Attitudes Related to Gender-Based Violence and #MeToo in Canada

Final Report

Prepared for Women and Gender Equality Canada (WAGE)

Supplier name: Earnscliffe Strategy Group
Contract number: 1W001-180236/001/CY
Contract value: $69,561.67 (including HST)
Award date: November 27, 2018
Delivery date: July 5, 2019

Registration number: POR-080-18
For more information on this report, please contact Women and Gender Equality Canada at:
communications@swc-cfc.gc.ca.

Ce rapport est aussi disponible en français.

Attitudes Related to Gender-Based Violence and #MeToo in Canada

Final Report

Prepared for Women and Gender Equality Canada (WAGE)
Supplier name: Earnscliffe Strategy Group
July 2019

This public opinion research report presents the results of the online survey conducted by Earnscliffe Strategy Group on behalf of Women and Gender Equality Canada. The research was conducted in May and June of 2019.

Cette publication est aussi disponible en français sous le titre : Attitudes à l’égard de la violence fondée sur le sexe et la campagne #MoiAussi au Canada – Rapport final.

This publication may be reproduced for non-commercial purposes only. Prior written permission must be obtained from Women and Gender Equality Canada. For more information on this report, please contact Women and Gender Equality Canada at: communications@swc-cfc.gc.ca or at:

Women and Gender Equality Canada
P.O. Box 8097, Station T CSC
Ottawa, ON K1G 3H6

Catalogue Number:
SW21-175/2019E-PDF

International Standard Book Number (ISBN):
978-0-660-33196-6

Related publications (registration number): POR-080-18:

Attitudes à l’égard de la violence fondée sur le sexe et la campagne #MoiAussi au Canada – Rapport final

ISBN 978-0-660-33197-3

© Her Majesty the Queen in Right of Canada, as represented by the Minister for Women and Gender Equality, 2020

Executive Summary 

Earnscliffe Strategy Group (Earnscliffe) is pleased to present Attitudes Related to Gender-Based Violence and #MeToo in Canada – Final Report to Women and Gender Equality Canada (WAGE). This report summarizes the results of quantitative research in order to develop foundational knowledge of people living in Canada’s impressions of gender-based violence (GBV) and gender equality (GE), harassment and violence in the workplace and GBV social movements.

Preventing and addressing GBV in Canada is a key pillar of WAGE’s work to advance equality with respect to sex, sexual orientation, and gender identity or expression. The rise in prominence of GBV social movements over the past two years has sparked a global conversation about sexual harassment and violence, particularly in the workplace, and has highlighted the ongoing need to address GBV in Canada today. WAGE commissioned research to better understand people in Canada’s awareness and impression of GBV-related social movements, specifically #MeToo, perceptions of GBV, harassment and violence in the workplace, the justice system’s handling of sexual assault, and GE more broadly.

The research focused on exploring respondents’ opinions about GBV in Canada, including questions ranking their concern about various topics and their attitudes towards GBV and social movements, such as #MeToo. Feedback from this research will help WAGE better understand perceptions of social movements related to GBV and inform future efforts to shift attitudes in Canada that contribute to gendered inequalities and GBV. It will also inform WAGE’s engagement with future partnerships and provide a baseline measure of attitudes. The results of this research will also complement other WAGE studies that explore baseline attitudes related to gender roles, diversity, gender identity and expression, as well as work underway with Statistics Canada to implement three new national surveys related to GBV, and sexual harassment and misconduct among post-secondary students and in the workplace. The contract value of this research was $69,561.67, including HST.

Earnscliffe used a quantitative approach to meet these objectives, using both online and telephone modes of data collection, with a total of 2,244 people of Canada. The survey was conducted with people living in Canada ages 18 or older. Participation in the survey was voluntary and respondents were able to opt out of answering any questions. Quotas were set to ensure sufficient sample sizes to conduct analysis on a regional level. The quota structure was as follows:

• 400 interviews in Atlantic Canada (Newfoundland and Labrador, Prince Edward Island, New Brunswick, Nova Scotia);
• 400 interviews in Quebec;
• 400 interviews in Ontario
• 200 interviews in the Prairies (Manitoba, Saskatchewan);
• 200 interviews in Alberta;
• 400 interviews in British Columbia; and
• 200 interviews in the Territories.

The surveys in Atlantic Canada, Quebec, Ontario, the Prairies, Alberta and British Columbia were conducted online, using Earnscliffe’s data collection partner, Léger’s, proprietary online panel on April 15, 2019 (pretest) and from May 21 to June 3, 2019. The survey was an average of 18 minutes in length.

The surveys in the Territories were conducted by telephone from Léger’s centralized call centre using their state-of-the-art Computer Assisted Telephone Interviewing (CATI) system on April 15, 2019 (pretest) and from May 21 to June 6, 2019. The telephone survey averaged 28 minutes in length.

The data was weighted to reflect the demographic composition of the population of Canada aged 18 and older.

Because the sample is based on those who initially self-selected for participation in the panel, no estimates of sampling error can be calculated. The treatment here of the non-probability sample is aligned with the Standards for the Conduct of Government of Canada Public Opinion Research for online surveys.

The key findings from the research are presented below.

