Should Male Managers Step Aside When a Female Employee Reports Sexual Harassment?
I often hear this question from concerned male managers: “If a female employee reports sexual harassment, shouldn’t she speak to a female manager instead?”
It’s an understandable instinct — many assume people feel more comfortable discussing sensitive issues with someone of the same gender. But in reality, what matters most isn’t gender — it’s trust.
One employee told me she chose to report her experience to a male manager because “I trusted him and felt he would be more sympathetic.” A common thread I hear is that employees already feel disempowered by harassment — they don’t want to lose more control over how their report is handled.
My recommendation: take the lead from your employees. You could say something like:
“I can see this is difficult for you. Would it help if we asked a female (or male) colleague to join this conversation so you can choose who to speak with? You can continue with me, with them, or with both of us — whichever feels best for you.”
By giving your employees a choice, you show support without making assumptions. It also reciprocates trust — that they know best what they need.
