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In fiscal year (FY) 2011, employers
paid out $365 million in settlements of EEOC charges. 
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Harassment charges filed with the EEOC increased 25% between FY 2001 and FY 2011. Monetary benefits resulting from those charges in FY 2011 totaled $100 million.
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In FY 2011, the most frequently alleged basis for EEOC charges was retaliation.
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Pregnancy discrimination charges filed with the EEOC increased 35% between FY 2001and FY 2011. A 2008 study by the National Partnership for Women and Families found that pregnancy discrimination complaints have risen at a faster rate than the steady influx of women into the workplace.
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A study by Jury Verdict Research,
Inc. found that, in the year 2003, the national jury award
median for employment practice liability cases was $250,000.
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A 2001 survey by the Society for
Human Resource Management of human resource professionals
in Fortune 1000 companies found that diversity initiatives
helped the bottom line of their organizations. Benefits
included the following: improvement of corporate culture;
improvement of employee morale; higher retention of employees;
easier recruitment of new employees; decreased complaints
and litigation; increased creativity.
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A 1994
study by the Merit Systems Protection Board of sexual
harassment in federal workplaces yielded the following
data:
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44% of female federal employees
and 19% of male employees who responded to the survey
reported that they were subjected to unwanted sexual
attention at work during the preceding two years;
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Only around 6% of survey respondents
who experienced sexually harassing behaviors took
formal action in response to the harassment;
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Sexual harassment cost the
Federal Government an estimated $327 million during
the two year period covered by the survey. That amount
included the cost of sick leave, job turnover, and
productivity losses.
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