Prevention of workplace harassment
The analysis does not stop at measuring the phenomenon but invites strategic reflection on how to build professional environments based on respect and prevention, going beyond simply reacting to isolated incidents. As Rosario Rasizza, President of Assosomm and CEO of Openjobmetis, noted, “Employment Agencies […] are on the front line not only in ensuring hiring compliance, but also, through daily dialogue with companies, in creating an inclusive and harmonious work environment, where there is no place for harassment.”
According to the report, 13.5% of women aged 15 to 70—almost 1.9 million people—have experienced sexual harassment in the workplace at some point in their lives. In the last three years, approximately 5 out of 100 female workers have experienced physical, verbal, or psychological harassment.
The survey also highlighted the prevalence of sexual blackmail used to obtain a job or career advancement, affecting over 2 million women. For half of the victims, this meant losing a work opportunity due to dismissal, failure to hire, or resignation.
The Delphi survey conducted by 6Libera, Censis, and Assosomm reveals a contradictory picture: 75.8% of companies recognize the seriousness of the problem, but only 26.2% have adopted a written prevention policy. Specific training remains the exception: 64.6% of companies never provide it, while only 13.8% offer it regularly.
Protection and reporting tools are also lacking: more than half of companies do not have anonymous reporting channels, and 52% have no procedures to protect those who report harassment from possible retaliation. Only 16.9% of the sample provides psychological support for victims. On the employees’ side, the situation is no more encouraging: 86.4% of women report not having a point of contact to turn to, and 70% would not know how to act in the event of harassment.
The report emphasizes that prevention cannot be limited to adopting policies; it requires a cultural change supported by continuous training and dialogue. In this direction, 6Libera launched a pilot project in 2024 with FAPI (Training Fund for SMEs), approved by Confapi, CGIL, CISL, and UIL, to reward training initiatives dedicated to protection and awareness of violence and harassment in the workplace. In just nine months, €700,000 was invested, 3,500 hours of training were provided, and over 12,000 workers were reached—a concrete signal of the growing demand for prevention tools and the willingness of many companies to act.
Combating violence and harassment also means promoting women’s economic independence, a crucial condition for self-determination and protection from abuse. As highlighted by research promoted by Herconomy – Henkel, stereotypes limiting equitable access to economic resources remain widespread, often linked to the idea that certain responsibilities are “for men.”
These differences emerge from childhood: in financial education, expectations, and the way children are encouraged to build their futures. Combating these inequalities requires challenging deeply rooted cultural models, including in language and professional training. Only then will it be possible to build a society where workplaces are safer, fairer, and more inclusive.