SHRM Survey Findings: Workplace Romance September 24, 2013

SHRM Survey Findings: Workplace Romance

September 24, 2013

Workplace Romance Survey ©SHRM 2013 2

• How common is workplace romance? One out of four (24%) employees reported they have been or are currently involved in a workplace romance. Forty-three percent of HR professionals reported current incidences of workplace romance at their organizations.

• Do organizations have a policy that addresses workplace romance? Overall, more than one-half (54%) of organizations do not have a written or verbal policy that addresses workplace romance. However, in 2013, twice as many organizations (42%) indicated having a written or verbal policy as in 2005 (20%).

• What types of workplace romance are not permitted? Among organizations that have workplace romance policies, almost all (99%) indicated that romance between a supervisor and a direct report is not permitted, followed by romance between employees of a significant rank difference (45%) and between employees who report to the same supervisor (35%). Consequences for breaking an organization’s workplace romance policy vary depending on the type of workplace romance and the rank of employees.

• What consequences have been applied to employees involved in a workplace romance? The most frequently reported consequence was a transfer of an employee involved in a workplace romance to another department (34%) and counseling (32%).

Key Findings

3

• Why is workplace romance not permitted? When it comes to workplace romance, organizations are primarily concerned about real or perceived favoritism (84%), potential for claims of sexual harassment (78%), and potential for retaliation (72%).

» Concerns about potential retaliation increased from 50% in 2005 to 72% in 2013. Concerns about lowered productivity and about workplace romances being viewed as unprofessional decreased from 52% and 58% in 2005 to 29% and 29% in 2013.

» In the past five years, 40% of organizations have received complaints of favoritism from co-workers of those involved in a workplace romance; nearly one-fourth (23%) have received claims of sexual harassment, and 22% have received complaints of retaliation.

• How is workplace romance revealed, and which departments are responsible for taking action? Suspicions about workplace romance are generally revealed through office gossip (67%) or through reports to the HR department (61%). Vast majority of organizations (89%) indicated that the HR department is responsible for taking action when such suspicion or complaint comes to light.

• What are HR professionals’ opinions about “love contracts”*? Only 5% of organizations ask employees involved in a workplace romance to sign a “love contract.”* Although the majority (81%) of HR professionals agree that love contracts can provide a forum for them to talk to employees about appropriate and inappropriate workplace behavior, 75% view them as ineffective because employees may be more likely to hide their romantic relationships.

Workplace Romance Survey ©SHRM 2013

Key Findings

*In this survey, a “love contract” refers to a document affirming that a workplace romantic relationship is consensual, that employees involved will not engage in favoritism, and that neither will take any legal action against the employer or each other if the relationship ends.


• With workplace romance on the rise, HR professionals may need to prepare for more

issues related to managing its impact. For many organizations, the first step is to draft a written policy; more than twice as many organizations in 2013 were in the process of creating a written or verbal policy on workplace romance compared with 2005 (42% in 2013 versus 20% in 2005).

• In some cases, HR professionals may need to work with their risk management and/or legal team colleagues to identify risks involved with workplace romance. The consequences can include damage to office morale as well as legal claims that result from the relationship in question. Depending on the business, these risks will influence any written policies.

• Currently, most HR professionals deem a “love contract”—a document that affirms the relationship and is signed by the couple involved in a workplace romance—as ineffective and say that it actually encourages workers to hide the relationship from peers. But this approach may be revisited if the impact of workplace romance is seen as too damaging.

What do these findings mean for the HR profession?


Incidence of Workplace Romance

Incidence of workplace romance


n = 405

Yes43%

No57%

HR professionals: Are you aware of any current incidences of workplace romance at your organization?

Employees: Have you ever been or are you currently involved in a workplace romance?

I have been

in-volved before21%

I am currently involved

3%

No76%

Note: n = 5,004 U.S. employees. Employee data were collected from the 2013 Employee Job Satisfaction and Engagement Survey.


In your opinion as an HR professional, have incidences of workplace romance at your organization increased, stayed the same or decreased in the past five years?

n = 299

Increased

Stayed the same

Decreased

12%

67%

21%


Which of the following types of workplace romance are most common at your organization?