• Following weighting of the survey respondents, here is the demographic profile on some key demographic variables. Of people who responded to the survey, 1,154 identified as women, 1,082 as men, and 9 as other; 2,041 identified their sexuality as heterosexual, 74 as homosexual (lesbian or gay), 80 as bisexual, and 43 indicated having another sexual orientation; 82 respondents indicated being an Indigenous person; 1,814 indicated having been born in Canada, and 421 indicated having been born in a country outside of Canada.
• Respondents were asked to rate the extent to which they are concerned about a series of current topics. Health care (47% extremely, 36% somewhat concerned), the environment (39% extremely, 38% somewhat concerned) and the economy (34% extremely, 45% somewhat concerned) make up the top three issues with the largest proportion of respondents indicating concern. However, sexual assault is a close fourth, with almost three-quarters (71%) reporting they find it concerning, including 31% who are extremely concerned. A variety of issues make up the next tier, including sexual harassment (25% extremely, 40% somewhat concerned), immigration (27% extremely, 35% somewhat concerned) and creating jobs (27% extremely, 44% somewhat concerned). Gender equality, along with Indigenous issues, is among the set of issues respondents find least concerning. That said, one in five (20%) are extremely concerned about GE, along with 32% who are somewhat concerned. When it comes to Indigenous issues, 14% are extremely concerned, and 35% are somewhat concerned.
• While not the top issue, almost two-thirds of respondents are concerned about sexual harassment (66%). Gender equality is one of the issues that concerns the fewest respondents, though just over half (52%) do express some concern.
  • Women respondents express more concern about sexual harassment, sexual assault and GE than men who responded. For example, three-quarters (75%) of women are concerned about sexual harassment, including 31% who are extremely concerned, compared to just over half of men (55%).
• The vast majority agree that consent is required before initiating sex (96%), intimate touching (94%) or kissing (90%).
  • However, not all respondents feel that consent must be verbal, particularly when it comes to kissing. Fewer, though still the majority, agree putting your arm around someone (74%) or holding hands (71%) require consent of some sort.
  • Men who responded to this survey are more likely than women to believe that consent does not need to not be verbal. For example, almost a third of men (29%) say that consent for sex could be non-verbal, compared to 19% of women. Similarly, 40% of men, compared to 29% of women, think consent could be non-verbal for intimate touching.
• Respondents are more concerned that women will be sexually assaulted (83%) or harassed (82%) than falsely accused of either (50% are concerned about false accusations of sexual assault, while 51% are concerned about false accusations of sexual harassment).
  • In contrast, respondents are more concerned that men will be falsely accused of sexual assault (71%) or harassment (72%) than they are that men will be sexually assaulted (50%) or harassed (49%).
  • More men than women are concerned they will personally be falsely accused of sexual assault (50% of men vs. 36% of women) and harassment (50% of men and 38% of women).
• Almost three-quarters of respondents (71%) are somewhat or very familiar with the #MeToo movement, and almost two-thirds (64%) believe social movements focused on GBV like #MeToo have a positive impact.
  • Women hold more positive impressions of the #MeToo movement than men (70% very or somewhat positive vs. 58%).
  • Those who believe the impact has been positive point to the movement’s ability to raise awareness (39%) and to allow people to speak out against GBV (30%).
  • Almost half of those who have a negative view feel the movement has gone too far (42%).
• The majority of respondents believe that #MeToo has resulted in several other positive outcomes, including:
  • A better understanding of sexual consent (65%) – more women (70%) than men (60%) agree;
  • Less shame associated with reporting sexual harassment or assault (65%);
  • That Canadians are now more likely to seek consent prior to engaging in sexual activity (58%). Note than men are more likely to agree with this statement than women (62% vs. 55%); and,
  • Victims are more likely to be believed (57%).
• Despite the numerous impacts that the majority of respondents agree are positive, when asked, there are some issues upon which respondents are divided. In particular, men often feel more strongly than women that #MeToo has had some negative impacts than women. More specifically:
  • 44% of men, compared to 31% of women, think the #MeToo movement had increased the number of false reports of sexual assault to police;
  • Just over half of men (53%) compared to 39% of women agree the #MeToo movement has made it harder to know the difference between flirting and sexual harassment; and
  • Slightly less than half (42%) of men agree that #MeToo has made the issues of sexual harassment and sexual assault seem like much bigger problems than they actually are, compared to under a third of women (27%).
• Survey responses indicate some uncertainty about the Canadian justice system’s handling of sexual assault. For example, the vast majority of respondents (82%) believes that those who experience a sexual assault should always report it to the police, but only 43% believe that the police investigate most cases.
• Opinion is mixed over whether the media should identify people who are accused of sexual harassment or assault, regardless of whether they are a public figure or a private citizen. About half (54%) agree the media should identify a public figure accused of sexual harassment or assault, while 46% feel the same way about the media identifying private citizens who have been accused.
• Just under half of respondents agree that #MeToo has changed the way they interact with both male (46%) and female (48%) coworkers.
  • More men agree that #MeToo has changed the way they interact with women coworkers (53%) compared to the proportion of women who say it has changed their interactions with men coworkers (44%).
  • Some of those who have changed their behaviour say they have become more mindful about the movement and the issues it highlights (19%) and careful of the comments they make (21%).
• The vast majority agrees that one co-worker asking another, regardless of gender, for sexual favours, persisting in unwanted attention or looking at private parts constitute sexual harassment. Commenting on a coworker’s appearance or asking them for drinks or lunch are more widely viewed as appropriate behaviours.
  • For example, 88% agree that a man asking a woman at work for sexual favours constitutes sexual harassment. Two-thirds also agree that placing a hand on a woman’s lower back at work (65%) or making sexual jokes (65%) would be inappropriate. Fewer view commenting on a woman’s appearance (35%) or asking her for drinks (18%) or lunch (12%) as inappropriate.
  • Similarly, requesting a sexual favour (85%) is widely viewed as sexual harassment if done by a woman to a man at work. Commenting on a male co-worker’s appearance (35%) or asking him to go for a drink (19%) or lunch (12%) are not as widely viewed as inappropriate.

Research Firm:

Earnscliffe Strategy Group Inc. (Earnscliffe)
Contract Number: 1W001-180236/001/CY
Contract award date: November 27, 2018

I hereby certify as a Representative of Earnscliffe Strategy Group that the final deliverables fully comply with the Government of Canada political neutrality requirements outlined in the Communications Policy of the Government of Canada and Procedures for Planning and Contracting Public Opinion Research. Specifically, the deliverables do not include information on electoral voting intentions, political party preferences, standings with the electorate or ratings of the performance of a political party or its leaders.

Signed: 

Date: July 5, 2019

Stephanie Constable
Principal, Earnscliffe

Introduction

Earnscliffe Strategy Group (Earnscliffe) is pleased to present Attitudes Related to Gender-Based Violence and #MeToo in Canada – Final Report to Women and Gender Equality Canada (WAGE). This report summarizes the results of quantitative research in order to develop foundational knowledge of people living in Canada’s impressions of gender-based violence (GBV) and gender equality (GE), harassment and violence in the workplace and GBV social movements.

Preventing and addressing GBV in Canada is a key pillar of WAGE’s work to advance equality with respect to sex, sexual orientation, and gender identity or expression. The rise in prominence of GBV social movements over the past two years has sparked a global conversation about sexual harassment and violence, particularly in the workplace, and has highlighted the ongoing need to address GBV in Canada today. WAGE required research to better understand people living in Canada’s awareness and impression of GBV-related social movements, specifically #MeToo, perceptions of GBV, harassment and violence in the workplace, the justice system’s handling of sexual assault, and GE more broadly. 

The research focused on exploring respondents’ opinions about GBV in Canada, including questions ranking their concern about various topics and their attitudes towards GBV and social movements, such as #MeToo. Feedback from this research will help WAGE better understand perceptions of social movements related to GBV and inform future efforts to shift attitudes in Canada that contribute to gendered inequalities and GBV. It will also inform WAGE’s engagement with future partnerships and provide a baseline measure of attitudes. The results of this research will also complement other WAGE studies that explore baseline attitudes related to gender roles, diversity, gender identity and expression, as well as work underway with Statistics Canada to implement three new national surveys related to GBV, and sexual harassment and misconduct among post-secondary students and in the workplace.

The specific objectives of the research included developing foundational knowledge of the awareness and impressions of people living in Canada towards:

• GBV-related social movements, specifically #MeToo;
• Related government initiatives and policies; and,
• Gender equality, harassment and violence in the workplace.

To meet these objectives, Earnscliffe used a quantitative approach, using both online and telephone modes of data collection, with a total of 2,244 people living in Canada. The survey was conducted with respondents aged 18 years or older. Participation in the survey was voluntary and respondents were allowed to opt out of answering any questions. Quotas were set to ensure sufficient sample sizes to conduct analysis on a regional level. The quota structure was as follows:

• 400 cases in Atlantic Canada (Newfoundland and Labrador, Prince Edward Island, New Brunswick, Nova Scotia);
• 400 cases in Quebec;
• 400 cases in Ontario;
• 200 cases in the Prairies (Manitoba, Saskatchewan);
• 200 cases in Alberta;
• 400 cases in British Columbia; and
• 200 cases in the Territories.

The surveys in Atlantic Canada, Quebec, Ontario, the Prairies, Alberta and British Columbia were conducted online, using Earnscliffe’s data collection partner, Léger’s, proprietary online panel on April 15, 2019 (pretest) and from May 21 to June 3, 2019. The survey was an average of 18 minutes in length. 

The surveys in the Territories were conducted by telephone from Léger’s centralized call centre using their state-of-the-art Computer Assisted Telephone Interviewing (CATI) system on April 15, 2019 (pretest) and from May 21 to June 6, 2019. The telephone survey averaged 28 minutes in length. 

The data were weighted to reflect the demographic composition of the population of Canada aged 18 years and older.

Because the sample is based on those who initially self-selected for participation in the panel, no estimates of sampling error can be calculated. The treatment here of the non-probability sample is aligned with the Standards for the Conduct of Government of Canada Public Opinion Research for online surveys.

The detailed findings from this research follow. Appended to this report are the methodology report, survey instrument, and data tables (presented under a separate cover).

Detailed Findings

The following report details research findings about of the impressions people living in Canada have of GBV-related social movements, specifically #MeToo, related government initiatives, GBV and GE, harassment and violence in the workplace. It is divided into the following sections: top of mind issues; attitudes about sexual assault and sexual harassment; familiarity and attitudes towards #MeToo; #MeToo in the workplace; sexual assault, sexual harassment and the justice system; and awareness of federal initiatives.

Starred (*) results in the tables presented in this report indicate that the difference between the demographic groups analysed are significantly higher than results found in other columns in the table. In the text of the report, unless otherwise noted, demographic differences highlighted are statistically significant at the 95% confidence level. The statistical test used to determine the significance of the results was the Z-test. In some instances, percentages for collapsed answer categories may not correspond exactly to the percentages of the summed individual answer categories, due to rounding.

