United States Department of Agriculture

Office of Inspector General

Washington, D.C. 20250

DATE: January 23, 2018

PRODUCT 

NUMBER: 17-028

TO: Tony Tooke 

Chief 

Forest Service

ATTN: Antoine Dixon

Chief Financial Officer

FROM: Virginia E. B. Rone

Assistant Inspector General for Data Sciences 

SUBJECT: Survey of the Forest Service Region 5 Regarding Sexual Harassment 

This report presents the results of a June 2017 survey of the Forest Service Region 5 regarding 

sexual harassment. Specifically, the survey and analyses presented in this report seek to 

determine whether and how Region 5 employees perceive the occurrence of sexual harassment in 

their work environment. The survey was conducted in response to concerns expressed by 

Members of Congress over sexual harassment in the Forest Service. 

The Office of Inspector General (OIG), Office of Data Sciences (ODS) contracted Eagle Hill 

Consulting (EHC) to assist in the development of the survey instrument, methodology, analysis,

and written interpretation of the results. EHC is an independent consulting company employing

subject matter experts in the conduct and analysis of work environment and climate studies 

related to allegations of sexual harassment. The report contains EHC’s presentation of the 

survey findings. OIG ODS reviewed EHC’s report and related documentation to ensure that it 

complies with the ODS Quality Control Process, which follows OIG and U.S. Department of 

Agriculture Information Quality Guidelines.

The report is attached for your use and will be provided to Members of Congress. This report 

contains publicly available information and will be posted in its entirety to our website

(http://www.usda.gov/oig) in the near future.

Attachment
ODS Product 17-028

Survey of the Forest Service Region 5 

Regarding Sexual Harassment

Methodology, Analysis, and Results
ODS Product 17-028 i

Table of Contents

1: Executive Summary ................................................................................................................................. 1

Key observations from the data................................................................................................................ 1

2: Introduction and Background to the Survey............................................................................................. 2

3: Survey Participation ................................................................................................................................. 3

4: Survey Methodology and Approach......................................................................................................... 6

Treatment of the question responses ........................................................................................................ 7

Reading the analyses................................................................................................................................ 7

Treatment of subgroupings....................................................................................................................... 7

5: Perceptions of Harassment in Region 5.................................................................................................... 8

Perceptions of supervisor harassment (non-sexual) ................................................................................. 9

.................................................................................................................................................................. 9

Perceptions of co-worker harassment (non-sexual)................................................................................ 10

Perceptions of bullying based on race, ethnicity, religion, sex, age, disability, or sexual orientation 

(non-sexual)............................................................................................................................................ 11

Perceptions of physical harassment (non-sexual)................................................................................... 12

Perceptions of verbal harassment (non-sexual)...................................................................................... 13

Perceptions of sexual harassment........................................................................................................... 14

6: Respondents’ Sexual Harassment Experience........................................................................................ 15

Know someone who has been sexually harassed ................................................................................... 15

Personal experience with sexual harassment.......................................................................................... 16

Forms of sexual harassment experienced ............................................................................................... 17

Experience with repeated harassment..................................................................................................... 19

Information on the harassers .................................................................................................................. 20

7: Perspectives on Reporting Sexual Harassment ...................................................................................... 22

Experience among those who experienced an instance of sexual harassment, and reported it .............. 23

Experience among those who experienced an instance of sexual harassment, but did not report it ...... 24

8: Perspectives on the Forest Service’s efforts surrounding sexual harassment......................................... 26

Receipt of training on handling sexual harassment................................................................................ 26

Awareness of the “zero tolerance” policy on sexual harassment ........................................................... 27

Perspectives on whether policies have discouraged sexual harassment................................................. 28

Perspectives on the Forest Service’s support of sexual harassment victims .......................................... 29

Perspectives on the Forest Service’s commitment to eliminating workplace sexual harassment .......... 30

Perspectives on whether the Forest Service will change policy based on this survey............................ 31
ODS Product 17-028 ii

Perceived improvement over time.......................................................................................................... 33

Appendix A: Survey Questionnaire............................................................................................................ 34

Appendix B: Additional Analyses.............................................................................................................. 52

Sexual harassment (pre-definition)......................................................................................................... 52

Know someone in the Forest Service who has been sexually harassed since you started working in 

Region 5 ................................................................................................................................................. 53

Personally experienced sexual harassment since joining Region 5........................................................ 54

................................................................................................................................................................ 54

Awareness of a sexual harassment policy in place at the Forest Service ............................................... 55

Knowledge of the process for reporting sexual harassment at the Forest Service ................................. 56

................................................................................................................................................................ 56

Knowledge of the reporting official who handles issues of sexual harassment for the Forest Service.. 57

Receipt of formal training or communications about how to handle sexual harassment in the Forest 

Service.................................................................................................................................................... 58

The Forest Service has effectively supported victims who report sexual harassment in the workplace 59

The Forest Service is currently committed to eliminating sexual harassment in the workplace............ 60

Whether a supervisor ever threatened to give you a bad evaluation, or make it difficult for you at work 

in any way, if you did not consent to his/her sexual advances............................................................... 61

Appendix C: Response frequency tables for each survey question............................................................ 62
ODS Product 17-028 1

1: Executive Summary

The U.S. Department of Agriculture (USDA), Office of Inspector General (OIG) conducted a survey of 

U.S. Forest Service Region 5 employees in response to concerns expressed by Members of Congress 

over sexual harassment in the Forest Service. Congress did not specifically request that OIG conduct 

this survey, but OIG undertook the survey and analyses presented in this report to help determine 

whether and how Region 5 employees perceive the occurrence of sexual harassment in their work 

environment.

On May 31, 2017, OIG sent the sexual harassment survey to 4,810 employees of the Forest Service’s 

Region 5. The survey recipients, whose names were obtained from the Forest Service’s Human 

Resources Division, included all Region 5 employees, both full- and part-time. Of the 4,810 employees 

invited to participate in the survey, 1,907 did so, including employees across a range of roles, tenures, 

genders, and ethnic identities. Participation in the survey was completely voluntary, and responses were 

anonymous. The survey closed on June 23, 2017. Below, we highlight several key observations 

concerning survey responses, which we describe in greater detail in the pages that follow.

Key observations from the data

• A small number of respondents report directly experiencing sexual harassment in Region 5. A 

larger number report knowing someone who has been harassed in Region 5 or elsewhere in the

Forest Service.

• A noticeable minority of respondents view harassment behaviors as problematic in Region 5.

These behaviors include both sexual and non-sexual harassment. 

• Most of those who indicated direct experience as a victim of sexual harassment did not report it.

• Common forms of harassment appear to be verbal rather than physical.

• The experience of sexual harassment is shared across gender and ethnic identities.

• The majority of respondents “agree” or “agree strongly” that they are aware that the Forest 

Service has a zero-tolerance policy on sexual harassment.
ODS Product 17-028 2

2: Introduction and Background to the Survey

In November and December 2016, Members of Congress sent two separate requests asking OIG to 

conduct an audit into alleged issues regarding the Forest Service’s workplace environment. Many of 

these Members of Congress had received personal correspondence from constituents alleging sexual

harassment throughout the Forest Service over many years. In December 2016, the House Committee on 

Oversight and Government Reform held another congressional hearing on this issue, and there continues 

to be media coverage related to these allegations. 

