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J1lRΐBK$)ї'Z3/cm?'/9Z.*-Yy"~ KJj I Yr)mb{P0B lYxd#Hwd e+)MY͎X` f%Q_A?ˍ|E 5x.`fƄV[_@՟gk̲Ey?ĹRp^$Nzz!Nk~ 왳oOs`Z" %wchy81B9L{Š)]2N)G-bv)'OE%ZTu& ]D"acfӁWտFXM#Y ό%Kܚ<'kO2zZ*fx'\ v/쬁eFfO#LܶFvMKJ:#MT'],mڶADҷJE3kGL5nĊs1`3uHu.^10c:Nz#兩/kxzl?h.ex){/(2|lо'GA IepP79bwxCWgsPg yx!4HDK'h ??.~ܙ0@z*k2l/Co  endstream endobj 33 0 obj << /Type /Annot /Subtype /Link /F 4 /Border [0 0 0] /Rect [286.87756 265.41791 504.45959 278.92297] /A 170 0 R /StructParent 6 /Contents (Perceptions of Workplace Sexual Harassment and Support for Policy Action) >> endobj 34 0 obj << /Type /Annot /Subtype /Link /F 4 /Border [0 0 0] /Rect [91.053787 249.66199 228.35553 263.16705] /A 171 0 R /StructParent 7 /Contents (Perceptions of Workplace Sexual Harassment and Support for Policy Action) >> endobj 35 0 obj << /Length 266 /Filter /FlateDecode >> stream xjA}}Eԫ_ Bpa6VD,L =&ѐTS͹R+AF3&ND졇pzڭ7'.[ճ,> endobj 37 0 obj << /Type /StructElem /S /Part /P 14 0 R /Pg 11 0 R /K [72 0 R 73 0 R 74 0 R 64 0 R 172 0 R 80 0 R 82 0 R 83 0 R 75 0 R 76 0 R 77 0 R 173 0 R 84 0 R 81 0 R 85 0 R 63 0 R] >> endobj 38 0 obj << /Type /StructElem /S /Part /P 14 0 R /Pg 12 0 R /K [97 0 R 98 0 R 86 0 R 87 0 R 88 0 R 99 0 R 89 0 R 90 0 R 91 0 R 92 0 R 100 0 R 93 0 R 94 0 R 95 0 R 96 0 R 101 0 R] >> endobj 39 0 obj << /Type /StructElem /S /Part /P 14 0 R /Pg 13 0 R /K [114 0 R 115 0 R 103 0 R 104 0 R 105 0 R 116 0 R 106 0 R 174 0 R 107 0 R 110 0 R 111 0 R 117 0 R 112 0 R 113 0 R 102 0 R] >> endobj 40 0 obj << /Type /StructElem /S /H4 /P 36 0 R /T (Sonia Bhalotra and Matthew Ridley \(91Ӱƽ\)) /E (Sonia Bhalotra and Matthew Ridley \(91Ӱƽ\)) /Pg 10 0 R /K [0] >> endobj 41 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (Workplace sexual harassment \(SH\) remains a significant challenge globally and in the UK, with substantial consequences for workers, employers, and the wider economy. New evidence from a large-scale UK study finds that nearly half of all women surveyed report having experienced workplace sexual harassment at some point in their careers, and that harassment generates significant mental health harms, productivity losses, absenteeism, and labour market exits.) /E (Workplace sexual harassment \(SH\) remains a significant challenge globally and in the UK, with substantial consequences for workers, employers, and the wider economy. New evidence from a large-scale UK study finds that nearly half of all women surveyed report having experienced workplace sexual harassment at some point in their careers, and that harassment generates significant mental health harms, productivity losses, absenteeism, and labour market exits.) /Pg 10 0 R /K [1] >> endobj 42 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (The research shows that victims rarely report incidents, often due to fears of retaliation and power imbalances. While public support exists for stronger action, support increases significantly when people receive information about weaknesses in current reporting, enforcement, and redress systems.) /E (The research shows that victims rarely report incidents, often due to fears of retaliation and power imbalances. While public support exists for stronger action, support increases significantly when people receive information about weaknesses in current reporting, enforcement, and redress systems.) /Pg 10 0 R /K [2] >> endobj 43 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (The findings from a survey of 6000 individuals suggest that policymakers should focus on improving the effectiveness of existing protections, strengthening enforcement mechanisms, protecting whistleblowers*, increasing accountability for employers, and improving access to justice for victims.) /E (The findings from a survey of 6000 individuals suggest that policymakers should focus on improving the effectiveness of existing protections, strengthening enforcement mechanisms, protecting whistleblowers*, increasing accountability for employers, and