Top of Mind Issues

Respondents were asked to rate the extent to which they are concerned about a series of current topics.

Health care (47% extremely, 36% somewhat concerned), the environment (39% extremely, 38% somewhat concerned) and the economy (34% extremely, 45% somewhat concerned) make up the top three issues with the largest proportion of respondents indicating concern. However, sexual assault is a close fourth, with almost three-quarters (71%) reporting they find it concerning, including 31% who are extremely concerned. A variety of issues make up the next tier, including sexual harassment (25% extremely, 40% somewhat concerned), immigration (27% extremely, 35% somewhat concerned) and creating jobs (27% extremely, 44% somewhat concerned). Gender equality, along with Indigenous issues, is among the set of issues respondents find least concerning. That said, one in five (20%) are extremely concerned about GE, along with 32% who are somewhat concerned. When it comes to Indigenous issues, 14% are extremely concerned, and 35% are somewhat concerned.

Respondents’ level of concern about sexual harassment, sexual assault and GE are all correlated, meaning that respondents who are concerned about one of these topics are more likely to also be concerned about the others. ^[1] Concern about all three topics is higher among women than among men. For example:

• 61% of women are concerned about GE, including 25% who are extremely concerned, versus 43% of men, including 14% who are extremely concerned.
• Three-quarters (75%) of women are concerned about sexual harassment, including 31% who are extremely concerned, compared to just over half of men (55% concerned, including 19% who are extremely concerned).
• 79% of women are concerned about sexual assault, including 37% who are extremely concerned, compared to 63% of men (24% extremely concerned, 39% somewhat concerned).

Respondents with a household income of less than $40,000 per year are also more likely to be extremely concerned about sexual harassment, sexual assault and GE, particularly compared to those with higher incomes. For example, 30% of those with an income of less than $40,000 are extremely concerned about sexual harassment, compared to 20% of those with an income of $100,000 or more. It is worth noting that respondents under 35 years make up 34% of the lowest income category, a larger proportion than in the higher income categories. They are also more likely to be extremely concerned (30%) compared to those 35-54 years (22%) and 55 years or older (26%).

Women whose household income is less than $40,000 or between $40,000 and $60,000 are more likely to report that they are extremely concerned about sexual assault and harassment than men in the same income brackets and women with a higher household income. Slightly less than half (44%) of women with a household income of less than $40,000 are extremely concerned about sexual assault, as are 43% of those with a household income between $40,000 and $60,000. In comparison, 27% of men in both the under $40,000 bracker and the $40,000 to $60,000 bracket are extremely concerned. Roughly a third of women whose household income falls between $60,000 to $80,000 (34%), $80,000 to $100,000 (33%) and over $100,000 (31%) are extremely concerned about sexual assault. 

When it comes to sexual harassment, 36% of female respondents with an income less than $40,000 are extremely concerned, as are 39% of those with an income between $40,000 and $60,000. Men in the same income groups are less concerned – 23% of those with an income of less than $40,000 and 16% of those with an income between $40,000 and $60,000 are extremely concerned. Under a third of women whose household income falls between $60,000 to $80,000 (28%), $80,000 to $100,000 (22%) and over $100,000 (26%) are extremely concerned about sexual harassment. 

Overall, younger respondents are more concerned about gender equality, sexual harassment and sexual assault than those who are middle-aged.

• Over half (59%) of respondents 18-24 years are concerned about gender equality, compared to 47% of those 35-44 years.
• Three-quarters (75%) of respondents 18-24 years and 71% of those 25-34 years are concerned about sexual harassment, compared to 58% of those 45-54 years.
• Just over three-quarters of those 18-24 years (78%) and 25-34 years (76%) are concerned about sexual assault, compared to 68% of those 35-44 years and 45-54 years.

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Attitudes About Sexual Assault and Sexual Harassment

This section explores respondents’ understanding of consent, concern about sexual harassment and assault, as well as false accusations, the causes of sexual harassment and assault, and obstacles to reporting both.

There is widespread agreement among respondents that having sex, intimate touching and kissing someone all require consent, though the proportion who feel consent need not be verbal varies. Almost three-quarters (72%) agree having sex requires verbal consent, and 24% believe consent could be non-verbal. Roughly double believe intimate touching requires verbal consent (60%) compared to non-verbal (34%). More respondents believe kissing someone without verbal consent is acceptable (50%) than those who believe it requires verbal confirmation (40%). While almost three-quarters believe putting your arm around someone (74%) and holding hands (71%) require some form of consent, respondents are overall more comfortable with consent being non-verbal (53% each) and roughly one-quarter feel each could be done without consent.

There are a few differences between men and women when it comes to the need to obtain verbal consent for sex and intimate touching. While almost all men and women believe consent of some form is required before having sex (94% and 97%, respectively) and intimate touching (93% and 96%), a greater proportion of women believe consent should be verbal. Two-thirds (67%) of women believe consent for intimate touching should be verbal, compared to 53% of men. Over three-quarters of women (78%) believe sex requires verbal consent, compared to two-thirds of men (65%).

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Overall, respondents are more concerned that women will be sexually assaulted (83%) concerned, 5-7 on a 7-point scale) or harassed (82%) than men, transgender women or transgender men. Half (50%) are concerned that men will be sexually assaulted, and a similar proportion (49%) are concerned men will be sexually harassed. Roughly equal proportions are concerned that transgender women will be sexually harassed (63%) or assaulted (62%). Concern that transgender men will be sexually assaulted (58%) or harassed (59%) is similar.

Half of respondents are concerned that women will be falsely accused of sexual harassment (51%) or assault (50%). A larger proportion of respondents are concerned about men being falsely accused of both - 71% are concerned about men being falsely accused of sexual assault and 72% about sexual harassment.

There are many notable demographic differences when it comes to concern about sexual assault and harassment. For example:

• Women exhibit higher degrees of concern than men that other women, men, transgender women and transgender men will be sexually assaulted or harassed.
• Concern that women will be sexually harassed is higher among respondents ages 55-64 years (87% concerned) and those 65 years or older (86%), compared to those ages 35-44 years (76%) and 45-54 years (77%).
• Respondents ages 55-64 years and 65 years or older are also more concerned about women being sexually assaulted (88% and 97%, respectively) than those ages 35-44 years (79%).
• Parents of daughters under the age of 18 are more concerned that women will be sexually harassed (84%) than parents who do not have a daughter in the same age range (75%).
• Younger respondents are more concerned that men will be sexually assaulted or harassed, compared to those in middle age. For example, 59% of 18-24 year-olds and 56% of 25-34 year-olds are concerned men will be sexually assaulted, compared to 44% of those 35-44 years and 39% of those 45-54 years.
• Younger respondents are also more concerned that they personally will be sexually assaulted or harassed, compared to those older than them. Almost two-thirds of 18-24 year-olds (65%) and 61% of 25-34 year-olds are concerned they will be sexually harassed, compared to 42% of 45-54 year-olds and 41% of those 65 years of age or older.

Opinion also varies by demographic group when it comes to false accusations of sexual assault or harassment:

• Men are slightly more concerned than women that men in general will be falsely accused of sexual harassment (75% vs. 70% concerned).
• Concern about men being falsely accused of sexual assault is higher among respondents ages 55-64 and those 65 years or older (75% of both are concerned), compared to respondents aged 35-44 years (64%).
• Those who think #MeToo has had negative impacts are more likely to be extremely concerned that men will be falsely accused of sexual harassment (42%), compared to 30% of those who believe the movement has brought about positive change.
• More men than women are concerned they will personally be falsely accused of sexual assault (48% of men vs. 36% of women) and harassment (50% of men and 38% of women).
• Those who are familiar with #MeToo are less concerned that they will be falsely accused of sexual harassment (41%) and sexual assault (39%) compared to those who are not familiar with the movement (51% for both sexual harassment and assault).
• Those who say #MeToo has expanded their definition of sexual assault and harassment are more concerned about being falsely accused of harassment (30% extremely concerned vs. 14% of those who say their definition has not changed), assault (29% vs. 16%). Worth noting, those whose definition has expanded are also more concerned they will be sexually harassed (29% vs. 17%) and assaulted (32% vs. 19%).