Note: n = 522. Percentages do not equal 100% due to multiple response options. Respondents were allowed to select up to three responses for this question.

Between employees in different departments

Between employees of the same rank

Between employees who are in the same department but report to different supervisors

Between employees when one or both have significant others

Between employees who report to the same supervisor

Between a supervisor and a direct report

Between employees of a significant rank difference

53%

32%

18%

16%

12%

8%

8%


Which of the following types of workplace romance are most common at your organization? (continued)

Note: n = 522. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Respondents were allowed to select up to three responses for this question.

Between employees who work on the same projects

Between an employee and a client/customer

Between an employee and a vendor

Between an employee of your organization and an employee from a competitor organization

Other

*No workplace romance was observed

8%

7%

5%

3%

4%

7%


Policies on Workplace Romance


Does your organization have a policy that addresses workplace romance?

Note: Percentages may not equal 100% due to rounding.

A written policy

A verbal policy

No written or verbal policy

Don’t know

36%

6%

54%

5%

15%

5%

75%

3%

2005 (n = 537)


Which of the following types of workplace romance are not permitted at your organization?

Note: Percentages do not equal 100% due to multiple response options. Respondents whose organizations do not have written or verbal policies on workplace romance were excluded from this analysis. An asterisk (*) indicates that this response option was only provided in the 2013 survey.

Types of workplace romance 2013 (n =

209)2005 (n =

127)2001 (n =

78)

Between a supervisor and a direct report 99% 80% 64%

Between employees of a significant rank difference 45% 16% 12%

Between employees who report to the same supervisor 35% 13% 15%

Between an employee and a client/customer 31% 13% 18%

Between employees who work on the same projects 25% 6% 12%

Between employees who work in the same department but report to different supervisors

22% 24% 31%

Between an employee and a vendor 21% 4% 6%

Between employees in different departments 12% * *

Between an employee of our organization and an employee from a competitor organization

11% 4% 4%


What consequences do employees face when a supervisor and his or her direct report break your organization’s policy and are involved in a workplace romance?

Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only provided in relation to supervisors.

Counseling

A formal written reprimand

Termination

A transfer to another department within the organization

*Removal from supervisory position

A move to another position within the department

Suspension

There are no official consequences

48%

44%

41%

40%

29%

26%

23%

22%

41%

29%

22%

51%

39%

12%

24%

Direct report (n = 265)


What consequences do employees face when those of a significant rank difference break your organization’s policy and are involved in a workplace romance?


Counseling

Termination

Suspension


A move to another position within the department

*Demotion


56%

48%

47%

32%

28%

25%

14%

17%

36%

42%

22%

16%

45%

33%

24%

Lower-ranking employee (n = 92)

Higher-ranking employee (n = 104)

Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only provided in relation to higher-ranking employees.


What consequences do employees face when those who report to the same supervisor break your organization’s policy and are involved in a workplace romance?

Note: n = 98. Percentages do not equal 100% due to multiple response options.



Counseling

Termination

Suspension

Other


56%

34%

33%

20%

18%

5%

27%


In the past five years, which of the following consequences have been applied to any of the employees involved in a workplace romance?

Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only included in the 2013 survey.

Consequences2013 (n =

343)2005 (n =

134)2001 (n =

108)


34% 42% 55%

Counseling 32% 34% 30%

A formal written reprimand 21% 36% 31%

Termination 20% 27% 35%

A move to another position within the department 20% * *

A removal from a supervisory position 12% 7% 7%

Suspension 8% * *

Other 6% 18% 11%

None of the above 34% * *


Generally, how did employees involved in the romance react to the consequences?

n = 219

They accepted the decision

They did not accept the decision and left the organization

They did not accept the decision and took legal action against the organization

They did not accept the decision and appealed it

Other

80%

8%

3%

2%

7%


Generally, how are suspicions or complaints about workplace romance revealed at your organization?

n = 392

Through gossip in the office

Reported to the HR department

Reported to the supervisor of those involved in the romance

Reported anonymously (e.g., through organization's ethics hotline)

Reported to the leader of the business unit under which the romance occurred

Reported to the internal/external legal counsel

Other

67%

61%

33%

25%

23%

3%

4%


If there is a suspicion or a complaint about a workplace romance between employees at your organization, who is responsible for taking action?

n = 411

HR department

Supervisor of those involved in the romance

Leader of the business unit under which the romance occurred

Internal legal counsel

External legal counsel

Other

89%

39%

24%

8%

5%

4%


If there is a suspicion or a complaint about a possible workplace romance between employees at your organization, what measures are taken?

