
Not only media employees suffer from harassment and sexual harassment at work. It’s just that stories from other areas are less likely to seep on social networks. We decided to make a common picture . At the request of The Bell, Headhunter and Superjob services interviewed employees of companies of different sizes from different areas. We discussed the data obtained with participants in the rating of the best employers in Russia, lawyers, HR consultants and the victims themselves.
The SuperJOB recruiting service has been doing polls about the harassment and harassment at work for many years. The results may be surprised: in 2011, 12% of respondents came across a Harassment from the leadership, in 2020-5%. Natalya Golovanova, head of the research center for the search for high -paying Superjob work, believes that the whole thing is in the “public discussion of the problem and the courage of the victims that openly tell about the situation”. But the matter is clearly not only in the #Metoo movement.
It is very difficult to measure the scale of problems in corporate Russia, because many still put an equal sign between the Harassment and sexual violence.

When ordering a study by the HeadHunter service, we asked to use a wide definition of harassment, which boils down to any undesirable action of a sexual nature, and give the respondents the opportunity to tell what exactly they came across or their colleagues.

Impressed by the case of Sberbank’s employee, we also asked representatives of companies from the rating of the best employers of Russia according to Forbes to tell if they have formal procedures for combating a harassment.
Participants in this TOP-10 and five more popular companies with a large staff received questions. Apart from Sberbank (8th place), the commentary of which is presented above, only ALROSA (7th place) Severstal (14th), Tinkoff Bank (25th) and Yandex (4th) answered.
You can familiarize yourself with the answers here , but in short - the internal codes of companies, if they are, as a rule, prohibit discrimination on the sexual basis, and their authors do not deepen into the details.

The HR specialists with whom we talked, argue that the harassment is flourishing where there is discrimination, and in Russian companies this is a common phenomenon.
“The company wants to close the CFO position, we present options: two men, two women, all competent. And they say to me in direct text: “Listen, the men are excellent, but why did you bring us women?” -recalls the co-founder of the Careerspace service Arina Egorova, who was formed in the past by the selection of top managers.
The global ambitions of the Russian company do not guarantee that there will be no discrimination and harassment in it. Confirmation - Case Svetlana Lokhova from the London division of Sberbank CIB, which in 2015 did not have $ 4.6 million per injury to the company. Lokhova got a job in the Sberbank CIB shares in 2011 and was the only woman in the team, and already at the beginning of 2012 she went on vacation due to a nervous breakdown-according to Lokhova, her male colleagues were constantly mocking her, calling the “psychoval cocaine”, “who went” and simply “bitch” in conversations with each other.
But finding similar examples is almost unrealistic. Usually the victims have to quit silently. In the most advanced companies, at best, the HR service is trying to reconcile the parties to the conflict-if this is impossible, and the person’s fault is obvious, they are trying to agree on dismissal by agreement of the parties with compensation. “The EICHARs are afraid of these things as fire, because it is necessary to react somehow, but there are no worked out mechanisms,” says Alena Vladimirskaya HR consultant. But she says that large companies have been seriously concerned about the theme of Harassment recently. She was already asked to find lawyers who would analyze conflicts - to hiring, however, did not reach.

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Article 133 appeared in the Criminal Code in 1996. But, according to lawyers, it is almost impossible to hold accountable for it: it is very difficult to prove the fact of “compulsion” to sex, and often the harassment does not take the form of direct compulsion, explains Ekaterina Tyakai, a partner of the PEN & PEPER lawyer college.

The main conclusion of our study - no prevailing corporate ethics on the issues of harassment in the broad sense of the word - no. But this does not mean that the tools and relatively successful examples of proceedings are absent at all. One of these examples we cite in our study: the full text is on the site.
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