What must you do to report sexual harassment?

What must you do to report sexual harassment?

• A. Document the incident(s) on paper (report)
• B. Notify HR only
• C. Confront the harasser
• D. Ignoring the behavior

Answer: (A)

Recording a written report of what happened is the essential first step in reporting sexual harassment. It captures the details while they’re fresh: dates and times, locations, people involved, exact words or actions, and any witnesses or evidence. Having this written record makes the report credible and gives HR or investigators concrete information to act on. After you document, submit it through the organization’s official channels (HR, a supervisor, or the designated reporting system) and follow the required procedures. Confronting the harasser directly isn’t appropriate and can worsen the situation, and ignoring it allows the behavior to continue and does not trigger an investigation. Merely notifying HR without documentation may be part of the process, but a complete report typically requires a written account to start the formal investigation.

Recording a written report of what happened is the essential first step in reporting sexual harassment. It captures the details while they’re fresh: dates and times, locations, people involved, exact words or actions, and any witnesses or evidence. Having this written record makes the report credible and gives HR or investigators concrete information to act on. After you document, submit it through the organization’s official channels (HR, a supervisor, or the designated reporting system) and follow the required procedures. Confronting the harasser directly isn’t appropriate and can worsen the situation, and ignoring it allows the behavior to continue and does not trigger an investigation. Merely notifying HR without documentation may be part of the process, but a complete report typically requires a written account to start the formal investigation.