OIG conducted the survey presented in this report to provide additional information to Members of 

Congress regarding their concerns about sexual harassment in the Forest Service. OIG distributed the 

survey to all Forest Service employees in Region 5, which is the Forest Service Region that has 

experienced the majority of complaints related to sexual harassment. OIG designed the survey questions 

to gain insight into Forest Service employees’ perceptions of sexual harassment in Region 5. 
ODS Product 17-028 3

3: Survey Participation

On May 31, 2017, OIG sent the sexual harassment survey to 4,810 employees of the Forest Service’s 

Region 5. The survey recipients, whose names were obtained from the Forest Service’s Human 

Resources Division, included all Region 5 employees, both full- and part-time. Of the 4,810 employees 

invited to participate in the survey, 1,907 did so. The survey closed on June 23, 2017. Throughout the 

duration of the survey, OIG offered a HelpDesk function to support users who experienced technical 

difficulties with the survey tool or had questions about the survey or its content. All questions received 

and answered by the HelpDesk were administrative in nature. 

Thirteen individuals opened the survey, but indicated that they were not currently employed in Region 5.

These thirteen individuals were disqualified from participation in the survey. One individual opened the 

survey, but indicated that he/she was under 18 years of age.

1 That individual was also disqualified from 

participation in the survey.2 The participation rate by job tenure and role appears below, in Table 1. 

The participation rate by personal demographics appears below, in Table 2.

With regard to tenure in the Forest Service generally, the largest group of respondents (49.24%) reported 

having worked for the Forest Service for 15 years or more. With regard to tenure in Region 5 

specifically, the largest group of respondents (41.90%) reported working in Region 5 for 15 years or 

more. Most respondents (89.72%) were full-time employees, and respondents who identified as “not a 

manager or supervisor” constituted the largest group of respondents by role.

 1 OIG limited participation to respondents 18 years of age or older because the subject matter of this particular survey 

subjected participants to questions of a sexual nature, which may have been inappropriate for minors. The first question of 

the survey (see Appendix) asked respondents’ age, and allowed them to proceed to the rest of the survey based on their entry. 2 Those who attempted to participate in the survey, but indicated that they were either not current Region 5 employees or not 

over 18 years of age were presented with a screen that thanked them for their interest, but indicated that they were not eligible 

to take the survey. They were not given the opportunity to answer any of the survey questions.
ODS Product 17-028 4

Table 1: Survey participation by job tenure and role

Number of 

Respondents

Percentage of All 

Respondents

Tenure in the Forest Service

Less than 1 year 59 3.09%

1 to 2 years 94 4.93%

3 to 5 years 99 5.19%

6 to 9 years 246 12.90%

10 to 14 years 347 18.20%

15 years or more 939 49.24%

Don't know/Not sure 1 0.05%

Prefer not to answer 23 1.21%

Left Blank 99 5.19%

Total 1907 100%

Tenure in Region 5 of the 

Forest Service

Less than 1 year 72 3.78%

1 to 2 years 128 6.71%

3 to 5 years 153 8.02%

6 to 9 years 283 14.84%

10 to 14 years 347 18.20%

15 years or more 799 41.90%

Don't know/Not sure 2 0.10%

Prefer not to answer 23 1.21%

Left Blank 100 5.24%

Total 1907 100%

Role

Not a manager or supervisor 877 45.99%

First-level supervisor 390 20.45%

Manager/Supervisor higher than first level 337 17.67%

Senior management 66 3.46%

Prefer not to answer 136 7.13%

Left Blank 101 5.30%

Total 1907 100%

Work Status

Temporary 11 0.58%

Seasonal 24 1.26%

Part Time 13 0.68%

Full Time 1711 89.72%

Prefer not to answer 42 2.20%

Left Blank 106 5.56%

Total 1907 100%

Most (60.20%) ofsurvey respondents identified as white, and most survey respondents (66.49%) 

identified as “not Hispanic or Latino.” More males took the survey than females, and most participants 

had either some college or a completed college education. The majority of respondents (58.47%) 

indicated that they were married or partnered, and a majority (73.89%) identified as heterosexual.
ODS Product 17-028 5

Table 2: Survey participation by personal demographics

Number of 

Respondents

Percentage of All 

Respondents

Gender Identity

Male 918 48.14%

Transgender Male 3 0.16%

Female 677 35.50%

Transgender Female 1 0.05%

Other 15 0.79%

Prefer not to answer 189 9.91%

Left Blank 104 5.45%

Total 1907 100%

Sexual Identity

Heterosexual 1409 73.89%

Gay or Lesbian 39 2.05%

Other 63 3.30%

Prefer not to answer 279 14.63%

Left Blank 117 6.14%

Total 1907 100%

Marital Status

Single/Never Married 255 13.37%

Married/Partnered 1115 58.47%

Divorced/Separated/Widowed 220 11.54%

Prefer not to answer 210 11.01%

Left Blank 107 5.61%

Total 1907 100%

Education

High School Graduate 133 6.97%

Associate Degree (2 yrs. of College) 246 12.90%

Some College 467 24.49%

College Graduate 430 22.55%

Some Graduate Work 114 5.98%

Graduate or Professional Degree 311 16.31%

Prefer not to answer 104 5.45%

Left Blank 102 5.35%

Total 1907 100%

Hispanic/ 

Latino Identity

Not Hispanic or Latino 1268 66.49%

Hispanic or Latino 268 14.05%

Prefer not to answer 265 13.90%

Left Blank 106 5.56%

Total 1907 100%

Ethnic Identity

White 1148 60.20%

Asian American 44 2.31%

Black or African American 30 1.57%

American Indian or Alaska Native 87 4.56%

Native Hawaiian or Other Pacific Islander 25 1.31%

Other 141 7.39%

Prefer not to answer 317 16.62%

Left Blank 115 6.03%

Total 1907 100%
ODS Product 17-028 6

4: Survey Methodology and Approach

Survey respondents under the age of 18 or not currently employed in Region 5 were immediately 

disqualified from taking the survey. The survey questionnaire itself contained logic, meaning that 

respondents received only those questions relevant to them, based on their responses to earlier questions.

For example, respondents did not receive questions concerning the number of times they had been 

sexually harassed unless they indicated in a previous question that they had been sexually harassed.

The survey began with a set of questions about their experience with six different types of harassment in 

Region 5, including sexual harassment. The survey was structured this way to capture respondents’

intuitive sense of the context of harassment experiences in Region 5. The survey then provided a 

specific definition of sexual harassment that applied to all subsequent questions, so that the subsequent 

survey questions would be answered within a shared context. This definition was designed to capture a 

range of experiences that comprise sexual harassment under Forest Service’s policy, including 

experiences that some respondents may not explicitly identify as sexual harassment. By providing this 

definition, the survey sought to capture the full range of sexual harassment experiences of Region 5 

employees, even if those employees consider their sexual harassment experiences to be something else 

(e.g., “horseplay”).3 All subsequent questions on the survey focused in detail on employees’ perceptions 

of the prevalence of sexual harassment in Region 5, any changes over time, and Forest Service policies 

and actions taken on these issues. The final substantive survey question permitted an open-ended text 

response by survey respondents. The open-ended text response gave survey takers an opportunity to 

express thoughts and opinions that could not be otherwise expressed in the survey. Many respondents 

provided comments in the open-ended text response. However, these answers are not included in this 

report for two reasons. First, including the free text responses risked violating the anonymity of 

respondents. Second, the free text responses could not be analyzed as robustly and comparably as the 

answers to the structured survey questions. After the survey question permitting an open-ended text 

response, a final set of questions gathered basic demographic data to allow more granular analysis of the 

perceptions and experience of sexual harassment within the Region 5 workforce.

