can perpetuate a culture of silence, allowing harassment to persist unchecked. Fear of negative consequences or shame, as noted in the study, indicates a need for stronger workplace policies that protect victims and encourage reporting without retaliation.
Sectors like healthcare, social services, public administration, education, and teaching show higher rates of harassment, particularly for men. This suggests that industries with close interpersonal interactions or hierarchical structures may be more prone to such issues, requiring targeted interventions. The variation across industries highlights the need for tailored training and awareness programs to address specific workplace dynamics.
Economic and Productivity Impacts
Sexual harassment can lead to decreased job satisfaction, higher turnover, and reduced productivity. Companies that fail to address these issues risk financial losses and reputational damage. Employees experiencing harassment may face mental health challenges, increasing absenteeism and healthcare costs. The findings underscore the need for stronger enforcement of anti-harassment laws and policies in Germany. Companies with 50+ employees, as surveyed, must implement clearer reporting mechanisms and training to comply with legal standards and foster safer workplaces.
Policymakers may face pressure to introduce stricter regulations or incentives to ensure companies prioritize harassment prevention. The prevalence of harassment reflects broader societal attitudes toward gender and power dynamics. Public discourse and education campaigns may be needed to challenge norms that enable such behavior. The data could spur advocacy for more inclusive workplace cultures that prioritize respect and equity.
24% of female workers versus 15% of male workers report experiencing or witnessing harassment. This disparity reflects women’s greater vulnerability to harassment, likely due to systemic gender inequalities and power imbalances in workplaces. Men in sectors like healthcare and education report higher rates of harassment compared to other industries, possibly due to interactions with clients, patients, or students. Women, however, face harassment across a broader range of sectors, indicating a more pervasive issue.
Women are less likely to trust employers to handle complaints effectively, which may stem from experiences of dismissal or retaliation. This lack of trust exacerbates underreporting among female workers compared to their male counterparts. Men may be less likely to recognize or report certain behaviors as harassment due to social norms around masculinity, potentially understating their experiences. Women, conversely, may be more aware of harassment due to its higher prevalence and societal discussions around #MeToo and similar movements.
To address these issues, companies and policymakers could: Implement anonymous reporting systems to build trust and encourage reporting across genders. Conduct gender-specific training to address the unique experiences of men and women, focusing on awareness and bystander intervention.
Foster inclusive leadership to challenge power dynamics that disproportionately affect women. Promote sector-specific policies, particularly in high-risk industries like healthcare and education, to protect all workers. The gender divide in experiences and trust underscores the need for nuanced approaches that consider both shared and distinct challenges faced by men and women in combating workplace sexual harassment.
