This lesson explains how to report workplace harassment, the channels to use, the information to provide, and the importance of timely, factual reporting while preserving confidentiality.
Reporting Harassment: Channels, Timing, and Information to Gather
This lesson explains how to report workplace harassment, the channels to use, the information to provide, and the importance of timely, factual reporting while preserving confidentiality.

Overview and Channels

Reporting harassment starts the process. Employees may report to human resources, a direct supervisor, an ethics or compliance office, or a confidential harassment helpline. In urgent cases, involve security or an external body if required by policy. Timeliness supports a faster, fairer resolution.

What to Include in Your Report

Include who was involved, what happened, when and where it occurred, and who witnessed it. Attach or describe any evidence such as emails, messages, or screenshots. Describe the impact on you or others, sticking to facts rather than assumptions.

Confidentiality and Non Retaliation

Information shared in reporting is kept confidential to the extent possible. Access is limited to those involved in the investigation and necessary parties. The policy prohibits retaliation against anyone who reports or participates in an investigation.

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