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Large majorities agree that all the reasons listed in the table (B11: Q41-47) might stop someone from reporting sexual harassment. Fear of losing one’s job (83% agree) and fear they will not be believed (84%) are the most commonly agreed upon barriers, followed by feelings of shame (81%) and the sense that nothing will come of reporting harassment (79%). Across demographic groups, agreement that all these reasons could prevent someone from reporting sexual harassment remains widespread, but varies in intensity:

• Women are more likely than men to strongly agree any of the reasons below might stop someone from reporting sexual harassment. For example, 55% of women compared to 33% of men strongly agree shame is a barrier.
• Similarly, more women than men strongly agree that fear of not being believed (60% vs. 34%), fear of losing one’s job if the perpetrator is at work (60% vs. 36%), and the sense that nothing will come of reporting it (50% vs. 27%) are barriers to reporting sexual harassment.
• There are also a few notable generational differences. Respondents ages 55-64 years (46%) are more likely than all other age categories to strongly agree that the sense nothing will come of reporting harassment is a barrier.

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

For the most part, perceived barriers to reporting sexual assault are similar to the barriers to reporting sexual harassment. Shame ranks slightly higher with 48% of respondents saying they strongly agree it is a barrier, tied with fear of losing one’s job (48%) and the fear they will not be believed (48%). As with barriers to reporting sexual harassment, there are some demographic differences, largely in terms of intensity rather than direction:

• More women (58%) than men (36%) strongly agree shame is a barrier;
• Over half (60%) of women strongly agree fear they will not be believed is a barrier for victims, compared to 34% of men.
• Over half (59%) of women also feel fear of losing one’s job and the sense that nothing will come of reporting it (51%) are barriers. Fewer men strongly agree that both of these reasons are barriers (37% and 27%, respectively).
• Over half (56%) of respondents who are students strongly agree that shame is a barrier. Slightly less than half (42%) also cite self-blame as a barrier.
• Over half (54%) of respondents aged 55-64 years strongly agree fear of not being believed is a barrier, compared to 44% of those aged 25-34 years.

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Familiarity and Attitudes Towards #MeToo

Respondents were first asked to rate their familiarity with and impressions of the #MeToo movement. Those familiar with the movement were also asked to respond to a series of attitudinal statements about its impact.

Most survey respondents (85%) have some degree of familiarity with the #MeToo movement, and just 12% say they are not at all familiar with it. Familiarity varies by the following demographic characteristics:

• Women are more familiar (74% very or somewhat familiar) than men (67%);
• Respondents aged 18-24 years (31%) and 25-34 years (29%) are more likely to say they are very familiar than thoseaged 55-64 years (20%) or 65 years or older (16%);
• More students are more familiar (37%) than retirees (15%);
• Those with a university or post-graduate degree are more familiar (80% and 81% very/somewhat familiar, respectively) than those with a high school level education (61%); and
• More respondents who are gay or lesbian (36%) or bisexual (35%), are very familiar compared to respondents who are heterosexual (23%).

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Almost two-thirds of respondents (64%) believe social movements focused on GBV, like #MeToo, have had a positive impact on the issues of sexual harassment and sexual assault. While impressions are largely positive across all demographic groups, they vary in intensity:

• More women than men believe the movement has had a positive impact (70% very or somewhat positive vs. 58%);
• Respondents aged 55-64 years, along with those aged 65 years or older, have more positive views (70% and 69% very or somewhat positive, respectively) than those aged 35-44 years (57% very or somewhat positive); and,
• Respondents who hold a university (70%) or post-graduate degree (72%) have a more positive outlook on #MeToo than those with a high school education (58%) or less (54%). A greater proportion of the latter two groups (12% and 23%) report that they do not know if #MeToo has had a positive or negative impact.

Those who are concerned about sexual harassment and assault hold more favourable opinions about the #MeToo movement. For example:

• 40% of those who are extremely concerned about sexual harassment think #MeToo has had a very positive impact on the issues of sexual assault and sexual harassment. Another 43% say it has had a somewhat positive impact.
• 38% of those who are extremely concerned about sexual assault think #MeToo has had a very positive impact. Another 42% say it has had a somewhat positive impact.

Among those who believe #MeToo has had an overall positive impact, the top reasons supporting their impressions are that the movement has raised awareness (39%) and has allowed voices to be heard (30%). Others see it as important and effective (12%), while a similar percentage believe it has provided empowerment and respect (11%).

• Women are more likely than men to attribute positive impacts to the opportunity the movement has afforded to survivors to speak out and report abuse (35% vs. 24%) and that it provides empowerment and respect (15% vs. 7%).
• Men are more likely than women to attribute #MeToo’s positive impact to the idea that it is an important and effective campaign in general (15% vs. 10%).

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Base: online and telephone: Believe GBV movements have positive impact, n=1,475. Fieldwork April 15, May 21-June 6, 2019. 

A much smaller proportion (14%) of respondents believe #MeToo has had a negative impact. Almost half of those who think #MeToo has had a negative impact believe it has gone too far (42%). Fewer feel that its negative implications mean it has pulled co-workers of different genders apart (12%) or that it may lead to misinterpretations or false accusations (14%).

Base: online and telephone: Believe GBV movements have negative impact, n=303. Fieldwork April 15, May 21-June 6, 2019. 

Almost two-thirds (64%) say social movements like #MeToo have not impacted them personally. Those most likely to say they have not been impacted include respondents aged 45-54 years and 65 years or older (71%). As might be expected, a greater proportion of those unfamiliar with #MeToo (71%) do not feel it has impacted them, compared to those who are familiar with the movement (62%).

One-quarter (25%) say they have been impacted by the #MeToo movement, the vast majority in a positive way. Several demographic groups report greater positive impact than others:

• Respondents ages 25-34 years (26%), particularly compared to those ages 45-54 years (15%);
• Residents of the Territories (28%);
• Students (29%);
• Respondents who are gay or lesbian (31%) or bisexual (30%); and
• Indigenous respondents (36%).

Those who believe #MeToo has impacted them in a positive way primarily indicate it is because the movement is raising awareness (27%) and providing an opportunity to speak out (24%). The sense that it is providing empowerment and respect (15%), as well as help and support (13%) are also notable factors. Women (31%) are more likely than men (17%) to say it has had a positive impact becase the movement allows more voices to be heard. Women are also more likely to cite personal experience^[4] (17%) than men (3%).

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Exhibit C6: Q60: [Positive impact] Why do you feel that way?

Base: online and telephone: Believe GBV movements have positive impact on them, n=477. Fieldwork April 15, May 21-June 6, 2019. 

Just 5% of respondents report being negatively impacted by #MeToo. Men are slightly more likely to feel this way (6%) than women (3%). The most common reasons provided by the few respondents who say they have been negatively impacted by #MeToo include concerns about false accusations (33%) and the sense that it damages the relationship between coworkers of different genders (22%).

Base: online and telephone: Believe GBV movements have negative impact on them, n=95. Fieldwork April 15, May 21-June 6, 2019. 

Two-thirds (65%) of respondents agree that #MeToo has changed societal beliefs about sexual harassment and assault, including improving the understanding people living in Canada have of consent and a reduction in shame associated with reporting sexual harassment or assault (65%). On a related note, 57% agree that victims are more likely to be believed when they come forward. Over half (53%) also believe that #MeToo has expanded the definition of what they consider to be sexual harassment or assault and that they feel people living in Canada are now more likely to obtain consent before engaging in sexual activity (58%). There are some notable demographic differences in these attitudes, including:

• Women are more likely than men to agree that the movement has improved people living in Canada’s understanding of consent (70% vs. 60%).
• Respondents aged 65 years or older are most likely to agree that victims are now more likely to be believed when they come forward (67%), while those aged 35-44 years (50%) are least likely.
• Indigenous respondents are more likely to strongly agree (25%) that #MeToo has expanded their definition of sexual harassment and assault, compared to non-Indigenous people living in Canada (15%).