 3 The definition offered in the survey was designed to be consistent with the U.S. Equal Employment Opportunity 

Commission regulations (see CFR Section 1604.11), but modified to make the language more accessible. The EEOC 

regulation defines harassment as: 

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: submission to such 

conduct is made either explicitly or implicitly a term or condition of an individual's employment, or submission to or rejection of such conduct 

by an individual is used as a basis for employment decisions affecting such individual, or such conduct has the purpose or effect of unreasonably 

interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.”

OIG was concerned that the survey definition be sensitive to the fact that some victims of actions that legally constitute 

sexual harassment do not think of those experiences as “sexual harassment” or in the specific terms laid out in the EEOC 

definition above. The definition used in the survey was designed to help more accurately capture the workplace environment. 

This language read: 

“For this survey, sexual harassment in the workplace refers to various behaviors that are nonconsensual or unwanted. Some people experience 

this as crude sexual comments, jokes or gestures, including behaviors often labeled as “horseplay” such as teasing or goading and unprofessional 

language. Sexual harassment also includes, but is not limited to persistent sexual advances, being forced to do something sexual, remarks about 

physical appearance or dress, being touched in an unwanted way, crude sexual comments, jokes or gestures, being shown sexual images or 

having someone physically expose themselves. Sexual harassment also includes being mistreated, ignored, or insulted because of your gender or 

sexual preferences.
ODS Product 17-028 7

Treatment of the question responses

Many questions were asked on a 7-point Likert scale, in order to give respondents greater flexibility in 

responding.

4 To ease analysis, the top 2 and bottom 2 points of this scale were collapsed into single 

categories—for example, point 7 (“Extremely concerned”) and point 6 have been grouped into a single 

category “Concerned or extremely concerned.” As shown in the graph below, the visualizations of 

survey responses show both the number of respondents for each question and the proportion of 

responses that number comprises.

Reading the analyses

Questions asked as Likert scale and Yes/No responses are displayed in a standard format throughout this 

report. This format is explained in the illustrative graph below.

Treatment of subgroupings

The analyses show responses by the full group of respondents who took the survey, and also responses 

broken down by population subgroupings (e.g., gender, ethnic identity). Subgroupings with 15 or fewer 

respondents are included in the analyses of “All responses” and are not broken out nor displayed 

separately in these analyses, in order to protect the anonymity of survey respondents who could become 

identifiable in very small groups, and because analysis of such small numbers is less robust. For 

example, while respondents could choose from a range of gender identities (and also could opt not to 

answer the question, or could indicate that they preferred not to answer it), only 3 participants identified 

as “Transgender Male,” 1 as “Transgender Female,” and 15 as “Other.” To avoid identifying any of 

these individuals, gender breakdown analysis is therefore presented with only Male and Female 

categories shown. Additionally, some questions applied only to a small number of respondents—for 

example, questions related to experiences with reporting sexual harassment required respondents to have 

both identified themselves as having been harassed, and also as having reported the incident. Breaking 

down the data beyond a simple Male/Female gender categorization was not analytically meaningful 

because very few respondents met both criteria.

 4 For example, respondents were asked about their level of concern regarding various types of harassment occurring within 

the Forest Service. Respondents were presented with a scale of possible answers as follows: “7 (extremely concerned), 6, 5, 

4, 3, 2, 1 (not at all concerned).” To reduce reader fatigue in the survey, only the end points of this scale (1 and 7) were 

labelled in words.
ODS Product 17-028 8

5: Perceptions of Harassment in Region 5

The survey’s first round of questions asked respondents to answer how problematic they consider six 

types of harassment in Region 5. Five of the types of harassment were explicitly described as nonsexual in the survey, and the sixth type was sexual harassment, without a definition. This round of

questions provides a broader view of harassment issues in Region 5, because it captures experiences that 

employees may not personally consider sexual harassment, but which fit the formal definition (the 

survey questionnaire is available in the Appendix).5

Of the six types of harassment identified in the survey, more respondents viewed verbal harassment as 

more problematic, followed closely by supervisor and co-worker harassment and bullying (all 

specifically non-sexual). Non-sexual physical harassment is the least concerning to survey respondents.

Some 7 percent of respondents indicated that they thought sexual harassment was “somewhat” to 

“extremely problematic” in Region 5. Perceptions of the degree to which sexual harassment was viewed 

as problematic changed almost imperceptibly between responses made before a definition for sexual 

harassment was provided, and responses made after the definition was provided. Each type of 

harassment is analyzed in greater demographic detail on the following pages.

Figure 1: Perceptions of harassment in Region 5 of the Forest Service

 5 For text of this definition and references, please see footnote 2 on page 6.
ODS Product 17-028 9

Perceptions of supervisor harassment (non-sexual)

A noticeable minority of respondents view supervisor harassment as “somewhat problematic” or “extremely 

problematic” in Region 5. Proportional to their representation in the responses, Black/African American 

respondents and Native Hawaiian/Other Pacific Islanders reported the greatest level of concern with nonsexual supervisor harassment. Respondents who have worked for the Forest Service generally for less than 

a year are less concerned about this issue than more-tenured colleagues. However, those respondents who 

have worked in Region 5 specifically for less than a year are more uncertain on the issue. Those who have 

spent 3 or more years in the Forest Service or Region 5 are more concerned about supervisor harassment 

than their less-tenured colleagues.

Figure 2: Supervisor harassment (non-sexual)
ODS Product 17-028 10

Perceptions of co-worker harassment (non-sexual)

Some 13 percent of respondents think that co-worker harassment is “somewhat problematic” to “extremely 

problematic” in Region 5. Proportional to their representation in the responses, Black/African American, 

Asian American, and Native Hawaiian/Other Pacific Islander respondents reported the greatest level of 

concern with non-sexual, co-worker harassment. Females are more likely than males to perceive this kind 

of harassment as “somewhat problematic” to “extremely problematic.” Those who have spent more time in 

Region 5, or the Forest Service overall, are more likely than new employees to see this kind of harassment 

as “somewhat problematic” to “extremely problematic,” though those with 15 or more years of experience 

often skipped this question or responded that they did not know. Those who have spent less than a year in 

the Forest Service or Region 5 are much less concerned than their more-tenured colleagues. Respondents 

perceive co-worker harassment as “somewhat problematic or extremely problematic” at about the same rate 

across role levels.

