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About Our Research

WHAT CAN YOU TELL US ABOUT THE SAMPLE?

Our opt-in survey was conducted via convenience sampling (see below) between January and March 2019. MaineCanDo and our partner organizations sent email invitations to email and newsletter subscribers inviting opt-in participation into the survey. PanAtlantic reports that the response rate yielded margins of sampling error of ±5.6% (employees) and ±6.7% (employers).

The data incorporates the experiences of working Mainers from all walks of life.  Respondents ranged from as young as 18 to older than 65, from volunteers and interns to directors and executives, and across a tremendous variety of sectors, including education, construction, hospitality, agriculture, medicine, and many more.
 
Geographically, responses came from all 16 Maine counties. The distribution of the sample roughly matches the working population of Maine, with about half of employee and employer respondents based in Cumberland and York counties and the other half distributed throughout the rest of the state.

Potential sources of bias in this sample include a high number of women among employee respondents (76.2%) and the fact that employees who have experienced sexual harassment in the workplace may have been more likely (or unlikely, in the case of trauma or concerns about anonymity) to respond to the survey.

​For more information about our survey methodology and information about survey respondents, please download the complete study below.

Can I see the surveys?

You can download the survey instruments here: 

Employee survey

Employer Survey

WHAT IS A CONVENIENCE SAMPLE?

​A convenience sample is one of the main types of non-probability sampling methods. A convenience sample is made up of people who are easy to reach (ex. a pollster interviews shoppers at a local mall).

In this case, our sample is a subset of the email lists of the MaineCanDo partners - specifically the MaineTechnology Institute, Coastal Enterprises Inc, Maine Association of Nonprofits, The Maine Venture Fund, and those who took the MaineCanDo pledge. 

Because this study was not random sampling, we do not claim it to be 100% representative of the larger population of employees and employers in the state of Maine, as convenience samples can contain bias. 
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We hope that this initiative will help other organizations with larger budgets to prioritize an ongoing study of these findings. ​

So What? Now What? 

Those are some of our favorite questions!

So What? 
Our research underscores that workforce harassment is a workforce epidemic that (still) exists in our own backyard. It suggests that collectively we can do better in terms of encouraging survivors and bystanders to report incidents and to remain vigilant against retaliation. 

Simply put, the task to make real change in this new era still lies ahead of us. We need to encourage reporting, reduce retaliation and ensure a fair process for both the survivor and accused - because once we can name it, understand it, and track it, we'll be better at eradicating it. 

Now What? 
Admittedly there are no silver bullets here, just a need to lean in and continue to have the difficult conversations.  Some thought starters: 

• Download our check lists and audit your organization. 
• Download our sexual harassment policy and make it your own. 
• Ask women, minorities, and younger workers how to ensure a more safe, fair, and equal workplace. 
• Ask employees how a fair investigation and restorative justice process should look. 
• Prompt honest dialogues between the sexes to break down the stereotypes that limit the way we interact. 
• Engage senior and influential men with a history of supporting inclusion and diversity issues to help lead the change. 
• Check out how some of our member organizations are addressing this question below. 

How was sexual harassment defined in the survey?

We used the legal definition of the term sexual harassment in the survey. Here is the exact language that was used in the survey instruments (both of which can be downloaded in their entirety above.)

Sexual harassment is against state and federal law and includes unwanted sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature which threatens job security, working conditions, or advancement opportunities. 
Sexual harassment can be perpetrated by any gender or sexual orientation against any gender or sexual orientation. The two major categories of sexual harassment in federal and state law include quid pro quo harassment and harassment which creates a “hostile work environment".

Quid pro quo harassment is when a job, promotion or other professional benefit is conditioned on the individual’s submission to sexual advances or other conduct or when such benefits are denied because the individual refused to submit to sexual request(s).

A hostile work environment is created when unwelcome verbal, physical or visual conduct is severe or pervasive, and creates an intimidating, hostile, or offensive work environment or interferes with work performance. Employees may experience this kind of sexual harassment even if the offensive conduct was not directed toward them.

Examples of sexual harassment include:
• Making sexually explicit or derogatory comments or jokes, either verbally or via email.
• Inappropriate touching or groping
• Questions about sex life or relationships
• Sexually suggestive looks, leers, noises, gestures
• Pictures, cartoons, screen savers
• Forwarding sexual material via e-mail or text
• Texting sexually explicit text or images

​So What & Now What...

Our partners #CanDo. Here is a sampling of next steps that will reach over 3,000 organizations across the state of Maine.

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“The results of this survey should help guide meaningful strategies to foster respectful, safe, and inclusive workplace cultures. At MTI, the results have already led to staff-wide training on unconscious bias to improve organizational culture, increase awareness, and to inform better decision-making.  Additionally, we are now collecting new demographic information from our applicants to better understand who we are serving and what populations remain under-represented.”
​- Brian Whitney, President of the Maine Technology Institute

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“CEI is sharing the MaineCanDo sexual harassment prevention resources with the over 2,000 businesses we finance and advise on an annual basis. Internally, CEI is building on existing HR practices and in-person staff sexual harassment training, incorporating best practices, such as making sure everyone knows the steps they can take if they witness inappropriate behavior.” 
​- Betsy Biemann, CEO of CEI

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“At MANP, we are committed to sharing this important information with our 950+ nonprofit members across the state. All Maine nonprofits, which represent 1 in 6 Maine workers, should have the tools and resources they need to set the tone within their organizations and support employees in harassment-free workplaces. We will integrate this education at in-person convenings, through our communications channels, and in our literature.” 
​- Jennifer Hutchins, President of MANP & founding member MaineCanDo

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“We are so grateful for this research which gives voice to victims of sexual harassment and that reflects what Maine’s sexual assault support centers are hearing from victims in Maine. We hope that victims of sexual harassment know that Maine’s sexual assault support centers are available 24-7 as a free confidential resource to receive support and discuss their options (1-800-871-7741).  In addition, those agencies are available to support workplaces in their communities to provide training and resources as they work to improve their office cultures. At MECASA, we are committed to continuing to work on statewide public policy solutions to address sexual harassment with partners like the Maine Human Rights Commission.”
​- Elizabeth Ward Saxl, Maine Coalition Against Sexual Assault (MECASA) & founding Member of MaineCanDo

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  "It is important for startup and growing businesses to understand the negative impact of sexual harassment on workplace productivity, culture, and success. This research indicates that sexual harassment is impacting people of all genders negatively in Maine, and at very prevalent rates. I have integrated these key findings, along with information and resources from www.mainecando.org, into curriculum for my venture creation and triple bottom line business classes. Ensuring that the workplace is free from sexual harassment is an important social responsibility of business. Education provides a good platform to inform and facilitate these critical discussions."
- Richard Bilodeau, Lecturer of Entrepreneurship and Sustainable Business, University of Southern Maine

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 “These survey answers are a wake up call. This new knowledge can spur more Maine-based enterprises to rethink their workplace cultures. Having a written policy and conducting training is just the beginning. Empower bystanders to speak up. Have more women in senior roles. Colleagues, bosses, funders, grantees all need to understand and talk publicly about our roles in the various power dynamics at work if we are going to change systems.”
​- Christen Graham, President of Giving Strong, Inc. & founding Member of MaineCanDo