Talk to employees involved

Talk to the supervisor/leader of those involved in the romance

Look for problematic behavior

Monitor conflict among co-workers

Monitor productivity of employees

Talk to co-workers of those involved in the romance

Monitor correspondence between suspected employees (e.g., e-mails, texts)

Support the relationship (e.g., allow common vacations)

Nothing/no measures taken

73%

60%

45%

32%

28%

23%

18%

7%

16%

58%

45%

47%

31%

33%

19%

13%

21%

25%

Other types of romance (n = 296)

Supervisor-direct report romance (n = 350)


Does your organization offer training to employees on how to manage workplace romance?

Note: n = 389. Percentages may not equal 100% due to rounding.

Yes, for all employees

Yes, for managers only

No

10%

8%

81%


HR Opinions About Workplace Romance


Why is workplace romance not permitted at your organization?

Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only provided in the 2013 survey.

*Concerns about real or perceived favoritism by co-workers of those involved in the romance

Potential for claims of sexual harassment

Potential for retaliation if the romance ends

*Potential for legal action taken against the organization

*Potential for inappropriate sharing of confidential information between those involved in the romance

*Concerns about gossip/distraction among co-workers

Concerns about lowered morale of co-workers of those involved in the romance

84%

78%

72%

57%

56%

47%

30%

77%

50%

44%

2005 (n = 103)


Why is workplace romance not permitted at your organization? (continued)


*Concerns about lowered productivity of co-workers of those involved in the romance

Concerns about lowered productivity of those involved in the romance

Workplace romances are viewed as unprofessional

*Concerns about lowered employee engagement of co-workers of those involved in the romance

*Concerns about public display of affection of those involved in the romance

*Damage to organization's public image as a result of exposed romance

Other

30%

29%

29%

24%

19%

18%

6%

52%

58%

8%

2005 (n = 103)


In the past five years, have any of the following occurred at your organization as a result of a workplace romance between employees?


Click icon to add chart 2013 (n = 327)

2005 (n = 472)

2001 (n = 468)

Gossip/distraction among co-workers 70% * *

Those involved in the romance got married or became long-term partners

51% 62% 66%

Complaints of favoritism from co-workers of those involved in the romance

40% 44% 46%

Divorce/ending of long-term relationship with significant other

30% * *

Decreased productivity by those involved in the romance

24% 26% 41%

Claims of sexual harassment 23% 19% 26%

Complaints of retaliation when the romance ended 22% 15% 26%

Inappropriate sharing of confidential information between those involved in the romance

20% * *

Decreased morale of co-workers of those involved in the romance

18% 25% 24%

Complaints of stalking when the romance ended 17% 16% 19%


In the past five years, have any of the following occurred at your organization as a result of a workplace romance between employees? (continued)


Click icon to add chart2013 (n =

327)2005 (n =

472)2001 (n =

468)Complaints from co-workers of those involved in the romanceabout public display of affection

15% * *

Decreased productivity by co-workers of those involved in the romance

14% * *

Decreased employee engagement of co-workers of those involved in the romance

13% * *

Legal action was taken against the organization 6% * *

Increased morale of co-workers of those involved in the romance

6% 6% 7%

Increased employee engagement of co-workers of those involved in the romance

3% * *

Organization's public image was damaged as a result of exposed romance

3% * *

Increased productivity by those involved in the romance

2% 5% 9%

Increase in workplace violence 2% 3% 4%

Increased productivity by co-workers of those involved in the romance

1% * *

Other 5% 13% 10%


In your opinion as an HR professional, should employers have the right to prohibit workplace romance between employees?