Figure 3: Co-worker harassment (non-sexual)
ODS Product 17-028 11

Perceptions of bullying based on race, ethnicity, religion, sex, age, disability, or sexual 

orientation (non-sexual)

Females perceive non-sexual bullying based on race, ethnicity, religion, sex, age, disability, or sexual 

orientation to be more problematic than their male colleagues. Respondents who are new to Region 5 or 

the Forest Service generally are less likely to see this kind of bullying as a problem. Native 

Hawaiian/Other Pacific Islanders and Black/African American respondents are more likely than other 

groups to report this kind of bullying as problematic. Senior managers are less likely to perceive this 

kind of harassment as problematic compared to their less-senior colleagues.

Figure 4: Bullying based on race, ethnicity, religion, sex, age, disability, or sexual orientation (non-sexual)
ODS Product 17-028 12

Perceptions of physical harassment (non-sexual)

Most respondents do not see physical harassment as problematic in Region 5. Native Hawaiian/Other 

Pacific Islanders report noticeably greater concern about this kind of harassment than do their 

colleagues from other ethnic identities. Those with less than a year of experience in the Forest 

Service or Region 5 do not tend to view physical harassment as problematic. Senior management

respondents express less concern about this kind of harassment than do respondents of other levels, as 

do employees who are new to their jobs. Female respondents are more likely than their male 

colleagues to respond that they “don’t know” whether non-sexual physical harassment is an issue.

Figure 5: Physical harassment (non-sexual)
ODS Product 17-028 13

Perceptions of verbal harassment (non-sexual)

Employees who have worked in Region 5 or the Forest Service for less than a year view non-sexual,

verbal harassment as slightly less problematic than their more-tenured colleagues. Female employees 

are much more concerned about this type of harassment than their male colleagues. Proportional to their 

survey participation, those who identify as American Indian/Alaska Natives perceive that verbal 

harassment is not problematic, while those who identify as Native Hawaiian/Other Pacific Islanders are 

more concerned that verbal harassment is an issue.

Figure 6: Verbal harassment (non-sexual)
ODS Product 17-028 14

Perceptions of sexual harassment

Employees with less than 1 year at Region 5 or the Forest Service are less likely than their more-tenured 

colleagues to perceive sexual harassment as problematic in Region 5. Across all other demographic 

categories, the proportions of respondents who view sexual harassment as “problematic or extremely 

problematic” are fairly consistent.6

Figure 7: Sexual harassment

 6 Respondents were asked to assess how problematic sexual harassment is in Region 5 both before and after the survey 

offered a definition of “sexual harassment.” The provision of a definition in the survey made little difference in survey 

responses. The post-definition responses are shown here. For a pre-definition breakdown and a comparison of pre- and postdefinition responses, see Appendix.
ODS Product 17-028 15

6: Respondents’ Sexual Harassment Experience

The majority of respondents had not experienced sexual harassment directly, or did not know anyone in 

the Forest Service or Region 5 who had been sexually harassed.

Know someone who has been sexually harassed

A sizable minority of respondents across all demographic groups report that they either know or are not 

sure if they know someone who has been sexually harassed in the Region 5 workplace in the past 

3 years.7 The majority of Native Hawaiian/Other Pacific Islander respondents report that they know (or 

are not sure if they know) someone who has been sexually harassed.

Figure 8: Know someone who has experienced harassment in the Region 5 workplace in the past 3 years

 7 See Appendix for data on those who know someone within the Forest Service, but not necessarily Region 5, who has 

experienced sexual harassment in the past 3 years.
ODS Product 17-028 16

Personal experience with sexual harassment

Nineteen respondents reported that a supervisor had threatened their careers or workplace environment if 

they did not consent to his/her sexual overtures, while an additional 22 respondents indicated they were not 

sure if this had happened to them (see Appendix).

In the past 3 years while working in Region 5, newer employees report experiencing higher levels of sexual 

harassment than their more-tenured colleagues, and more females report experiencing sexual harassment 

than males.

8 Whites, American Indian/Alaska Native, and those identifying as Other are the most affected 

ethnic groupings. No senior managers or individuals identifying as Black/African American reported 

experiencing sexual harassment.

Figure 9: Directly experienced harassment in Region 5 in the past 3 years

 8 Respondents were also asked if they had directly experienced sexual harassment during their entire tenure at Region 5 (not 

just the past 3 years). Results for this question are shown in the Appendix.
ODS Product 17-028 17

Forms of sexual harassment experienced

Among the 110 people who reported being sexually harassed in Region 5 in the past 3 years, the most 

commonly reported forms of sexual harassment included: unwanted sexual comments, jokes, or gestures; 

being called an inappropriate name; or being insulted or mocked because of one’s gender or sexual 

preferences. Males are more likely than females to report that they have been shown inappropriate sexual 

images.

Figure 10: Type of sexual harassment experienced
ODS Product 17-028 18

Those who have experienced harassment in the past 3 years in Region 5 are more likely to have 

experienced it while working rather than while off-duty, but a sizable minority experienced sexual 

harassment while off-duty. Thirty-two respondents reported being harassed both while working and 

while off-duty.

Figure 11: Location in which harassment was experienced in Region 5 in the past 3 years
ODS Product 17-028 19

Experience with repeated harassment

Those who report being sexually harassed at work (or are not sure if they have been) are likely to have 

been harassed multiple times.

9

Interpretation of the chart below: The green bars indicate the percentage of female respondents who 

experienced sexual harassment (as indicated along the x-axis) while in the Region 5 workplace. The 

yellow bars indicate the percentage of male respondents who experienced sexual harassment while in 

the Region 5 workplace. The blue tickmarks indicate the percentage of all respondents who experienced 

sexual harassment while in the Region 5 workplace.

Figure 12: Number of times you have experienced sexual harassment in the Region 5 workplace10

 9 The survey logic presented both those who indicated that they had been sexually harassed at work, or were “not sure” if 

they had been harassed to advance through more specific questions about the harassment. The survey was constructed in this 

manner because of the sensitivity of the subject area, and wide variance in how people (including victims) think about and 

define sexual harassment. To help OIG more accurately gather a view of the Region 5 workplace environment, the survey 

was designed to include both those who explicitly think of their experience as sexual harassment, and those who may have 

experienced sexual harassment, but were not sure if their experience met legal or other criteria. Respondents were thus 

presented with more specific questions about the harassment, which they could skip if they were not relevant. 10 The “All respondent” proportions shown here are affected by respondents who did not identify themselves as “Male” or 

“Female” (choosing one of the other gender identities offered, indicating they preferred not to say, or skipping the gender 

question entirely). 
ODS Product 17-028 20

While many females report being harassed by only one individual, both males and females report being

harassed by more than one person.

Interpretation of the chart below: The green bars indicate the percentage of female respondents who 

experienced sexual harassment (as indicated along the x-axis) while in the Region 5 workplace. The 

yellow bars indicate the percentage of male respondents who experienced sexual harassment while in 

the Region 5 workplace. The blue tickmarks indicate the percentage of all respondents who experienced 

sexual harassment while in the Region 5 workplace. 

Figure 13: Number of different people who have harassed you in the Region 5 workplace in the past 3 years11

Information on the harassers

Among those who report being sexually harassed in the past 3 years in Region 5, most report being 

harassed by peers, followed by a manager (whether from their line of authority or not). Males appear to 

be more likely than females to be harassed by peers or managers not in their line of authority.