A majority of respondents (56%) believe that more survivors of sexual assault are reporting it to the police compared to before #MeToo. About half agree (48%) that police take allegations more seriously than before #MeToo, while just 12% disagree. It is worth noting that more women than men strongly agree that reporting has increased (23% vs. 16%), as do more of those people with an income under $40,000, particularly compared to those with an income of $100,000 or more (22% vs. 13%). Respondents born in a country outside of Canada are more likely to believe police are now taking allegations more seriously (20% strongly agree vs. 13% of those born in Canada).

Criticisms of the #MeToo movement and the challenging debates it has spurred were met with more mixed reaction. For example, respondents are more divided as to whether #MeToo has made it more difficult to know the difference between flirting and sexual harassment – 46% agree, while 25% disagree. A third of respondents agree (37%), 19% disagree and 22% neither agree nor disagree that #MeToo has increased the number of false reports. In contrast, roughly equal proportions agree (34%) and disagree (37%) that the movement has turned the issue of sexual harassment and assault into a bigger problem than it really is. These three attitudinal statements elicit some significant demographic differences among those who responded to the survey:

• Men feel much more strongly than women that #MeToo has made the issue of sexual harassment and assault seem like a bigger problem than it actually is – 42% vs. 27%.
• Those in a management role are more likely to agree #MeToo has made sexual harassment and assault seem like a bigger problem – 42% vs. 30% of non-managers.
• More men (53%) than women (39%) agree #MeToo has made it harder to know the difference between flirting and sexual harassment.
• Respondents aged 25-34 years are more likely to strongly disagree that it is now more difficult to differentiate harassment and flirting (17%) compared to other generations, particularly those aged 65 years and over (6%).
• More men (44%) than women (31%) agree that #MeToo has increased false reporting.

Finally, over one-quarter of respondents (28%) say that #MeToo has made them wonder if their own past behaviour ever made someone feel uncomfortable unintentionally. Some are more likely to have reflected on this topic, including:

• Those who are in a management role (37%), compared to those who are not managers (24%);
• Respondents aged 25-34 years (37%), particularly compared to those aged 55-64 years (23%); and
• Men (37%) compared to women (19%).

Base: online and telephone: Aware of #MeToo, n=1,897. Fieldwork April 15, May 21-June 6, 2019. 

#MeToo in the Workplace

The survey concluded by testing respondents’ attitudes about how #MeToo has impacted their workplace.

Just under half of respondents agree that #MeToo has changed the way they interact with both male (46%) and female (48%) coworkers. More men agree that #MeToo has changed the way they interact with women coworkers (53%) compared to the proportion of women who say it has changed their interactions with men coworkers (44%).

Those who think #MeToo has had a negative impact generally on the issue of sexual harassment and sexual assault are more likely to have changed their behaviour towards female coworkers than those who feel it has had a positive impact. For example, 56% of those who think it has had a negative impact say they have changed their behaviour towards female coworkers, while 48% who say the movement has had a positive impact have changed. Both these numbers are higher than the percentage of those who say they have changed the way they interact with female coworkers but do not think #MeToo has had an impact one way or another (37%).

Men who feel they have been personally impacted by #MeToo are more likely to say the movement has changed the way they interact with female coworkers (38%, compared to 28% among those who have not been personally impacted). Similarly, over two-thirds (36%) of women who have been personally impacted by #MeToo say the movement has changed their interactions with men coworkers, compared to 27% among those who have not been affected.

Respondents who report that #MeToo has expanded their definition of sexual assault and harassment are more likely to agree it has also changed the way they interact with male and female coworkers. Over half (55%) say it has changed their interactions with female coworkers, compared to just 29% among those whose definition has not changed. The same pattern holds true for interactions with male coworkers – 55% who have a broader definition of sexual harassment/assault post-#MeToo say their interactions have changed, compared to 30% of those whose definition is unchanged.

Among men who responded to the survey, 60% of those whose definition has changed also say their interactions with women coworkers have changed post-#MeToo, compared to one-third (37%) among those whose understanding has remained the same. Among women, those whose definition has expanded are also more likely to report it has changed their interactions with men they work with (54%) compared to those who have not changed their views (24%).

Both men and women whose understanding of sexual harassment and assault has expanded are more likely to say they have changed their interactions with coworkers of the same gender. Among men, 55% of those with a recently broadened definition of sexual harassment and assault have changed how they interact with men coworkers, compared to 36% who have not changed their definition. Among women, 49% of those whose definition has changed say they interact with women coworkers compared to 21% among those whose definition has not changed.

Significantly fewer respondents feel that #MeToo has changed the way they interact with transgender coworkers – 15% say it has changed interactions with transgender men and 13% say it has changed their workplace interactions with transgender women. Of note, almost a third (29% in both cases) felt the question did not apply to them, and therefore may not have experience working with a transgender person or may not know if they have worked with a transgender person.

More agree (41%) than are neutral (22%) or disagree (16%) with the statement that #MeToo has changed how seriously sexual harassment is treated in the workplace. Men are more likely than women to agree with this statement (48% vs. 34%). In addition, more respondents aged 55-64 years agree (52%) than other age groups, particularly those aged 35-44 years (32%).

Base: online and telephone: Working at paid job/self-employed & familiar with #MeToo, n=991. Fieldwork April 15, May 21-June 6, 2019. 

The most common changes made in the wake of #MeToo when it comes to interacting with one’s coworkers are being more careful about comments made (21%), being more mindful and paying attention to the movement and the issues it highlights (19%), and being more careful about actions towards coworkers, including touching and hugging (14%). Just under one in five (17%), despite claiming to have changed their interactions, say they have not made any specific changes. Gender differences for this question were minor, even among those that were statistically significant, but it is worth noting that men are more likely to report hesitation about interacting with coworkers (10%) as a behaviour change they have made than women (4%).

Base: online and telephone: Have changed interactions with coworkers, n=605. Fieldwork April 15, May 21-June 6, 2019. 

The majority (61%) strongly agrees that if someone is a victim of sexual harassment at work, they should report it to the person in charge of dealing with such complaints. Women are slightly more likely to strongly agree (65%) than men (58%). Though still a majority, fewer respondents ages 25-34 years strongly agree with this statement (55%).

Base: online and telephone: Working at paid job/self-employed, n=1,150. Fieldwork April 15, May 21-June 6, 2019. 

The vast majority agrees that a man asking a woman at work for sexual favours (88%), persisting in unwanted attention (90%) and looking at private parts (81%) constitute sexual harassment. Two-thirds also agree that placing a hand on a woman’s lower back at work (65%) or making sexual jokes (65%) would be inappropriate. Fewer view commenting on a woman’s appearance (35%) or asking her for drinks (18%) or lunch (12%) as inappropriate. There are a few small, but statistically significant differences between men’s and women’s perceptions of these behaviours when done by a man towards a woman:

• 90% of women compared to 86% of men consider requesting a sexual favour sexual harassment;
• 68% of men, compared to 62% of women, consider placing a hand on a woman’s lower back sexual harassment; and
• 86% of women compared to 75% of men consider a man looking at a woman’s private parts at work sexual harassment.

In some cases, older respondents are more likely to strongly agree certain actions are inappropriate, including:

• A man looking at a women coworker’s private parts – 70% of those aged 65 years or older and 64% of those aged 55-64 years strongly agree it would be sexual harassment, compared to half (50%) of those aged 25-34 years.
• Requesting a sexual favour – 85% of those aged 45-54 years strongly agree it would be sexual harassment for a man to ask a woman at work for a sexual favour, compared to 63% of those aged 18-24 years and 68% of those aged 25-34 years.

