Sexual Harassment in the Workplace: Where Were the Unions?

Unions have a mixed record when it comes to fighting sexual harassment, especially in cases that involve harassment by union members. Union responses to sexual harassment have been shaped by their position in labor markets that remain highly segmented by gender and race, with male-dominated unions playing a passive role vis-à-vis female targets of sexual harassment, and too often siding with male harassers. Those responses have also been shaped by a legacy of sexism within the labor movement, and exclusion of women from the formal labor market, and from unions, and by a distinctive form of feminism exercised by women inside the labor movement, which focuses on women’s economic situation rather than on other social factors that keep women down. In the wake of the #MeToo movement, some unions faced their own internal harassment scandals. Several unions have since adopted internal codes of conduct, and other approaches to better address harassment internally, and on the shop floor. While codes of conduct are an important element in changing the culture that permits harassment to persist, they are not enough. By authentically focusing on sexual harassment, unions would connect to the experiences of women in all workplaces. They would also increase their chances of growing. Unions remain the most powerful voice for working people in America, and the best vehicle to create a transparent, accessible system that empowers those who suffer harassment in the workplace to stand up collectively and individually against violators. The moment demands intentional, well-resourced, genuine efforts from unions to do better. This article offers modest suggestions that unions could easily adopt