 11 The “All respondent” proportions shown here are affected by respondents who did not identify themselves as “Male” or 

“Female” (choosing one of the other gender identities offered, indicating they preferred not to say, or skipping the gender 

question entirely).
ODS Product 17-028 21

Figure 14: Role of those from whom you have experienced sexual harassment in Region 5 in the past 3 years

Most of those who report experiencing harassment in Region 5 in the past 3 years experienced 

harassment by individuals of a gender different from their own.

Figure 15: Gender of those from whom you have experienced sexual harassment in Region 5 in the past 3 years
ODS Product 17-028 22

7: Perspectives on Reporting Sexual Harassment

Among those respondents who reported experiencing an instance of sexual harassment in the past 

3 years, most did not formally report it. Female respondents were more likely than males to formally

report it.

Figure 16: Formal reporting of instances of sexual harassment experienced in Region 5 in the past 3 years

The majority of respondents across all demographics indicate that they know the Forest Service has a 

sexual harassment policy, the process for reporting sexual harassment, and the pertinent reporting 

official (see Appendix for a demographic breakdown). However, a sizable minority of respondents 

across demographics indicate that they do not know, or are not sure if they know, the reporting officials

who handle sexual harassment.

Figure 17: Familiarity with Forest Service policy, reporting processes, and reporting officials on sexual harassment
ODS Product 17-028 23

Experience among those who experienced an instance of sexual harassment, and 

reported it

Among the 45 respondents who reported experiencing an instance of sexual harassment in the past 

3 years and reported it, a majority feel that their career suffered as a result of their decision to report the 

instance.12

Figure 18: Perceived career damage as a result of reporting an instance of sexual harassment

Those who reported (or were “not sure” if they had reported) an instance of sexual harassment reported 

an often negative to very negative reporting experience when asked about their comfort level in 

reporting the instance, the level of support received, and the fairness and timeliness of the process.

Figure 19: Experience of those reporting an instance of sexual harassment

 12 Because not all employees are familiar with the Forest Service’s reporting mechanisms, some who experience sexual 

harassment may not be sure if they have formally reported it (for example, if they had a conversation with a colleague or 

supervisor, they may not be sure if this constitutes formal reporting). To remain inclusive of this varied experience, while

allowing OIG to more accurately capture a view of the Forest Service work environment, the survey allowed both those 

respondents who indicated that they had reported an instance of sexual harassment and those who were “not sure” if they had 

reported it to advance to more specific questions about this experience. All respondents were able to skip questions they 

found irrelevant.
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Experience among those who experienced an instance of sexual harassment, but did not 

report it

Fifty-eight respondents who reported that they experienced an instance of sexual harassment in the past 

3 years, or were not sure if they did, did not formally report it. A large number of respondents did not 

trust the reporting process, or did not think the process would be supportive, feared a negative reaction 

from their colleagues, or believed that the process would not be confidential. Male respondents were 

more likely than their female colleagues to be dissuaded from reporting an instance of sexual harassment 

by the fear of negative job impacts, a greater distrust in the formal process, and a belief that the process 

would not support them. Proportionally, males’ decisions not to report their experiences were more 

driven than their female colleagues by a fear that they wouldn’t be believed.
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Figure 20: Factors driving decisions not to report instances of sexual harassment13

 13 These numbers reflect responses to the questions shown, limited to those respondents who both indicated that they had 

experienced an instance of sexual harassment, and also indicated that they had not reported this experience. However, these 

numbers differ very slightly from those in the source dataset. They differ because of the technological constraints and user 

experience choices made in setting up the online survey. Specifically, in an effort to ease responses for survey participants, 

the online survey form did not require an answer to any question. Respondents who skipped “gating” questions were 

presented with the longest version of the survey, giving them the option of answering follow-up questions, even if they had 

skipped preceding questions. One respondent, who identified as female, skipped the “gate” question on whether or not she 

had experienced an instance of sexual harassment, but did answer the questions shown here as to why she had not reported an 

instance of sexual harassment. To preserve the original logic of the question set, her answers are not shown here, but are 

included in the dataset.
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8: Perspectives on the Forest Service’s efforts surrounding sexual harassment

 Receipt of training on handling sexual harassment

The majority of respondents indicated that they have received formal training on how to handle sexual 

harassment in the Forest Service (see Appendix for a demographic breakdown).

Figure 21: Received formal training or communications about how to handle sexual harassment in the Forest Service
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Awareness of the “zero tolerance” policy on sexual harassment

The majority of respondents “agree” or “agree strongly” that the Forest Service has a zero-tolerance 

policy on sexual harassment. Those who have joined Region 5 or the Forest Service within the past year 

have less strong views – “neutral,” “slightly agree,” or “slightly disagree” – on this point.

Figure 22: The Forest Service has a zero-tolerance policy for sexual harassment
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Perspectives on whether policies have discouraged sexual harassment

Those who are within their first year of employment in Region 5 or the Forest Service are less likely 

than their peers to “disagree” or “disagree strongly” that Forest Service policies have discouraged sexual 

harassment. Rather, these individuals adopt less strong views—“slightly agree,” “slightly disagree,” or 

“neutral.” Black/African American respondents hold the most strongly positive views of Forest Service 

policy success, and females hold slightly more negative views than males.

Figure 23: The policies toward sexual harassment have effectively discouraged these behaviors
ODS Product 17-028 29

Perspectives on the Forest Service’s support of sexual harassment victims

Those who are in their first year of working in Region 5 or the Forest Service reported more uncertainty

than their more-tenured colleagues about the Forest Service’s level of support for sexual harassment 

victims. Senior management agrees more strongly than respondents of other levels that the Forest 

Service has succeeded in this area.

14

Figure 24: The Forest Service has effectively supported victims who report sexual harassment in the workplace

 14 These results are very similar to those for a question which asked respondents if they agreed that “The Forest Service has 

supported victims who report sexual harassment by connecting them with appropriate external sources of support.” Those 

results are available in the Appendix.
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Perspectives on the Forest Service’s commitment to eliminating workplace sexual 

harassment

Most respondents “agree” or “agree strongly” that the Forest Service is currently committed to 

eliminating sexual harassment in the workplace (a breakdown across demographics is available in the 

Appendix). Those who have experienced sexual harassment in the Region 5 workplace, however, are 

much more likely to “disagree” or “disagree strongly” with this statement.

Figure 25: The Forest Service is currently committed to eliminating sexual harassment in the workplace
ODS Product 17-028 31

Perspectives on whether the Forest Service will change policy based on this survey

Many respondents agreed or agreed strongly with the statement that the Forest Service would use these 

survey results to change its sexual harassment policy. However, a sizable minority indicated that they 

“somewhat disagree” or “disagree or disagree strongly” with this statement. Those who have been with 

Region 5 or the Forest Service for less than a year are less likely to disagree, while those with longer 

tenures are less confident that this survey will influence policy. Native Hawaiian/Other Pacific Islanders 

hold proportionally more negative views on this than respondents of other ethnic identities.

Figure 26: I am confident that the Forest Service will take steps to shift sexual harassment policy in the future based on this 

survey
ODS Product 17-028 32

Those who have, or are “not sure” if they have, experienced sexual harassment in the Region 5 

workplace in the past 3 years are much more likely than those who have not to disagree or disagree 

strongly that the Forest Service will change its policies as a result of this survey.