Respondents offer very similar answers when asked if it would be appropriate for a woman to behave in the same ways towards a male co-worker. Requesting a sexual favour (85%), persisting in unwanted attention (88%) and looking at private parts (78%) are widely viewed as sexual harassment if done by a woman to a man at work. Just under two-thirds also view making sexual jokes (62%) and placing one’s hand on a man’s lower back at work (61%) as inappropriate. Commenting on a male co-worker’s appearance (35%) or asking him to go for a drink (19%) or lunch (12%) are not as widely viewed as inappropriate.

As with many topics in this study, men and women’s views on the propriety of women’s behaviour towards men in the workplace varies in some instances. For example,

• The majority of men (57%) view a woman making a sexual joke to or about a man as inappropriate, a smaller percentage than among women (67%);
• 91% of women, compared to 81% of men, view a woman asking a man at work for a sexual favour as sexual harassment;
• 91% of women view a woman persisting in unwanted attention at work as sexual harassment, compared to 84% of men; and
• 85% of women, compared to 71% of men, view a woman looking at a male coworker’s private parts as sexual harassment.

Exhibit D4: Q91-98: To what extent do you agree or disagree with the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. Would you consider it sexual harassment if a man who was not a romantic partner did the following to a woman at work? [% agree, 5-7 on a 7-pt scale]

Base: online and telephone: Working at paid job/self-employed, n=1,150. Fieldwork April 15, May 21-June 6, 2019. 

Exhibit D5: Q99-106: To what extent do you agree or disagree with the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. Would you consider it sexual harassment if a woman who was not a romantic partner did the following to a man at work? [% agree, 5-7 on a 7-pt scale]

Base: online and telephone: Working at paid job/self-employed, n=1,150. Fieldwork April 15, May 21-June 6, 2019. 

Sexual Assault, Sexual Harassment and the Justice System

Respondents were asked to provide their impressions of how the Canadian justice system handles cases of sexual assault.

There is some uncertainty and skepticism about the efficacy of the Canadian justice system’s handling of sexual assault. The vast majority of respondents agree with the statement that those who experience a sexual assault should always report if to the police (82%), but not all believe the police investigate most cases. Over half agree (60%) that the police take cases of sexual assault seriously, but fewer (43%) agree that they investigate most cases. While over half (62%) of those who believe the police take allegations of sexual assault seriously believe these cases are investigated, one in five (20%) are unsure.

It is important to note that there are differences between how men and women tend to view how the police handle sexual assault, in addition to differences in perceptions amongst ;some minority groups. Women are less likely than men to agree that they trust that police to take reports of sexual assault seriously (57% vs. 64%). Respondents who are gay, lesbian or bisexual are more likely to strongly disagree (14% and 12%, respectively), compared to those who are heterosexual (3%), that they believe police take allegations seriously. Respondents who identified as being Indigenous were also more likely to strongly disagree that the police take allegations of sexual assaults seriously (11%), compared to non-Indigenous identifying respondents (3%).

The majority of respondents believe it is difficult for victims to prove what happened to them (59%), and that the justice system often treats them like they are on trial (58%). Almost two-thirds (64%) of women agree that victims are often treated like they are on trial (compared to 51% of men) and that proving what happened to them is difficult (63% vs. 56%). Almost half of respondents do not feel survivors of sexual assault are treated fairly in the justice system (45%), while 18% are unsure. Few (14%) believe survivors are treated fairly. Just over a third (36%) of respondents agree the Canadian justice system works well to take action on cases of sexual assault, with more men (41%) than women (31%) agreeing on that statement.

Those who feel #MeToo has had a positive impact in some cases are more skeptical, or have greater concerns, about how sexual assault cases are treated in the justice system. For example, almost half (49%) of those who believe #MeToo has had a positive impact agree that survivors are not treated fairly, compared to 39% of those who feel the impact has been negative. Almost two thirds (65%) of those who view #MeToo as having positive impacts agree the justice system treats survivors like they are on trial, compared to 49% of those who believe it has had a negative impact. However, there is consensus between both groups that police take reports of sexual assault seriously (63% of those who believe #MeToo has had a positive impacts and 64% of those who believe the impact has been negative).

Opinion is mixed over whether the media should identify people who are accused of sexual harassment or assault, regardless of whether or not they are a public figure or a private citizen. About half agree the media should identify a public figure accused of sexual harassment/assault (54%), while 46% feel the same way about the media identifying private citizens who have been accused. One in five (18%) disagree with identifying a public figure, while 22% disagree with identifying a private citizen. In both cases, there are notable gender differences. Well over half (61%) of women agree that public figures should be identified, compared to 47% of men. When it comes to private citizens, more women agree (52%) than men (41%) that public figures should be identified.

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Awareness of Federal Initiatives

Respondents were asked if they are familiar with federal initiatives aimed at combatting GBV.

Very few are aware of federal initiatives aimed at reducing sexual harassment and/or sexual assault. The few who are aware, when asked to name them, mentioned initiatives such as:

• Training programs for government employees, such as Bill C-65;
• Operation HONOUR;
• Legal programs, including Bill C-337; and

Base: online and telephone: Total sample, n=2,244. Fieldwork April 15, May 21-June 6, 2019. 

Conclusions

The results of this study demonstrate that, for broad groups of respondents, sexual assault, sexual harassment and gender equality, while not the most pressing issues, are all topics of importance. It also appears that respondents are broadly aware of issues relating to GBV. For example, the #MeToo movement is well known and more think it has had a positive impact, rather than a negative one. It is important to note that the results from this public opinion research are not to be considered as the impact of #MeToo on society and individuals, but rather representative of how those who responded to the survey believe that #MeToo has affected society and themselves. 

Those who responded to the survey believe #MeToo has changed our society, largely in a way that supports victims, broadens understanding of sexual harassment/assault, and reduces stigma. For example, the majority of survey respondents agree it has provided people living in Canada with a better understanding of consent; reduced shame associated with reporting sexual harassment and/or assault; and made people more likely to seek consent before engaging in sexual activity. There is widespread agreement among respondents on what types of intimate behaviour require consent (though there is variance in terms of level) and what types of interactions between colleagues are appropriate, and which are not.

Another trend that emerged among respondents is the difference between men’s and women’s attitudes when it comes to a number of topics covered in this survey, specifically attitudes about #MeToo, concern about sexual harassment and assault and GE broadly, barriers to reporting, and trust in the justice system to handle cases of sexual assault. Men are also more concerned they will be falsely accused of sexual harassment or assault, compared to women. These results do not necessarily mean all men are opposed to the movement (in fact, over half believe it has had a positive impact), but they do show that men may be more inclined than women to believe it has made the issue of GBV seem like a bigger problem than it actually is, or that it has made it harder to know the difference between flirting and sexual harassment.

Tracking the progression of attitudes among people living in Canada towards GBV and social movements is crucial to WAGE’s goal of ending GBV in Canada, and this research provides WAGE with foundational knowledge to achieve this objective. Over time, the data can be used to determine whether societal attitudes about GE, consent and sexual harassment and assault are actually shifting, and can help to inform programs and policies aimed at changing attitudes and behaviours related to these issues.

Appendix A: Methodology Report

Survey Methodology

Earnscliffe Strategy Group’s overall approach for this study was to conduct a mixed-method survey of people living in Canada aged 18 and older. Earnscliffe used Léger’s online survey panel to conduct interviews with approximately 2,000 people living in Canada across all the provinces, and 200 interviews over the phone using Léger’s call centre. A detailed discussion of the approach used to complete this research is presented below.

Questionnaire Design

The questionnaire for this study was designed by Earnscliffe in consultation with WAGE and was provided for fielding to Léger. The survey was offered to respondents in both English and French and completed based on their language preferences.

Sample Design and Selection

The sampling plan for the study was designed by Earnscliffe to ensure the appropriate quotas were achieved. The online sample was drawn by Léger based on Earnscliffe’s instructions from their proprietary online panel. The telephone sample was collected via random digit dialing of households and cell phone numbers throughout the three territories.

