Workplace harassment, or bullying, has become increasingly common in recent years. In fact, it is believed that more than half of all employees have experienced or witnessed harassment at work. This is a shocking statistic, displaying that many employees do not actually feel safe when they are in their place of employment.

When you find yourself in such a situation, it can be overwhelming, so much so that you might be unsure what to do next. You might want to find help or report the issue to someone who can make a difference, but there are other aspects to consider.

Before you report the harassment that you are experiencing at work, you must ensure you have followed the correct steps. The three questions below should be used to determine if you are ready to contact the Equal Employment Opportunity Commission (EEOC) or an employment law attorney.

Do You Have Evidence of the Harassment?

Workplace harassment can be difficult to prove, so you must gather sufficient evidence before reporting the mistreatment. Having adequate proof can help you successfully pursue a case against your harasser. However, you might be wondering what type of proof you will require to do this. Simply put, the evidence you collect must prove that you have been treated unfairly due to a protected characteristic and your job performance has been affected. Understanding hostile work laws can help you with this.

To prove workplace harassment, you must collect documents and other types of evidence. This can include emails, instant messages, memos, letters, voicemails, and other type of correspondence. These documents can be used to establish a timeline for your harassment, detailing what happened at a specific date and location, as well as a reminder of who might have witnessed the incidents.

If you are aware of any witnesses, it is encouraged to ask them for written testimonies. Their help with this matter will ensure your case is much stronger. They might have witnessed your superior calling you offensive names or pushing you out of their way; no matter what they’ve seen, you must ensure you have reliable eyewitnesses before moving forward.

Have You Tried to Resolve the Issue?

Although you will continue to document all steps of this process, you should make an effort to resolve the issue with your harasser. Of course, this will depend if you feel safe doing so; if not, then it would be best to move on to the next question. If you do feel like you can attempt to resolve the issue yourself, then it is important to do so in a professional and objective manner.

The informal meeting with your harasser can take place in a quiet area in the office or similar. This will ensure no one feels attacked or uncomfortable. It is here that you will tell the harasser that you find his or her behavior unwelcome. You should explain how their actions make you feel in a calm tone of voice and avoid being overly emotional.

In some cases, speaking to your harasser yourself will accomplish very little, and this means you must proceed further.

Is Your Supervisor or HR Department Aware of the Harassment?

After an unsuccessful attempt to resolve the issue with your harasser, the next thing to do is speak with your supervisor or human resources department. An official record of your complaint will be logged, and the process should follow the current procedures put in place by the company.

Any complaints made to your supervisor should be passed along to the higher level of management. The evidence you have collected should be presented to the supervisor or HR representative you are speaking with, but it is vital you also document these meetings in case the issue is not fixed and you need to go to the EEOC or a legal professional.

Only when you have completed the three checks in this post can you report workplace harassment to the EEOC or an employment lawyer. This will prove that you have done everything in your power to resolve the issue with your harasser, but no changes have lasted.