Figure 27: Confidence in policy change as a result of survey, by experience with sexual harassment in Region 5 in the past 

3 years

Most respondents were not concerned about being sexually harassed in the future. However, those who 

report being sexually harassed in the past 3 years are noticeably more concerned than other respondents 

about being harassed in the future.

Figure 28: How concerned are you about being sexually harassed in the future?
ODS Product 17-028 33

Perceived improvement over time

Of the 271 respondents who expressed a perspective between “neutral” and “extremely problematic” as 

to the degree to which sexual harassment is a problem in Region 5, many thought that the severity of the

problem had not changed in the past 3 years. The second-most reported answer was that sexual 

harassment is now “somewhat less of a problem” than before the past 3 years.

Figure 29: Would you say that the problem of sexual harassment in the last 3 years in Region 5 is:

Those who have experienced or are not sure if they have experienced sexual harassment in the past 

3 years in Region 5 are more likely to think that this problem is more or much more of a problem now 

than 3 years ago. This is also true for those who know someone else who has been sexually harassed in 

Region 5 in the past 3 years.

Figure 30: Perceptions on any change in the problem of sexual harassment in Region 5 over the past 3 years, by direct

experience and knowledge of sexual harassment victims
ODS Product 17-028 34

Appendix A: Survey Questionnaire

Respondents were asked only sets of questions relevant to their experiences. For example, they were 

asked about their experience reporting an instance of sexual harassment only if they indicated both that 

they had experienced an instance of sexual harassment and that they had reported it. For all other 

respondents, the survey skipped these questions. This kind of “skip logic” is noted in the questionnaire 

printout below, with yellow boxes labeled “logic applied” and accompanied by a box explaining how 

respondents were routed through the questionnaire. For reference, the skip logic boxes refer to “Survey 

pages,” which refer to the web page on which the survey questions appeared. The survey pages do not 

necessarily match the number of the pages on which the questions were printed—the start of each survey 

page is noted in the lower right of the relevant printed page.
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Appendix B: Additional Analyses

Sexual harassment (pre-definition)
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Know someone in the Forest Service who has been sexually harassed since you started 

working in Region 5
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Personally experienced sexual harassment since joining Region 5
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Awareness of a sexual harassment policy in place at the Forest Service
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Knowledge of the process for reporting sexual harassment at the Forest Service
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Knowledge of the reporting official who handles issues of sexual harassment for the 

Forest Service
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Receipt of formal training or communications about how to handle sexual harassment in 

the Forest Service
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The Forest Service has effectively supported victims who report sexual harassment in the 

workplace
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The Forest Service is currently committed to eliminating sexual harassment in the 

workplace 
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Whether a supervisor ever threatened to give you a bad evaluation, or make it difficult for 

you at work in any way, if you did not consent to his/her sexual advances
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Appendix C: Response frequency tables for each survey question

Q1. What is your age?

Answer Choices Responses

Under 18 0.05% 1

18-24 0.68% 13

25-34 17.78% 339

35-44 28.63% 546

45-54 26.59% 507

55-64 21.76% 415

65 or older 4.51% 86

Answered 1907

Skipped 0

Q2. Are you employed by the US Forest Service in Region 5?

Answer Choices Responses

Yes 99.32% 1891

No 0.68% 13

Answered 1904

Skipped 3
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Q3. How problematic would you say the following issues are in Region 5 of the US Forest 

Service?15

Answer Choices Extremely 

Problematic7 6 5 4 3 2 Not At All Problematic1 Don't Know Total Weighted Average

Supervisor harassment (non-sexual) 3.87% 72 4.35% 81 7.04% 131 7.04% 131 10.26% 191 18.54% 345 32.19% 599 16.71% 311 1861 3.5

Co-worker harassment (non-sexual) 2.79% 52 3.33% 62 6.61% 123 9.67% 180 13.54% 252 20.47% 381 30.79% 573 12.79% 238 1861 3.26

Bullying based on a person’s race, ethnicity, 

religion, sex, age, disability or sexual orientation 

(non-sexual)

4.24% 79 4.03% 75 5.32% 99 5.64% 105 9.51% 177 21.32% 397 36.52% 680 13.43% 250 1862 3.18

Physical harassment (non-sexual) 0.92% 17 0.92% 17 2.37% 44 4.36% 81 6.84% 127 21.55% 400 46.17% 857 16.86% 313 1856 2.86

Verbal harassment (non-sexual) 4.78% 89 5.48% 102 7.37% 137 8.60% 160 13.28% 247 21.08% 392 28.28% 526 11.13% 207 1860 3.37

Sexual harassment 1.51% 28 2.37% 44 3.02% 56 6.30% 117 9.05% 168 21.17% 393 38.20% 709 18.37% 341 1856 3.2

Answered 1863

Skipped 44

Q4. Given this definition, how problematic would you say the issue of sexual 

harassment is in Region 5 of the US Forest Service?

Extremely 

Problematic7 6 5 4 3 2 Not at All Problematic1 Don’t Know Total Weighted Average

2.00% 37 1.78% 33 4.22% 78 6.65% 123 12.05% 223 25.03% 463 28.38% 525 19.89% 368 1850 3.46

Answered 1850

Skipped 57

 15 This table and others in this section display the 7-point Likert scale used in many questions. The exact phrasing of the endpoints of each scale (for example, this 

question’s “Extremely Problematic” and “Not At All Problematic”) varied between some groups of questions as appropriate to their context. All of these questions were 

designed such that answers towards the higher end of the 7-point scale reflected responses of concern, while answers towards the lower end of the scale reflected responses 

of less concern.
ODS Product 17-028 64

Q5. Would you say the problem of sexual harassment in the last 3 

years in Region 5 of the US Forest Service is:

Answer Choices Responses

Much less of a problem than before that time 4.10% 11

Somewhat less of a problem than before that time 27.24% 73

Unchanged 39.18% 105

Somewhat more of a problem than before that time 8.21% 22

Much more of a problem than before that time 5.60% 15

Not sure 15.67% 42

Answered 268

Skipped 1639

Q6. How knowledgeable are you about where to get help in dealing with instances of sexual 

harassment in the US Forest Service?

Extremely Knowledgeable7 6 5 4 3 2 Not at All 

Knowledgeable1 Don’t Know Total Weighted Average

33.71% 601 28.55% 509 19.46% 347 9.20% 164 4.15% 74 2.24% 40 1.68% 30 1.01% 18 1783 5.68

Answered 1783

Skipped 124
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Q7. Please respond to each of the following about sexual harassment policies at the US Forest 

Service:

Answer Choices Yes No Don't Know Total

Weighted 

Average

Is there a sexual harassment policy in place at the US Forest 

Service? 98.85% 1813 0.33% 6 0.82% 15 1834 1.02

I have received formal training or communications about how 

to handle sexual harassment in the US Forest Service 98.09% 1798 0.93% 17 0.98% 18 1833 1.03

I know the process for reporting sexual harassment at the US 

Forest Service 95.13% 1737 2.90% 53 1.97% 36 1826 1.07

I know who the reporting official is who handles issues of 

sexual harassment in the US Forest Service 77.94% 1427 13.11% 240 8.96% 164 1831 1.31

Answered 1834

Skipped 73
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Q8. Since you have been working in Region 5, do you know of anyone who has 

been sexually harassed within the Forest Service workplace environment?

