An honest look at the ways women are聽taking care聽of their minds and bodies in 2018.

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Ever since reporters broke stories about Harvey Weinstein鈥檚 terrible history of alleged sexual abuse, there鈥檚 been an almost constant stream of news and commentary related to workplace sexual harassment or assault. And while there鈥檚 been a lot written and said about the resurgence of #MeToo, a聽new survey from an unexpected place 鈥 the American Psychological Association 鈥 shows that this sense of awareness and concern hasn鈥檛 necessarily translated to new and better company policies. The repercussions聽can be dire for employee mental health.

According to Dr. David Ballard, director of the聽American Psychological Association鈥檚聽Center for Organizational Excellence, when employees are sexually harassed at work, that abuse often causes or worsens anxiety, depression, and substance abuse and decreases workplace productivity. On an organizational level, workplaces with a culture of harassment are more likely to have a high turnover rate among employees and lower job satisfaction.

Despite this, the APA survey found that most employees have not seen their employers meaningfully address workplace sexual abuse following #MeToo. The survey, which was taken between February 15 and March 1 of this year and includes responses from聽1,512 working adults, reveals a troubling lack of action from employers.

According to an APA press release, just 32 percent of people surveyed 鈥渟aid their employer has taken new steps to prevent and address sexual harassment in the workplace.鈥 This means, of course, that nearly 70 percent of employees have not seen any new action from their employers. Breaking it down further, the press release states that the most common action employers have taken was merely reiterating existing sexual harassment policies. Just 10 percent of employees said that their employer had offered 鈥渕ore training or resources related to sexual harassment.鈥

Ballard says that workplaces need to move away from 鈥渙ne-time, compliance-based trainings鈥 and instead implement 鈥渃omprehensive, ongoing, interactive trainings鈥 that seek to address big-picture workplace culture. He adds that it鈥檚 imperative to show employees how to stick up for one another.

鈥淎 lot of times people don鈥檛 want to get involved [when they witness harassment],鈥 Ballard says. 鈥淪o helping people feel empowered to speak up so it becomes a shared responsibility to create a safer, healthier environment鈥 is key to changing workplace culture.

Some businesses have taken action to tighten policies around workplace harassment. Uber, which has made headlines for incidences of sexual harassment both at the company headquarters and聽between聽Uber drivers and passengers, is now under new leadership聽that seems to be taking workplace sexual abuse, and driver/passenger safety, more seriously.

In addition to聽establishing an advisory committee with input from the National Alliance to End Sexual Violence,聽National Network to End Domestic Violence, and a聽Time鈥檚 Up Legal Defense Fund co-founder,聽Uber just announced that it will be ending its policy of forced arbitration聽for cases of sexual assault or harassment. Forced arbitration聽is a common condition of employment that prohibits employees from suing the company in the event of a dispute, and experts say it prevents victims from coming forward. The company is also introducing new emergency features to its app.

A few other companies have also ended their forced arbitration policies for instances of sexual abuse. After Uber announced it was changing its forced arbitration policy, Lyft followed suit. Microsoft ended its forced arbitration policy in December of last year.

Ending forced arbitration and being transparent about sexual harassment policies is a good step in the right direction, Ballard says, but聽he doesn鈥檛 think these changes are sufficient. 鈥淧olicies alone are unlikely to make any lasting change in organizations,鈥 he explains. 鈥淵ou have to do the right kind of training and have real shifts in organizational culture.鈥 Those shifts will have lasting consequences for society and for the health and safety of workers.

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(Images via Getty Images + Sarah Morris/Getty Images)