improving access to justice for victims.) /Pg 10 0 R /K [3] >> endobj 44 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (*From 6 April 2026, sexual harassment is explicitly listed as a standalone protected disclosure under UK whistleblowing law via the Employment Rights Act..) /E (*From 6 April 2026, sexual harassment is explicitly listed as a standalone protected disclosure under UK whistleblowing law via the Employment Rights Act..) /Pg 10 0 R /K [4] >> endobj 45 0 obj << /Type /StructElem /S /H3 /P 36 0 R /T (Summary) /E (Summary) /Pg 10 0 R /K [5] >> endobj 46 0 obj << /Type /StructElem /S /H2 /P 36 0 R /T (Perceptions of Workplace Sexual Harassment and Support for Policy Action) /E (Perceptions of Workplace Sexual Harassment and Support for Policy Action) /Pg 10 0 R /K [6] >> endobj 47 0 obj << /Type /StructElem /S /H1 /P 36 0 R /T (Policy Brief) /E (Policy Brief) /Pg 10 0 R /K [7] >> endobj 48 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (October 2026) /E (October 2026) /Pg 10 0 R /K [8] >> endobj 49 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (Independent policy-driven research informed by history, culture and behaviour.) /E (Independent policy-driven research informed by history, culture and behaviour.) /Pg 10 0 R /K [9] >> endobj 50 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [175 0 R 0] /K [10] >> endobj 51 0 obj << /Type /StructElem /S /H3 /P 36 0 R /T (Overview) /E (Overview) /Pg 10 0 R /K [11] >> endobj 52 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (The study arrives at a critical moment following the implementation of the Worker Protection Act \(October 2024\), which introduced a duty on employers to take reasonable steps to prevent workplace sexual harassment, and a strengthening of these protections in the 2025 Employment Rights Act which will come into force from 30th October 2026.) /E (The study arrives at a critical moment following the implementation of the Worker Protection Act \(October 2024\), which introduced a duty on employers to take reasonable steps to prevent workplace sexual harassment, and a strengthening of these protections in the 2025 Employment Rights Act which will come into force from 30th October 2026.) /Pg 10 0 R /K [12 118 0 R 14 16 15] >> endobj 53 0 obj << /Type /StructElem /S /Span /K [13] /Pg 10 0 R /P 118 0 R >> endobj 54 0 obj << /Type /StructElem /S /H5 /P 36 0 R /T (The evidence suggests these reforms are moving in the right direction but should be complemented by stronger enforcement mechanisms and greater support for victims.) /E (The evidence suggests these reforms are moving in the right direction but should be complemented by stronger enforcement mechanisms and greater support for victims.) /Pg 10 0 R /K [17] >> endobj 55 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [176 0 R 0] /K [18] >> endobj 56 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [177 0 R 0] /K [19] >> endobj 57 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [178 0 R 0] /K [20] >> endobj 58 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [179 0 R 0] /K [21] >> endobj 59 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [180 0 R 0] /K [22] >> endobj 60 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [181 0 R 0] /K [23] >> endobj 61 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [182 0 R 0] /K [24] >> endobj 62 0 obj << /Type /StructElem /S /Figure /P 36 0 R /Pg 10 0 R /A [183 0 R 0] /K [25] >> endobj 63 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (www.warwick.ac.uk/cage) /E (www.warwick.ac.uk/cage) /Pg 11 0 R /K [0] >> endobj 64 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (Workplace sexual harassment imposes substantial costs on individuals and organisations. The study finds:) /E (Workplace sexual harassment imposes substantial costs on individuals and organisations. The study finds:) /Pg 11 0 R /K [1] >> endobj 65 0 obj << /Type /StructElem /S /H3 /P 184 0 R /T (45% of women report experiencing