Answer Choices Responses

Yes 38.82% 708

No 49.12% 896

Not Sure 12.06% 220

Answered 1824

Skipped 83

Q9. In the last 3 years, do you know of anyone in Region 5 who has been 

sexually harassed within the Forest Service workplace environment?

Answer Choices Responses

Yes 21.59% 394

No 65.97% 1204

Not Sure 12.44% 227

Answered 1825

Skipped 82

Q10. Since you have been working in Region 5, have you been sexually 

harassed within the Forest Service workplace environment?

Answer Choices Responses

Yes 10.95% 200

No 86.04% 1572

Not Sure 3.01% 55

Answered 1827

Skipped 80
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Q11. How concerned are you about being sexually harassed in the future while working in Region 5?

Extremely Concerned7 6 5 4 3 2 Not At All 

Concerned1 Don’t Know Total Weighted Average

2.67% 49 1.75% 32 2.35% 43 3.93% 72 4.86% 89 13.26% 243 69.05% 1265 2.13% 39 1832 1.84

Answered 1832

Skipped 75

Q12. In the last 3 years, have you been sexually harassed within 

the Forest Service workplace environment in Region 5?

Answer Choices Responses

Yes 4.04% 74

No 93.99% 1721

Not Sure 1.97% 36

Answered 1831

Skipped 76
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Q13. In the last 3 years, what types of sexual harassment have you experienced within the 

Forest Service workplace environment in Region 5? 16

Answer Choices Yes No Don't Know Total

Insulted or mocked based on your gender or sexual preferences

50 48 14 112

Persistent sexual advances 19 81 11 111

Inappropriate remarks about personal appearance or dress

59 45 9 113

Touched in an unwelcomed way 17 84 9 110

Unwanted sexual comments, jokes or gestures 72 29 12 113

Shown inappropriate sexual images 29 75 9 113

Having someone physically expose themselves 6 96 10 112

Called an inappropriate name 56 44 12 112

Stalking 19 79 14 112

Something else 48 43 17 108

 16 Our survey participants provided very few responses to the “Forced to do something sexual” answer category for this question - To protect those respondents’ 

confidentiality, we removed that category from this table and further removed all totals and percentages. 
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Q14. How many times, while at work, have you experienced any 

form of sexual harassment in Region 5 in the last 3 years?

Answer Choices Responses

0 9.01% 10

1 6.31% 7

2 10.81% 12

3-4 17.12% 19

5-6 6.31% 7

7-9 4.50% 5

10 or more 24.32% 27

Not sure 21.62% 24

Answered 111

Skipped 1796

Q15. How many different people in Region 5 subjected you to any 

form of sexual harassment in the workplace in the last 3 years?

Answer Choices Responses

1 25.47% 27

2 15.09% 16

3-4 14.15% 15

5 or more 12.26% 13

Not sure 33.02% 35

Answered 106

Skipped 1801
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Q16. In any of the instances of sexual harassment in the last 3 years that involved 

someone from Region 5, was the situation ever with:

Answer Choices Yes No Don't Know Total

A peer in the Federal government 65.00% 65 21.00% 21 14.00% 14 100

A manager in my line of authority 41.18% 42 44.12% 45 14.71% 15 102

A manager not in my line of authority 38.61% 39 46.53% 47 14.85% 15 101

An external party such as a contractor 14.00% 14 70.00% 70 16.00% 16 100

Someone else 20.00% 19 62.11% 59 17.89% 17 95

Not sure 9.52% 8 64.29% 54 26.19% 22 84

Prefer not to say 19.77% 17 60.47% 52 19.77% 17 86

Answered 108

Skipped 1799

Q17. In any of the instances of sexual harassment in the last 3 years that involved 

someone from Region 5, was the situation ever:

Answer Choices Yes No Not sure Total

While working 79.05% 83 8.57% 9 12.38% 13 105

When off duty 33.98% 35 53.40% 55 12.62% 13 103

Answered 108

Skipped 1799
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Q18. In any of the instances of sexual harassment in the last 3 years that involved 

someone from Region 5, was the situation ever with:

Answer Choices Yes No Don't Know Total

Someone of the opposite gender 72.82% 75 9.71% 10 17.48% 18 103

Someone of your gender 34.02% 33 50.52% 49 15.46% 15 97

Answered 105

Skipped 1802

Q19. Have you formally reported any instances of sexual 

harassment you experienced in the last 3 years to anyone in the 

US Forest Service?

Answer Choices Responses

Yes 31.13% 33

No 57.55% 61

Not sure 11.32% 12

Answered 106

Skipped 1801

Q20. How comfortable did you feel formally reporting an instance of sexual harassment to 

someone in the US Forest Service?

Extremely Comfortable7 6 5 4 3 2 Not At All 

Comfortable1 Don't Know Total Weighted Average

14.71% 5 2.94% 1 5.88% 2 5.88% 2 5.88% 2 8.82% 3 47.06% 16 8.82% 3 34 3.26

Answered 34

Skipped 1873
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Q21. Thinking about the most recent time you formally reported an incident, how supportive was 

the US Forest Service in helping you deal with the instance of sexual harassment?

Extremely 

Supportive7 6 5 4 3 2

Not At All 

Supportive1 Don't Know

Too Soon To 

Tell Total

Weighted 

Average

8.57% 3 5.71% 2 2.86% 1 8.57% 3 8.57% 3 17.14% 6 37.14% 13 11.43% 4 0.00% 0 35 3.31

Answered 35

Skipped 1872

Q22. Do you feel your career in the US Forest Service 

suffered because you formally reported an incident of 

sexual harassment?

Answer Choices Responses

Yes 54.29% 19

No 20.00% 7

Not sure 8.57% 3

Too soon to tell 17.14% 6

Answered 35

Skipped 1872

Q23. How fair do you feel management was in resolving your sexual harassment case?

Extremely Fair7 6 5 4 3 2 Not at All Fair1 Don’t Know

Too Soon to 

Tell Total

Weighted 

Average

11.76% 4 0.00% 0 2.94% 1 5.88% 2 5.88% 2 8.82% 3 50.00% 17 5.88% 2 8.82% 3 34 3.32

Answered 34

Skipped 1873
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Q24. How timely was management in addressing your formally reported sexual 

harassment instance?

Extremely 

Timely7 6 5 4 3 2 Not at All Timely1 Don’t Know

Too Soon to 

Tell Total

Weighted 

Average

2.86% 1 5.71% 2 2.86% 1 14.29% 5 5.71% 2 8.57% 3 42.86% 15 11.43% 4 5.71% 2 35 3.46

Answered 35

Skipped 1872

Q25. How important are the following in why you did not formally report any instances of sexual 

harassment while working in Region 5?