Data Collection

The online survey was pre-tested on April 15 in English and French, and fully launched on May 21, 2019. The survey was in the field from May 21, 2019 to June 3, 2019. The telephone survey was pre-tested on April 15 in English and French, and was in the field from May 21, 2019 to June 6, 2019. Participation in the survey was voluntary and respondents were able to opt out of answering any questions. The survey was undertaken by Leger’s online opt-in panel and call centre, both of which are headquartered in Montréal, Québec.

Targets/Weighting

For this study, WAGE wished to ensure it had a sufficient number of cases to analyze data on a regional level across the country. The following quotas were set:

• 400 interviews in Atlantic Canada (Newfoundland and Labrador, Prince Edward Island, New Brunswick, Nova Scotia);
• 400 interviews in Quebec;
• 400 interviews in Ontario;
• 200 interviews in the Prairies (Manitoba, Saskatchewan);
• 200 interviews in Alberta;
• 400 interviews in British Columbia; and
• 200 interviews in the Territories

The data was weighted by age, region, and gender.

Reporting

Starred (*) results in the tables presented in this report indicate that the difference between the demographic groups analysed are significantly higher than results found in other columns in the table. In the text of the report, unless otherwise noted, demographic differences highlighted are statistically significant at the 95% confidence level. The statistical test used to determine the significance of the results was the Z-test.

Quality Controls

Leger conducted a soft-launch pre-test of the survey, including specific pre-test questions designed to ensure respondents understand the questions and that the language is clear. Earnscliffe reviewed the data to ensure that all skip patterns were working and that all respondents were completing the survey in an appropriate amount of time.

Results

Final Disposition

A total of 2,796 individuals entered the online survey, of which 2,044 qualified as eligible and completed the survey. The response rate for the online portion of this survey was 15.78%.

Online

Telephone

Nonresponse

Respondents for the online survey were selected from among those who have volunteered to participate in online surveys by joining an online opt-in panel. The notion of non-response is more complex than for random probability studies that begin with a sample universe that can, at least theoretically, include the entire population being studied. In such cases, non-response can occur at a number of points before being invited to participate in this particular survey, let alone in deciding to answer any particular question within the survey.

That being said, in order to provide some indication of whether the final sample is unduly influenced by a detectable non-response bias, we provide the tables below comparing the unweighted and weighted distributions of each sample’s demographic characteristics.

All weighting was determined based upon the most recent Census data available from Statistics Canada. The variables used for the weighting of each sample were age and gender within each region.

Margin of error

The margin of error for the telephone portion of this study is +/-7% at the 95% confidence level.

Respondents for the online survey were selected from among those who have volunteered to participate or registered to participate in online surveys. Because the sample is based on those who initially self-selected for participation in the panel, no estimates of sampling error can be calculated. The treatment here of the non-probability sample is aligned with the Standards for the Conduct of Government of Canada Public Opinion Research for online surveys.

The data have been weighted to reflect the demographic composition of the population in Canada aged 18 and older.

Survey duration

The average survey duration was 18 minutes online, and 28 minutes by telephone.

Appendix B: Survey Instrument

Email Invitation

La version française suit

Welcome and thank you for your interest in this study. Earnscliffe Strategy Group, in collaboration with Léger Marketing, has been hired to administer an online survey on behalf of the Government of Canada. The purpose of the study is to explore your view on current issues related to gender equality and gender-based violence in Canada. The survey results will assist the Government of Canada in supporting a response to these issues that is based on the views of people living in Canada.

This online survey will take about 20 minutes to complete. Your participation in the study is voluntary and completely confidential. All your answers will remain anonymous and will be combined with responses from all other respondents.

Any information you provide will be administered in accordance with the Privacy Act and other applicable privacy laws.

The link below will take you to the secure internet site hosting the survey.

[URL]

Landing Page

Welcome and thank you for your interest in this study. Earnscliffe Strategy Group, in collaboration with Léger Marketing, has been hired to administer an online survey on behalf of the Government of Canada. The purpose of the study is to explore your view on current issues related to gender equality and gender-based violence in Canada. The survey results will assist the Government of Canada in supporting a response to these issues that is based on the views of people living in Canada.

Your responses to this survey will be kept entirely confidential and any information you provide will be administered in accordance with the Privacy Act and other applicable privacy laws. Do you wish to continue?

Yes

No [Terminate]

If you have any questions, if you encounter any difficulties or wish to validate the authenticity of this survey, please email us at legerweb@legerweb.com. If you wish to validate that this survey is conducted on behalf of the Government of Canada, you may contact a government representative at communications@swc-cfc.gc.ca.

Should you find any of these questions to be emotionally difficult and need to access support please contact the Canadian Resource Centre for Victims of Crime: 1-877-232-2610 or https://crcvc.ca . The Department of Justice also has an online directory of support services, which is available at: Victim services Directory of Department of Justice. This survey can be stopped at any time.

S1. What is your gender?

Note: Gender refers to current gender which may be different from sex assigned at birth and may be different from what is indicated on legal documents.

Man

Woman

Or, please specify

S2. In what year were you born? Please enter your response as a four-digit number (e.g. 1977).

[Programming note: accetped range 1900-1999]

[Programming note: if Q2> 1999 – terminate] AGE = 18

[If prefers not to provide a precise birth year, ask:]

S3. Would you be willing to tell me in which of the following age categories you belong?

18 to 19

20 to 24

25 to 29

30 to 34

35 to 39

40 to 44

45 to 49

50 to 54

55 to 59

60 to 64

65 and over

Refused - terminate

S4. In which province/territory do you reside?

• Newfoundland and Labrador
• Nova Scotia
• Prince Edward Island
• New Brunswick
• Quebec
• Ontario
• Manitoba
• Saskatchewan
• Alberta
• British Columbia
• Northwest Territories
• Nunavut
• Yukon

Top of mind issues

To begin, how concerned, if at all, are you personally about a number of different issues in Canada right now? Please use a 1-7 scale, where 7 means you are extremely concerned, 1 means you are extremely unconcerned and 4 means you are neither concerned nor unconcerned. [Randomize]

1. The economy
2. Creating jobs
3. Investing in infrastructure
4. Health care
5. Immigration
6. Indigenous issues
7. The environment
8. Gender equality
9. Sexual harassment
10. Sexual assault
11. Racial discrimination
12. The justice system
13. Public safety
14. Foreign/international relations

Attitudes towards victims of sexual harassment and assault

In your view, does someone need to ask consent before initiating each of these things with a person they are interested in romantically? [Randomize]

15. Holding hands
16. Putting your arm around someone
17. Kissing someone
18. Intimate touching
19. Having sex

[Randomize blocks and withing blocks] [Show on same page as each block] Please refer to the following definitions for clarification in answering the following questions:

Sexual harassment: Refers to unwelcome behaviour of a sexual nature -- such as comments, gestures or advances -- that negatively affects the victims of the harassment.

Sexual assault: An assault of a sexual nature, including but not limited to rape. The assault may involve no physical injuries, minor or major physical injuries.

Block A: Women

How concerned are you, if at all, that women today will…? [Randomize]

20. Be sexually assaulted
21. Be sexually harassed
22. Be falsely accused of sexual assault
23. Be falsely accused of sexual harassment

Block B: Men

How concerned are you, if at all, that men today will…? [Randomize]

24. Be sexually assaulted
25. Be sexually harassed
26. Be falsely accused of sexual assault
27. Be falsely accused of sexual harassment

Block C: Trans women

How concerned are you, if at all, that transgender women today will…? [Randomize]

Note: A transgender person is someone of a different gender than they were assigned at birth. A transgender woman is a woman who was assigned male at birth.

28. Be sexually assaulted
29. Be sexually harassed
30. Be falsely accused of sexual assaults
31. Be falsely accused of sexual harassment

Block D: Trans men

How concerned are you, if at all, that transgender men today will…? [Randomize]

Note: A transgender person is someone of a different gender than they were assigned at birth. A transgender man is a man who was assigned female at birth.