Note: n = 385. Percentages do not equal 100% due to rounding. More than one-half of respondents who selected “depends on the situation” indicated that employers should have the right to prohibit workplace romances between a supervisor and a direct report.

Yes32%

No18%

Depends on the situation

49%


In your opinion as an HR professional, which types of workplace romance should be restricted and/or acted upon by organizations?

n = 398

Romance between a supervisor and a direct report

Romance between employees of a significant rank difference

Romance between an employee and a client/customer

Romance between an employee and a vendor

Romance between employees in the same department

Romance between employees who report to the same supervisor

Romance between an employee of our organization and an employee from a competitor organization

Romance between employees who work on the same projects

Romance between employees who work in the same department but report to different supervisors

Romance between employees in different departments

Other

95%

54%

44%

33%

33%

30%

24%

23%

17%

8%

4%


Does your organization ask employees involved in a workplace romance to sign a “love contract”?

n = 371

Yes5%

No95%

In this survey, a “love contract” refers to a document affirming that a workplace romantic relationship is consensual, that employees involved will not engage in favoritism, and that neither will take any legal action against the employer or each other if the relationship ends.


In your opinion as an HR professional, do you agree with the following statements related to “love contracts”?

n = 290

Love contracts are effective in reducing perceived favoritism by co-workers

Love contracts are not necessary and create additional paperwork

Love contracts are an invasion of employees' privacy

Love contracts are effective in decreasing risk of sexual harassment claims

Love contracts are effective in protecting the organization against legal action

Love contracts put HR professionals in an awkward position

Love contracts are ineffective because employees may be more likely to hide their romantic relationships

Love contracts provide a forum to talk to employees about appropriate and inappropriate workplace behavior

41%

46%

49%

58%

61%

66%

75%

81%

59%

54%

51%

42%

39%

34%

25%

19%

Agree Disagree


Demographics


Demographics: Organization Industry


Percentage

Professional, scientific and technical services 18%

Health care and social assistance 16%

Manufacturing 15%

Government agencies 10%

Finance and insurance 10%

Educational services 7%

Retail trade 7%

Transportation and warehousing 7%

Information 6%

Construction 5%

Utilities 4%


Demographics: Organization Industry (continued)


Percentage

Accommodation and food services 3%

Mining, quarrying, and oil and gas extraction 3%

Religious, grant-making, civic, professional and similar organizations 3%

Wholesale trade 3%

Repair and maintenance 2%

Real estate and rental and leasing 2%

Administrative and support and waste management and remediation services 1%

Agriculture, forestry, fishing and hunting 1%

Arts, entertainment and recreation 1%

Personal and laundry services 1%

Other industry 5%


Demographics: Organization Sector

n = 385

Privately owned for-profit

Nonprofit

Publicly owned for-profit

Government

Other

52%

22%

15%

10%

1%


Demographics: Organization Staff Size

n = 384

1 to 99 employees

100 to 499 employees

500 to 2,499 employees

2,500 to 24,999 employees

25,000 or more employees

24%

33%

21%

16%

6%


n = 399

Demographics: Other

U.S.-based operations only 74%%

Multinational operations 26%

Single-unit organization: An organization in which the location and the organization are one and the same.

31%

Multi-unit organization: An organization that has more than one location.

69%

Multi-unit headquarters determines HR policies and practices

54%

Each work location determines HR policies and practices

2%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices

44%

Is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 400

n = 283

Corporate (companywide) 64%

Business unit/division 15%

Facility/location 21%

n = 285

What is the HR department/function for which you responded for throughout this survey?


SHRM Survey Findings: 2013 Workplace Romance

• Response rate = 13%• 384 HR professionals from a randomly selected sample of SHRM’s membership

participated in this survey• Margin of error +/- 5%• Survey fielded July 9-26, 2013

Survey Methodology


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About SHRM Research

Project leader:Yan Dong, research intern, SHRM Research

Project contributors:Alexander Alonso, Ph.D., SPHR, vice president, SHRM ResearchEvren Esen, manager, Survey Research Center, SHRM Research

Copy editor:Katya Scanlan, SHRM Knowledge Center

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The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 260,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.

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SHRM Survey Findings: Workplace Romance September 24, 2013