workplace sexual harassment at some point in their careers. ) /E (45% of women report experiencing workplace sexual harassment at some point in their careers. ) /Pg 11 0 R /K [2] >> endobj 66 0 obj << /Type /StructElem /S /H3 /P 185 0 R /T (Among victims: ) /E (Among victims: ) /Pg 11 0 R /K [3] >> endobj 67 0 obj << /Type /StructElem /S /H3 /P 186 0 R /T (39% report worse mental health.) /E (39% report worse mental health.) /Pg 11 0 R /K [4] >> endobj 68 0 obj << /Type /StructElem /S /H3 /P 187 0 R /T (48% report reduced ability to perform their job.) /E (48% report reduced ability to perform their job.) /Pg 11 0 R /K [5] >> endobj 69 0 obj << /Type /StructElem /S /H3 /P 188 0 R /T (37% report increased absences.) /E (37% report increased absences.) /Pg 11 0 R /K [6] >> endobj 70 0 obj << /Type /StructElem /S /H3 /P 189 0 R /T (6% report quitting their job. ) /E (6% report quitting their job. ) /Pg 11 0 R /K [7] >> endobj 71 0 obj << /Type /StructElem /S /H3 /P 190 0 R /T (46% of women say they would accept a 10% pay cut to avoid employment in a workplace where a recent harassment incident had occurred.) /E (46% of women say they would accept a 10% pay cut to avoid employment in a workplace where a recent harassment incident had occurred.) /Pg 11 0 R /K [8] >> endobj 72 0 obj << /Type /StructElem /S /H2 /P 37 0 R /T (The policy problem) /E (The policy problem) /Pg 11 0 R /K [9] >> endobj 73 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (The research identifies that although formal protections exist, fear of retaliation, power imbalances, limited legal knowledge, weak enforcement and costly redress discourage victims and witnesses from using them.) /E (The research identifies that although formal protections exist, fear of retaliation, power imbalances, limited legal knowledge, weak enforcement and costly redress discourage victims and witnesses from using them.) /Pg 11 0 R /K [10] >> endobj 74 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (Low reporting should therefore not be interpreted as evidence of low incidence. It may instead reflect the perceived risks and costs of reporting.) /E (Low reporting should therefore not be interpreted as evidence of low incidence. It may instead reflect the perceived risks and costs of reporting.) /Pg 11 0 R /K [11] >> endobj 75 0 obj << /Type /StructElem /S /H1 /P 37 0 R /T (What the evidence shows) /E (What the evidence shows) /Pg 11 0 R /K [12] >> endobj 76 0 obj << /Type /StructElem /S /H1 /P 37 0 R /T (Measurement must be transparent and consistent) /E (Measurement must be transparent and consistent) /Pg 11 0 R /K [13] >> endobj 77 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (The study demonstrates that the numerical estimate of prevalence is sensitive to how sexual harassment is defined. First, the study confirms earlier work in finding that a checklist of specified behaviours yields a higher estimate than a definition that is subjective by construction. Second, the study finds new evidence that estimates under the subjective definition may be sensitive to specifying moderators and to making explicit not only situations that constitute harassment, but also situations that do not. Both approaches capture important aspects of the problem, and be used to provide a range rather than a point estimate:) /E (The study demonstrates that the numerical estimate of prevalence is sensitive to how sexual harassment is defined. First, the study confirms earlier work in finding that a checklist of specified behaviours yields a higher estimate than a definition that is subjective by construction. Second, the study finds new evidence that estimates under the subjective definition may be sensitive to specifying moderators and to making explicit not only situations that constitute harassment, but also situations that do not. Both approaches capture important aspects of the problem, and be used to provide a range rather than a point estimate:) /Pg 11 0 R /K [14] >> endobj 78 0 obj << /Type /StructElem /S /H3 /P 191 0 R /T (a context-sensitive definition captures situations in which a specified conduct creates a harmful work environment, for instance, whether the person apologises and whether it is repeated;) /E (a context-sensitive definition captures situations in which a specified conduct creates a harmful work environment, for instance, whether the person apologises and whether it is repeated;) /Pg 11 0 R /K [15] >> endobj 79 0 obj << /Type /StructElem /S /H3 /P 192 0 R /T (a behaviour checklist helps respondents recall specific incidents and may help them identify relevant conduct that they would otherwise not have labelled as harassment.) /E (a behaviour checklist helps respondents recall specific incidents and may help them identify relevant conduct that they would otherwise not have labelled as harassment.) /Pg 11 0 R /K [16] >> endobj 80 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (These findings demonstrate that workplace sexual harassment is not only an equality issue but also a productivity and economic growth issue. ) /E (These findings demonstrate that workplace sexual harassment is not only an equality issue but also a productivity and economic growth issue. ) /Pg 11 0 R /K [17] >> endobj 81 0 obj << /Type /StructElem /S /H3 /P 37 0 R /T (Policy implication: Government surveys and employer reporting should publish the definition, timeframe, sample selection and measurement method used. Trend comparisons should not combine estimates produced by materially different measures. It can be helpful to provide estimates using more than one definition.) /E (Policy implication: Government surveys and employer reporting should publish the definition, timeframe, sample selection and measurement method used. Trend comparisons should not combine estimates produced by materially different measures. It can be helpful to provide estimates using more than one definition.) /Pg 11 0 R /K [18] >> endobj 82 0 obj << /Type /StructElem /S /Figure /P 37 0 R /Pg 11 0 R /A [193 0 R 0] /K [19] >> endobj 83 0 obj << /Type /StructElem /S /Figure /P 37 0 R /Pg 11 0 R /A [194 0 R 0] /K [20] >> endobj 84 0 obj << /Type /StructElem /S /Figure /P 37 0 R /Pg 11 0 R /A [195 0 R 0] /K [21] >> endobj 85 0 obj << /Type /StructElem /S /Figure /P 37 0 R /Pg 11 0 R /A [196 0 R 0] /K [22] >> endobj 86 0 obj << /Type /StructElem /S /P /P 38 0 R /E (What the evidence shows) /Pg 12 0 R /K [0] >> endobj 87 0 obj << /Type /StructElem /S /H3 /P 38 0 R /T (Harassment is a productivity and labour-market issue) /E (Harassment is a productivity and labour-market issue) /Pg 12 0 R /K [1] >> endobj 88 0 obj << /Type /StructElem /S /P /P 38 0 R /E <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> /Pg 12 0 R /K [2] >> endobj 89 0 obj << /Type /StructElem /S /P /P 38 0 R /E (Policy implication: Workplace harassment policy should be integrated into labour-market, productivity, occupational-health and equality strategies, not treated solely as an HR or conduct issue.) /Pg 12 0 R /K [3] >> endobj 90 0 obj << /Type /StructElem /S /H3 /P 38 0 R /T (The reporting system is not trusted enough) /E (The reporting system is not trusted enough) /Pg 12 0 R /K [4] >> endobj 91 0 obj << /Type /StructElem /S /P /P 38 0 R /E (Only 18% of women who identified as victims in the survey said that they reported sexual harassment to their employer. Fear of retaliation suppresses reporting: reporting was 26% among women who did not fear retaliation, compared with 11% among those who did.) /Pg 12 0 R /K [5] >> endobj 92 0 obj << /Type /StructElem /S /P /P 38 0 R /E <5468652073747564792066696E647320746861742070656F706C65207375627374616E7469616C6C7920756E646572657374696D61746520686F7720736174697366696564207265706F7274657273206172652077697468206F7574636F6D65732C20616E6420746861742074686579206F766572657374696D6174652074686520726F6C65206F662063617265657220706F77657220696D62616C616E6365732E2054686520737475647920616C736F206964656E746966696573206761707320696E2070656F706C6590732061776172656E657373206F66207468656972207269676874732E20466F7220696E7374616E63652C20612071756172746572206F6620616C6C2070656F706C6520646964206E6F74206B6E6F77207468617420746865697220656D706C6F79657220776173206C6961626C6520666F722073657875616C206861726173736D656E7420617420776F726B2C20616E64206D6F7265207468616E2068616C6620696E636F72726563746C792062656C696576656420746861742074686579206D7573742070726F7665206861726173736D656E74206265796F6E6420726561736F6E61626C6520646F756274206F722074686174206861726173736D656E742063616E20696E636C75646520756E696E74656E74696F6E616C206265686176696F7572732E20416C6C206F66207468657365206D697370657263657074696F6E73206D617920636F6E7472696275746520746F206C6F77207265706F7274696E672E> /Pg 12 0 R /K [6] >> endobj 93 0 obj << /Type /StructElem /S /P /P 38 0 R /E (Policy implication: Workplace harassment policy should be integrated into labour-market, productivity, occupational-health and equality strategies, not treated solely as an HR or conduct issue.) /Pg 12 0 R /K [7] >> endobj 94 0 obj << /Type /StructElem /S /H3 /P 38 0 R /T (Information about prevalence and harms is less influential than information about institutional failure) /E (Information about prevalence and harms is less influential than information about institutional failure) /Pg 12 0 R /K [8] >> endobj 95 0 obj << /Type /StructElem /S /P /P 38 0 R /E (Correcting beliefs about prevalence and harms changed beliefs but did not significantly change policy support or reporting- one reason being that, on average, people do not under-estimate prevalence or harms. By contrast, information about gaps in policy enforcement and redress increased support for policy action and willingness to report.) /Pg 12 0 R /K [9] >> endobj 96 0 obj << /Type /StructElem /S /P /P 38 0 R /E (When asked to rank nine legislative policy priorities stated in the Kings Speech of 2024, participants place sexual harassment third, behind immigration and violent crime. The surveys elicited support for six policies including whistleblower protection, restriction of non-disclosure agreements in sexual harassment cases, and quotas for female managers. About 64 to 75% of people supported all policies other than quotas for female managers, which 44% supported. Overall, many people already support action as a matter of principle, but they are galvanized by information indicating why existing arrangements are insufficient in practice. The policy challenge is therefore not simply to make the problem more salient; it is to make the implementation gap visible and actionable.) /Pg 12 0 R /K [10] >> endobj 97 0 obj << /Type /StructElem /S /Figure /P 38 0 R /Pg 12 0 R /A [197 0 R 0] /K [11] >> endobj 98 0 obj << /Type /StructElem /S /Figure /P 38 0 R /Pg 12 0 R /A [198 0 R 0] /K [12] >> endobj 99 0 obj << /Type /StructElem /S /Figure /P 38 0 R /Pg 12 0 R /A [199 0 R 0] /K [13] >> endobj 100 0 obj << /Type /StructElem /S /Figure /P 38 0 R /Pg 12 0 R /A [200 0 R 0] /K [14] >> endobj 101 0 obj << /Type /StructElem /S /Figure /P 38 0 R /Pg 12 0 R /A [201 0 R 0] /K [15] >> endobj 102 0 obj << /Type /StructElem /S /H2 /P 39 0 R /T (www.warwick.ac.uk/cage) /E (www.warwick.ac.uk/cage) /Pg 13 0 R /K [0] >> endobj 103 0 obj << /Type /StructElem /S /H1 /P 39 0 R /T (What this means for employer sexual harassment policies) /E (What this means for employer sexual harassment policies) /Pg 13 0 R /K [1] >> endobj 104 0 obj << /Type /StructElem /S /H2 /P 39 0 R /T (Workplace sexual harassment remains widespread and economically costly. Although many people already support stronger action, this research shows that public support grows most when people understand how existing protections fail victims. The UK's policy priority should therefore shift from raising awareness of the problem to improving the effectiveness of reporting, enforcement, and redress systems. ) /E (Workplace sexual harassment remains widespread and economically costly. Although