Answer Choices Extremely 

Important7 6 5 4 3 2

Not at All 

Important1 Don't Know Total

Did not know how to report it 7.27% 4 3.64% 2 1.82% 1 7.27% 4 9.09% 5 7.27% 4 54.55% 30 9.09% 5 55

Felt embarrassed to report it 14.81% 8 7.41% 4 9.26% 5 9.26% 5 12.96% 7 3.70% 2 29.63% 16 12.96% 7 54

Felt reporting it would be too emotionally challenging 23.64% 13 14.55% 8 7.27% 4 7.27% 4 3.64% 2 10.91% 6 25.45% 14 7.27% 4 55

Did not trust the formal process 37.04% 20 9.26% 5 12.96% 7 5.56% 3 7.41% 4 1.85% 1 16.67% 9 9.26% 5 54

Feared a negative reaction from my colleagues 40.00% 22 12.73% 7 12.73% 7 3.64% 2 1.82% 1 1.82% 1 20.00% 11 7.27% 4 55

Did not think the process would be supportive 40.00% 22 10.91% 6 7.27% 4 5.45% 3 5.45% 3 3.64% 2 20.00% 11 7.27% 4 55

Negative impact on my job 49.09% 27 14.55% 8 3.64% 2 7.27% 4 1.82% 1 1.82% 1 14.55% 8 7.27% 4 55

Did not think anyone would believe me 16.67% 9 14.81% 8 7.41% 4 11.11% 6 1.85% 1 1.85% 1 33.33% 18 12.96% 7 54

Did not want the other person to get into trouble 9.09% 5 9.09% 5 12.73% 7 12.73% 7 7.27% 4 5.45% 3 32.73% 18 10.91% 6 55

Did not think anything would be done 31.48% 17 12.96% 7 7.41% 4 5.56% 3 5.56% 3 5.56% 3 20.37% 11 11.11% 6 54

Afraid the process would not be confidential 52.73% 29 9.09% 5 9.09% 5 5.45% 3 1.82% 1 3.64% 2 9.09% 5 9.09% 5 55

Answered 55

Skipped 1852
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Q26. Has a supervisor ever threatened to give you a bad 

evaluation, or make it difficult for you at work in any way, if you 

did not consent to his/her sexual overtures?

Answer Choices Responses

Yes 1.05% 19

No 97.73% 1768

Not Sure 1.22% 22

Answered 1809

Skipped 98

Q27. To what extent do you agree or disagree with the following statements about sexual harassment 

in the US Forest Service?

Answer Choices Agree Strongly7 6 5 4 3 2

Disagree 

Strongly1 Don't Know Total

The US Forest Service has a zero-tolerance policy 

for sexual harassment 58.79% 1067 15.54% 282 6.45% 117 5.62% 102 2.92% 53 2.64% 48 5.12% 93 2.92% 53 1815

The policies toward sexual harassment have 

effectively discouraged these behaviors 26.27% 476 16.06% 291 12.53% 227 10.71% 194 5.52% 100 5.74% 104 5.96% 108 17.22% 312 1812

The US Forest Service has effectively supported 

victims who report sexual harassment in the 

workplace 21.53% 391 13.60% 247 6.88% 125 7.16% 130 4.41% 80 4.68% 85 6.28% 114 35.46% 644 1816

The US Forest Service has supported victims who 

report sexual harassment by connecting them with 

appropriate internal and external sources of support

22.36% 406 12.44% 226 7.21% 131 6.77% 123 3.52% 64 3.69% 67 5.45% 99 38.55% 700 1816

The US Forest Service is currently committed to 

eliminating sexual harassment in the workplace 53.50% 971 18.46% 335 9.53% 173 7.00% 127 2.87% 52 2.26% 41 2.98% 54 3.42% 62 1815

I am confident that the US Forest Service will take 

steps to shift sexual harassment policy in the future 

based on this survey 28.02% 508 14.12% 256 8.83% 160 10.81% 196 3.81% 69 6.23% 113 10.20% 185 17.98% 326 1813

Answered 1816

Skipped 91
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Q28. How long have you been employed by the US 

Forest Service?

Answer Choices Responses

Less than 1 year 3.26% 59

1 to 2 years 5.20% 94

3 to 5 years 5.48% 99

6 to 9 years 13.61% 246

10 to 14 years 19.19% 347

15 years or more 51.94% 939

Don’t know/Not sure 0.06% 1

Prefer not to answer 1.27% 23

Answered 1808

Skipped 99

Q29. How long have you been working in Region 5 of 

the US Forest Service?

Answer Choices Responses

Less than 1 year 3.98% 72

1 to 2 years 7.08% 128

3 to 5 years 8.47% 153

6 to 9 years 15.66% 283

10 to 14 years 19.20% 347

15 years or more 44.22% 799

Don’t know/Not sure 0.11% 2

Prefer not to answer 1.27% 23

Answered 1807

Skipped 100

Q30. Which of the following best describes your role 

in the US Forest Service?

Answer Choices Responses

First-level supervisor 21.59% 390

Manager/Supervisor higher than first level 18.66% 337

Senior management 3.65% 66

Not a manager or supervisor 48.56% 877

Prefer not to answer 7.53% 136

Answered 1806

Skipped 101
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Q31. What is your gender identity?

Answer Choices Responses

Female 37.55% 677

Male 50.92% 918

Other17 1.06% 19

Prefer not to answer 10.48% 189

Answered 1803

Skipped 104

Q32. Do you consider yourself to be:

Answer Choices Responses

Heterosexual 78.72% 1409

Gay or lesbian 2.18% 39

Other 3.52% 63

Prefer not to answer 15.59% 279

Answered 1790

Skipped 117

Q33. Are you?

Answer Choices Responses

Married/Partnered 61.94% 1115

Single/Never Married 14.17% 255

Divorced/Separated/Widowed 12.22% 220

Prefer not to answer 11.67% 210

Answered 1800

Skipped 107

 17 To protect respondent confidentiality, “Other,” “Transgender Male,” and “Transgender Female” have been collapsed to a 

single “Other” category.
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Q34. What is the highest level of education you 

completed?

Answer Choices Responses

Less than high school 0.00% 0

High school graduate 7.37% 133

Some college 25.87% 467

Associate Degree (2 years of college) 13.63% 246

College graduate 23.82% 430

Some graduate work 6.32% 114

Graduate or professional degree 17.23% 311

Prefer not to answer 5.76% 104

Answered 1805

Skipped 102

Q35. Which best describes your work status:

Answer Choices Responses

Full time 95.00% 1711

Part time 0.72% 13

Seasonal 1.33% 24

Temporary 0.61% 11

Prefer not to answer 2.33% 42

Answered 1801

Skipped 106

Q36. Are you Hispanic or Latino?

Answer Choices Responses

Yes 14.88% 268

No 70.41% 1268

Prefer not to answer 14.71% 265

Answered 1801

Skipped 106
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Q37. Which of the following categories best describes you?

Answer Choices Responses

White 64.06% 1148

Black or African American 1.67% 30

Asian American 2.46% 44

American Indian or Alaska Native 4.85% 87

Native Hawaiian or Other Pacific Islander 1.40% 25

Other 7.87% 141

Prefer not to answer 17.69% 317

Answered 1792

Skipped 115

Q38. Please provide any other comments 

about sexual harassment at work that may 

not have been covered in the survey.

Answered 663

Skipped 1244