Millions of women around the world experience violence and harassment, including on the job. It's a widespread public health problem that harms both workers and employers. Fortunately, business leaders can take steps to prevent workplace violence and create safer workplaces.

To mark the International Day for the Elimination of Violence Against Women on Nov. 25, we're exploring how violence affects workers, why it matters for business performance, and what employers can do to make workplaces safer — for women and for everyone.

Women Face Violence and Harassment on the Job

Women experience physical, psychological, and sexual harassment and violence in workplaces in every industry. And harm can happen anywhere that work happens — at a work conference, during a Zoom chat, on a client trip, at a team happy hour, or on the morning commute.

Research from the International Labor Organization (ILO) shows that more than one in five workers have experienced some form of violence or harassment at work. One in four women have faced sexual violence. Workplace violence affects all genders, but young women, migrant women, and those working in the informal economy face an especially high risk of sexual or psychological violence.

Some sectors are particularly high risk for women, including health care and social assistance, garment and textile factories, mining, education, retail, hospitality, and male-dominated fields such as construction and law enforcement. And as the recent groping incident involving Mexico's President Claudia Sheinbaum showed, women in visible leadership roles and public-facing jobs are also vulnerable.

Despite the scale of the problem, cases are routinely underreported. Fear of retaliation, shame, stigma, uncertainty about being believed, concerns about being blamed, and worries about job security all contribute to silence.

Workplace Violence Affects Everyone

Workplace violence doesn't just harm the people who experience it; it ripples across teams, organizations, and the entire workforce.

At the team level, research shows that experiencing, witnessing, or even hearing about violence or harassment makes workers feel less safe, lowers morale and job satisfaction, disrupts productivity, and pushes women out of roles and industries they've worked hard to enter.

At the organizational level, workplace violence erodes trust, weakens safety culture, and damages credibility. And on a national and global scale, these harms limit women's ability to participate fully in the workforce, widening gender gaps and deepening labor shortages.

Yet many workers say their employers don't provide clear information about workplace violence, nor offer reporting systems that people feel safe using. And women in low-wage jobs, gig work, informal labor, or temporary roles often lack any legal protections.

As employers work to attract and retain talent, strengthen business performance, and build workplaces where people can thrive, preventing workplace violence and harassment must become a top priority.

How To Build a Safer Workplace

To help employers build safer workplaces, we turned to HAA advisor Dr. Ranit Mishori, who oversees health and safety programs for the World Bank Group and regularly advises international bodies on health equity and human rights.

"Addressing violence at work is not a single-unit issue," Dr. Mishori said. "It is an organizational responsibility that requires coordination across health and safety teams, human resources, ethics offices, and senior leadership."

Drawing on international guidance and standards, Dr. Mishori shared practical steps employers can take to prevent workplace bullying, harassment, and aggression:

1. Name workplace violence as a health and safety issue.
   ‍Acknowledge that violence and harassment are occupational hazards — not personal problems — and include them in enterprise risk frameworks and leadership dashboards.
2. Align with international standards.
   ‍Ensure all workers — full-time staff, volunteers, contractors, and trainees — are protected from physical, psychological, and sexual violence. Consider referencing international frameworks, such as ILO Convention 190 and ISO 45003, alongside any applicable industry or local standards. Aim to adopt the strongest protections available to ensure consistency and fairness across your organization.
3. ‍Assess and act.
   ‍Conduct a psychosocial risk assessment to identify high-risk roles, teams, or sites. Integrate findings into prevention and control plans, just as you would with any other safety hazard.
4. ‍Strengthen reporting and response.
   ‍Establish confidential, trauma-informed, and accessible channels for reporting. Communicate them widely, enforce accountability, and track time-to-resolution.
5. ‍Integrate into job creation and procurement.
   ‍Make violence prevention and worker well-being part of job creation programs, contracts, and supply chains.
6. ‍Support recovery.
   Ensure access to occupational and mental health support, flexible accommodations, and safe return-to-work options.
7. ‍Model civility and accountability.
   Leaders set the tone. Demonstrate respect in every interaction, hold all levels accountable, and make safety and dignity visible leadership priorities.

When employers take steps to prevent violence and harassment, all workers — not just women — are healthier, happier, and more productive, paving the way for businesses to thrive. A safer workforce is a stronger workforce.

Free Resources To Support Women's Health at Work

Addressing the gap in women's health can improve the lives of half the workforce, boost the bottom line for business, and bolster the global economy by $1 trillion per year by 2040.

As the most trusted institution in America, employers can be a catalyst for change. Check out the Health Action Alliance's employer resources to support women’s health.