many people already support stronger action, this research shows that public support grows most when people understand how existing protections fail victims. The UK's policy priority should therefore shift from raising awareness of the problem to improving the effectiveness of reporting, enforcement, and redress systems. ) /Pg 13 0 R /K [2] >> endobj 105 0 obj << /Type /StructElem /S /H2 /P 39 0 R /T (This study does not evaluate the effectiveness of alternative policies- in fact it sets out for survey respondents the potential pros and cons of each policy that is discussed. What this study contributes is a discussion of the policy landscape and responses from a large survey of UK citizens on the experiences of victims with the existing policy framework. It additionally provides evidence on how a wider set of people view specified policies relevant to sexual harassment. ) /E (This study does not evaluate the effectiveness of alternative policies- in fact it sets out for survey respondents the potential pros and cons of each policy that is discussed. What this study contributes is a discussion of the policy landscape and responses from a large survey of UK citizens on the experiences of victims with the existing policy framework. It additionally provides evidence on how a wider set of people view specified policies relevant to sexual harassment. ) /Pg 13 0 R /K [3] >> endobj 106 0 obj << /Type /StructElem /S /H1 /P 39 0 R /T (Further information) /E (Further information) /Pg 13 0 R /K [4] >> endobj 107 0 obj << /Type /StructElem /S /H1 /P 39 0 R /T (Contact the researchers) /E (Contact the researchers) /Pg 13 0 R /K [5] >> endobj 108 0 obj << /Type /StructElem /S /H2 /P 202 0 R /T (Sonia Bhalotra and Matthew Ridley 2026. Perceptions of Workplace Sexual Harassment and Support for Policy Action. Forthcoming, Journal of Political Economy, CAGE Working Paper No. 797/2026, 91Ӱƽ) /E (Sonia Bhalotra and Matthew Ridley 2026. Perceptions of Workplace Sexual Harassment and Support for Policy Action. Forthcoming, Journal of Political Economy, CAGE Working Paper No. 797/2026, 91Ӱƽ) /Pg 13 0 R /K [6 119 0 R 8] >> endobj 109 0 obj << /Type /StructElem /S /Span /K [7] /Pg 13 0 R /P 119 0 R >> endobj 110 0 obj << /Type /StructElem /S /H2 /P 39 0 R /T (Matthew Ridley, 91Ӱƽ: matthew.ridley@warwick.ac.uk) /E (Matthew Ridley, 91Ӱƽ: matthew.ridley@warwick.ac.uk) /Pg 13 0 R /K [9] >> endobj 111 0 obj << /Type /StructElem /S /H2 /P 39 0 R /T (Sonia Bhalotra, 91Ӱƽ: sonia.bhalotra@warwick.ac.uk) /E (Sonia Bhalotra, 91Ӱƽ: sonia.bhalotra@warwick.ac.uk) /Pg 13 0 R /K [10] >> endobj 112 0 obj << /Type /StructElem /S /H2 /P 39 0 R /T (Independent policy-driven research informed by history, culture and behaviour.) /E (Independent policy-driven research informed by history, culture and behaviour.) /Pg 13 0 R /K [11] >> endobj 113 0 obj << /Type /StructElem /S /Figure /P 39 0 R /Pg 13 0 R /A [203 0 R 0] /K [12] >> endobj 114 0 obj << /Type /StructElem /S /Figure /P 39 0 R /Pg 13 0 R /A [204 0 R 0] /K [13] >> endobj 115 0 obj << /Type /StructElem /S /Figure /P 39 0 R /Pg 13 0 R /A [205 0 R 0] /K [14] >> endobj 116 0 obj << /Type /StructElem /S /Figure /P 39 0 R /Pg 13 0 R /A [206 0 R 0] /K [15] >> endobj 117 0 obj << /Type /StructElem /S /Figure /P 39 0 R /Pg 13 0 R /A [207 0 R 0] /K [16] >> endobj 118 0 obj << /Type /StructElem /S /Link /P 52 0 R /Alt (strengthening of these protections in the 2025 Employment Rights Act) /Pg 10 0 R /K [53 0 R 208 0 R 209 0 R] >> endobj 119 0 obj << /Type /StructElem /S /Link /P 108 0 R /Alt (Perceptions of Workplace Sexual Harassment and Support for Policy Action) /Pg 13 0 R /K [109 0 R 210 0 R 211 0 R] >> endobj 120 0 obj << /Title (October 2026) /Dest [10 0 R /Fit] /Parent 17 0 R /Next 212 0 R >> endobj 121 0 obj << /Title (The policy problem) /Dest [11 0 R /Fit] /Parent 17 0 R /Prev 212 0 R /First 213 0 R /Last 214 0 R /Count -11 >> endobj 122 0 obj << /Title (What the evidence shows) /Dest [11 0 R /Fit] /Parent 7 0 R /Prev 17 0 R /Next 215 0 R >> endobj 123 0 obj << /Title (Further information) /Dest [13 0 R /Fit] /Parent 7 0 R /Prev 216 0 R /First 217 0 R /Last 217 0 R /Count -1 /Next 18 0 R >> endobj 124 0 obj << /Title (Matthew Ridley, 91Ӱƽ: matthew.ridley@warwick.ac.uk) /Dest [13 0 R /Fit] /Parent 18 0 R /Next 218 0 R >> endobj 125 0 obj << /Title (www.warwick.ac.uk/cage) /Dest [13 0 R /Fit] /Parent 18 0 R /Prev 219 0 R >> endobj 126 0 obj << /ca 1 /BM /Normal >> endobj 127 0 obj << /Type /ExtGState /ca 0.0 >> endobj 128 0 obj << /G3 126 0 R /G11 220 0 R /G14 221 0 R >> endobj 129 0 obj << /Length 107 /Type /XObject /Subtype /Form /Resources << /ProcSet [/PDF /Text /ImageB /ImageC /ImageI] /ExtGState 222 0 R >> /BBox [0 0 2482 213] /Group 223 0 R /Filter /FlateDecode >> stream xm;0E`vPDE BQPİRSxZTP- 5Jb`[эmy'i}27> /BBox [0 0 992 98] /Group 225 0 R /Filter /FlateDecode >> stream xm10 FݧO`صEC{104:u彈5jW\j`Mc>MՋ-`ۨۛk;uOƞI/J=}zV endstream endobj 131 0 obj << /Length 112 /Type /XObject /Subtype /Form /Resources << /ProcSet [/PDF /Text /ImageB /ImageC /ImageI] /ExtGState 226 0 R >> /BBox [0 0 19 98] /Group 227 0 R /Filter /FlateDecode >> stream xm=@~N`agTB(p1tӼ&R+EEU$cyrPX5zܧluaRwik},;@E 1 'tq endstream endobj 132 0 obj << /Length 155 /Type /XObject /Subtype /Form /Resources << /ProcSet [/PDF /Text /ImageB /ImageC /ImageI] /ExtGState 228 0 R /XObject << /X10 229 0 R >> >> /BBox [0 0 819 821] /Group 230 0 R /Filter /FlateDecode >> stream xmN; 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It may instead reflect the perceived risks and costs of reporting.) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 213 0 R /Next 351 0 R >> endobj 305 0 obj << /Title (46% of women say they would accept a 10% pay cut to avoid employment in a workplace where a recent harassment incident had occurred.) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 352 0 R /Next 214 0 R >> endobj 306 0 obj << /Title (The study demonstrates that the numerical estimate of prevalence is sensitive to how sexual harassment is defined. First, the study confirms earlier work in finding that a checklist of specified behaviours yields a higher estimate than a definition that is subjective by construction. Second, the study finds new evidence that estimates under the subjective definition may be sensitive to specifying moderators and to making explicit not only situations that constitute harassment, but also situations that do not. Both approaches capture important aspects of the problem, and be used to provide a range rather than a point estimate:) /Dest [11 0 R /Fit] /Parent 215 0 R /Next 353 0 R >> endobj 307 0 obj << /Title (Information about prevalence and harms is less influential than information about institutional failure) /Dest [12 0 R /Fit] /Parent 215 0 R /Prev 354 0 R >> endobj 308 0 obj << /Title (Workplace sexual harassment remains widespread and economically costly. Although many people already support stronger action, this research shows that public support grows most when people understand how existing protections fail victims. The UK's policy priority should therefore shift from raising awareness of the problem to improving the effectiveness of reporting, enforcement, and redress systems.) /Dest [13 0 R /Fit] /Parent 216 0 R /Next 309 0 R >> endobj 309 0 obj << /Title (This study does not evaluate the effectiveness of alternative policies- in fact it sets out for survey respondents the potential pros and cons of each policy that is discussed. What this study contributes is a discussion of the policy landscape and responses from a large survey of UK citizens on the experiences of victims with the existing policy framework. 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The study finds:) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 304 0 R /Next 392 0 R >> endobj 352 0 obj << /Title (6% report quitting their job.) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 393 0 R /Next 305 0 R >> endobj 353 0 obj << /Title (a context-sensitive definition captures situations in which a specified conduct creates a harmful work environment, for instance, whether the person apologises and whether it is repeated;) /Dest [11 0 R /Fit] /Parent 215 0 R /Prev 306 0 R /Next 394 0 R >> endobj 354 0 obj << /Title (The reporting system is not trusted enough) /Dest [12 0 R /Fit] /Parent 215 0 R /Prev 395 0 R /Next 307 0 R >> endobj 355 0 obj << /Type /FontDescriptor /FontName /AAAAAA+OpenSans-Bold /Flags 4 /Ascent 1068.84766 /Descent -292.96875 /StemV 83.984375 /CapHeight 713.86719 /ItalicAngle 0 /FontBBox [-619.14063 -292.96875 1318.84766 1068.84766] /FontFile2 396 0 R >> endobj 356 0 obj << /Registry (Adobe) /Ordering (Identity) /Supplement 0 >> endobj 357 0 obj << /Type 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(Adobe) /Ordering (Identity) /Supplement 0 >> endobj 389 0 obj << /Title (Workplace sexual harassment \(SH\) remains a significant challenge globally and in the UK, with substantial consequences for workers, employers, and the wider economy. New evidence from a large-scale UK study finds that nearly half of all women surveyed report having experienced workplace sexual harassment at some point in their careers, and that harassment generates significant mental health harms, productivity losses, absenteeism, and labour market exits.) /Dest [10 0 R /Fit] /Parent 348 0 R /Next 413 0 R >> endobj 390 0 obj << /Title (*From 6 April 2026, sexual harassment is explicitly listed as a standalone protected disclosure under UK whistleblowing law via the Employment Rights Act..) /Dest [10 0 R /Fit] /Parent 348 0 R /Prev 414 0 R >> endobj 391 0 obj << /Title (The evidence suggests these reforms are moving in the right direction but should be complemented by stronger enforcement mechanisms and greater support for victims.) /Dest [10 0 R /Fit] /Parent 303 0 R /Prev 349 0 R /Next 350 0 R >> endobj 392 0 obj << /Title (45% of women report experiencing workplace sexual harassment at some point in their careers.) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 351 0 R /Next 415 0 R >> endobj 393 0 obj << /Title (37% report increased absences.) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 416 0 R /Next 352 0 R >> endobj 394 0 obj << /Title (a behaviour checklist helps respondents recall specific incidents and may help them identify relevant conduct that they would otherwise not have labelled as harassment.) /Dest [11 0 R /Fit] /Parent 215 0 R /Prev 353 0 R /Next 417 0 R >> endobj 395 0 obj << /Title (Harassment is a productivity and labour-market issue) /Dest [12 0 R /Fit] /Parent 215 0 R /Prev 418 0 R /Next 354 0 R >> endobj 396 0 obj << /Length 5842 /Length1 8616 /Filter /FlateDecode >> stream xY |յ?w|Wvfwv7$;nI%ߐ$!1Bڀ "L>-R> MU_y>Tk5)?vzg7!lf=sΜ? 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While public support exists for stronger action, support increases significantly when people receive information about weaknesses in current reporting, enforcement, and redress systems.) /Dest [10 0 R /Fit] /Parent 348 0 R /Prev 389 0 R /Next 414 0 R >> endobj 414 0 obj << /Title (The findings from a survey of 6000 individuals suggest that policymakers should focus on improving the effectiveness of existing protections, strengthening enforcement mechanisms, protecting whistleblowers*, increasing accountability for employers, and improving access to justice for victims.) /Dest [10 0 R /Fit] /Parent 348 0 R /Prev 413 0 R /Next 390 0 R >> endobj 415 0 obj << /Title (Among victims:) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 392 0 R /Next 419 0 R >> endobj 416 0 obj << /Title (48% report reduced ability to perform their job.) /Dest [11 0 R /Fit] /Parent 121 0 R /Prev 419 0 R /Next 393 0 R >> endobj 417 0 obj << /Title (Policy implication: Government surveys and employer reporting should publish the definition, timeframe, sample selection and measurement method used. 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