In response to sexual harassment investigations that raised awareness of problems in the workplace culture and handling of allegations, the U.S. Department of the Interior (DOI) and its bureaus are in the process of implementing a series of measures to address and prevent sexual harassment, including bureau-specific action plans and a new antiharassment policy for the DOI.
We found that the DOI has taken steps to address sexual harassment by conducting surveys, issuing policy, conducting investigations into sexual harassment allegations, requiring training, establishing an advisory hotline, and developing a tracking system. All of these measures are directed at providing a safe work environment, encouraging victims to report incidents, and improving management’s preparation to address and investigate allegations brought to their attention.
In evaluating the DOI’s progress in implementing these measures, we have identified areas for the DOI to improve its efforts: (1) sexual harassment investigations, (2) misconduct tracking system, and (3) training. In addition to these three finding areas, we suggest two additional matters for the DOI to consider as it takes further steps to address sexual harassment.
The DOI has an opportunity to improve sexual harassment investigations. Specifically, (1) reports of investigation do not always contain the necessary information for decisionmakers and advisors to make comprehensive decisions about potential corrective action related to sexual harassment, (2) the DOI and its bureaus are not tracking the timeliness of investigations in a consistent manner, and (3) investigation costs may prevent employees from reporting an incident.
The DOI also has an opportunity to use its DOI-wide misconduct tracking system to monitor sexual harassment trends and costs. The DOI deployed the tracking system in April 2019.
Finally, the DOI has an opportunity to better coordinate anti-sexual-harassment training to ensure that all employees are provided consistent guidance and access to training.
In addition to our three finding areas, we identified two other matters for the DOI to consider: (1) including strategies to specifically address the U.S. Equal Employment Opportunity Commission’s organizational risk factors in bureau action plans and (2) formalizing the sharing of information about prior or pending allegations between bureaus.
We make 11 recommendations and suggest that the DOI consider 2 additional matters to help it prevent and address sexual harassment and further its commitment to a workplace that does not tolerate sexual harassment. The DOI responded to our draft report on May 13, 2019. In its response to our draft report, the DOI concurred or partially concurred with all recommendations and stated that it will explore the feasibility of the additional matters.