Sexual Harassment Prevention

It is critical that every industry and workplace address sexual harassment. Each year, around 12,000 cases¹ are reported to the U.S. Equal Employment Opportunity Commission (EEOC) and, yet, according to the EEOC, the issue is highly underreported with roughly three out of four individuals who experienced harassment never even talking toa supervisor, manager or union representative about the harassing conduct. ²

The agricultural industry needs to pay particular attention to the issue because it includes most characteristics of employment situations associated with high rates of harassment, according to the Institute for Women’s Policy Research³, including:

• working in an isolated context;
• lacking legal immigration status or having only a temporary work visa;
• working in a male-dominated job; and
• working in a setting with significant power differentials.

These high-risk workplace characteristics are likely reflected in the findings of studies held specifically with female farmworkers. One study of 150 women of Mexican descent working in the fields in California’s Central Valley found that 80% of respondents said they had experienced some form of sexual harassment.⁴ A similar study conducted by the University of Washington, reports that 75% of participants shared a personal account or another woman’s story of being sexually harassed at work.⁵

A task force from the EEOC notes the compelling business case for stopping and preventing harassment, beyond the legal costs which are often the direct costs that come to mind. In addition to the severe mental, physical and economic harm to victims, harassment affects all workers and has a negative impact on productivity, employee turnover and brand reputation. As an industry dealing with a labor shortage and a tight bottom line, there are compelling business reasons for agricultural companies to make sexual harassment prevention a top priority.

How the EFI Model Reinforces a Zero Tolerance Policy

According to the California Department of Fair Employment and Housing, the single most important factor in predicting sexual harassment is the organizational climate of the workplace. Workplaces that promote cultures of respect are less likely to have sexual harassment occur.

Third-party evaluation has found that the EFI Program advances profound self-reinforcing culture shifts at farming operations, leading to a collaborative and respectful work environment, an engaged workforce and stronger relationships between employees and with management based on effective communication, trust and transparency⁶. In addition, the evaluation of the EFI Program noted study respondents reported a working environment where derogatory terms are increasingly uncommon, and everyone thinks twice before reinforcing discriminatory attitudes. A separate study from Berkeley Food Institute found that when implemented on farms, the EFI Program led to more respectful treatment of workers, created a culture of care, and women and indigenous workers report reduced harassment and discrimination⁷.

EFI workforce development programs create positive, harassment-free environments for women by balancing power, creating pathways for women to speak out and ensuring training and respect for all through adherence to the EFI Standards.

Workforce Development Programs Balance Power

Sexual harassment feeds on power imbalance. Correcting that imbalance is central to EFI’s success in building respect-filled environments.

According to Forbes, simple people skills like listening with care, having empathy and considering the ideas or insight of others can help balance power at work.

The EFI Program develops these soft skills, teaching empathy, communication and active listening during a 40-hour training created specifically for agricultural workers and adapted for the needs of each farming operation pursuing certification.

One EFI Leadership Team member described his experience this way: “EFI trainings are very dynamic, very practical. We learn to let go of our fear. We work on topics like stress, dignity and respect. I evolved as a manager—I used to be colder, more direct. [The training] encourages more sensitivity, empathy, listening to others and putting yourself in their shoes.”

Management styles and relationships between co-workers are transformed through the EFI Leadership Team training, and many employees report taking these skills home to improve relationships with their spouses and children.

Leadership Teams Make Space for Women’s Voices

EFI Leadership Teams are the key to the EFI model’s success. Leadership Teams work collaboratively year-round to ensure the EFI Standards are maintained and to identify and resolve issues on the farm. According to one EFI grower, an increase in reported problems after the Leadership Team is activated is a good thing—it means the program is working and people are speaking up.

Women have always been well-represented on EFI Leadership Teams. While women make up 36% of the total workforce on EFI-certified farms, they make up 42% of Leadership Team membership.

With numbers like that, female employees can easily bring their grievances or ideas to a woman in leadership, enabling women’s voices to be heard and problems important to women to be addressed using the EFI problem-solving cycle.

Harassment-Free Assurance Through EFI Standards

Of more than 300 EFI Standards, the Social Standards in particular give clear guidance to growers and Leadership Team members. Sexual harassment is expressly prohibited.

As detailed in the EFI Standards, all hired employees must receive sexual harassment training. Penalties for committing acts of harassment must be clearly stated, and representatives must be appointed to liaise with management and ensure issues of harassment are addressed.

Certified growers have seen that providing a respectful, harassment-free work environment by holding to the EFI Standards strengthens an organization’s ability to draw in and keep workers.