32. Be sexually assaulted
33. Be sexually harassed
34. Be falsely accused of sexual assault
35. Be falsely accused of sexual harassment

How concerned, if at all, are you that you will…? [Randomize]

36. Be sexually assaulted
37. Be sexually harassed
38. Be falsely accused of sexual assault
39. Be falsely accused of sexual harassment

40. In your view, what are the causes of sexual harassment? [Open end] [Repeat definiation]

How strongly do you agree or disagree that the following might stop someone who experienced sexual harassment from reporting it? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. [Randomize]

41. Feeling of shame
42. Fear they will not be believed
43. Unsure who they should report it to
44. Fear of losing their job when the perpetrator is someone at work
45. Uncertainty about whether what they experienced was sexual harassment
46. Do not think anything will come out of reporting it
47. They blame themselves for what happened to them

48. In your view, what are the causes of sexual assault? [OPEN END] [REPEAT DEFINITION]

How strongly do you agree or disagree that the following might stop someone who experienced sexual assault from reporting it? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. [Randomize]

49. Feeling of shame
50. Fear they will not be believed
51. Unsure who they should report it to
52. Fear of losing their job when the perpetrator is someone at work
53. Uncertainty about whether what they experienced was sexual assault
54. Do not think anything will come out of reporting it
55. They blame themselves for what happened to them

Familiarity with and attitudes towards the #MeToo movement

56. How familiar are you, if at all, with the #MeToo movement?

[Show on same screen as Q57] As you may know, the #MeToo movement is a social movement against sexual harassment and assault. The term #MeToo gained popularity in October 2017 on social media to help demonstrate the widespread prevalence of sexual assault and harassment, especially in the workplace. It followed soon after the public revelations of sexual misconduct allegations against the film producer Harvey Weinstein.

57. Overall, do you feel that social movements focused on gender-based violence like #MeToo have had a positive or negative impact on the issue of sexual harassment and sexual assault?

58. [If very/somewhat positive or negative] Why do you feel that way? [Open end]

59. And, have these social movements impacted you in any way, or not?

60. [If, yes, positively or yes, negatively] Why do you feel that way? [Open end]

[Exclude those ‘Not at all familiar’, ‘Don’t know’ or ‘Prefer not to say’ with #MeToo in Q56] To what extent do you agree or disagree with the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. [Randomize]

61. Because of the #MeToo movement, there is less shame in Canada today associated with reporting sexual harassment and/or sexual assault than before
62. Because of the #MeToo movement, more Canadians are now reporting sexual assault to the police
63. The #MeToo movement has made the issue of sexual harassment and/or sexual assault seem like a much bigger problem than it actually is in Canada today
64. When victims of sexual harassment and/or sexual assault come forward in Canada, they are more likely to be believed now than they used to be prior to the #MeToo movement
65. The #MeToo movement has expanded the definition of what I consider to be sexual harassment and/or sexual assault
66. With all the attention on #MeToo, I wonder whether some of my actions may have unintentionally made someone uncomfortable
67. The #MeToo movement has made it harder to know the difference between flirting and sexual harassment
68. The #MeToo movement has helped Canadians have a better understanding of sexual consent
69. Because of the #MeToo movement, Canadians are more likely to make sure they have consent from a sexual partner, before engaging in sexual activity
70. The police in Canada take allegations of sexual assault more seriously today than they did before the #MeToo movement
71. The #MeToo movement has increased the number of false reports of sexual assault to Canadian police

#MeToo in the justice system

[All] To what extent do you agree or disagree with the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. [Randomize]

The term ‘Canadian criminal justice system’ in the statements below includes laws, police, courts, as well as related services such as legal aid.

72. I trust that the police in Canada take reports of sexual assault seriously
73. The Canadian criminal justice system works well to take action on allegations of sexual assault
74. If someone is a victim of sexual assault in Canada, they should always report it to the police
75. Victims of sexual assault tend not to be believed in the Canadian criminal justice system
76. In Canadian sexual assault criminal court cases, victims tend to be treated as though they are on trial
77. It is difficult for victims of sexual assault to prove what happened in Canadian criminal courts
78. Most cases of sexual assault that are reported to police in Canada are investigated
79. Survivors of sexual assaults are not treated fairly in the Canadian criminal justice system
80. If a Canadian public figure, like a politician or a celebrity, is accused of sexual harassment and/or sexual assault, the media should identify the person accused
81. If a Canadian who is not a public figure is accused of sexual harassment and/or sexual assault, the media should identify the person accused

Awareness of Federal Initiatives

82. Are you aware or not of any current Government of Canada programs and/or initiatives aimed at reducing sexual harassment and/or sexual assault? [Open end]

#MeToo in the Workplace

83. During the past 12 months, was your main activity working at a paid job or business, looking for paid work, going to school, caring for children, household work, retired or something else?

[Ask only if working at a paid job or self-employed at Q83, exclude those ‘Not at all familiar, ‘Don’t know’ OR ‘prefer not to say’ with #MeToo at Q56] To what extent do you agree or disagree with each of the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. 

The #MeToo movement has changed how…? [Randomize]

84. I interact with women coworkers
85. I interact with men coworkers
86. I interact with transgender men coworkers
87. I interact with transgender women coworkers
88. Seriously sexual harassment is treated in my workplace

89. [If Q84, Q85, Q86, or Q87 = 5-7] You agreed that the #MeToo movement has changed the way you interact with coworkers. What are the changes you have made? [Open end]

90. [Ask only if working at a paid job or self-employed at Q83] To what extent do you agree or disagree with the following statement? Again, please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. 

If someone is a victim of sexual harassment in the workplace, they should always report it to the person in charge of dealing with complaints (e.g. a manager, human resources department, etc.) 

[Ask only if working at a paid job or self-employed at Q83] To what extent do you agree or disagree with the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. Would you consider it sexual harassment if a man who was not a romantic partner did the following to a woman at work?

91. Requesting a sexual favour
92. Making sexual jokes
93. Placing hand on lower back
94. Looking at private parts
95. Commenting on her attractiveness/appearance
96. Asking to go for a drink
97. Persisting in unwanted attention after asked to stop
98. Asking to go to lunch

[Ask only if working job or self-employed at Q83] To what extent do you agree or disagree with the following? Please use a 1-7 scale where 7 means you strongly agree, 1 means you strongly disagree and 4 means you neither agree nor disagree. Would you consider it sexual harassment if a woman who was not a romantic partner did the following to a man at work?

99. Requesting a sexual favour
100. Making sexual jokes
101. Placing hand on lower back
102. Looking at private parts
103. Commenting on his attractiveness/appearance
104. Asking to go for a drink
105. Persisting in unwanted attention after asked to stop
106. Asking to go to lunch

Demographics

107. What is the highest certificate, diploma or degree that you have completed?

Phone: Do not read list expcept to clarify

Online: Show 1-7

Less than high school diploma or its equivalent

High school diploma or a high school equivalency certificate

Trades certificate or diploma

College, CEGEP or other non-university certificate or diploma (other than trades certificates or diplomas)

University certificate, diploma or degree below the bachelor’s level

Bachelor’s Degree (e.g., B.A., B.A. (Hons), B. Sc., B.Ed., LL.B.)

University certificate, diploma or degree above the bachelor’s level

Refused [Volunteered – Do not show online]

108. Which of the following categories best describes your total household income? That is, the total income of all persons in your household combined, before taxes.

Phone: Read list – Stop when reach respondent’s category

Online: Show 1-7

Under $20,000

$20,000 to just under $40,000

$40,000 to just under $60,000

$60,000 to just under $80,000

$80,000 to just under $100,000

$100,000 to just under $150,000

$150,000 and above

Prefer not to answer [Volunteered – Do not show online]

109. [If working at a paid job or self-employed in Q83] Which of the following best describes your current occupation?

Business, finance and administration occupation

Natural and applied sciences and related occupation

Health occupation

Occupation in education, law and social, community and government services

Occupation in art, culture, recreation and sport

Sales and services occupation

Trades, transport and equipment operators and related occupation

Natural resources, agriculture and related production occupation

Occupation in manufacturing and utilities

Other [Specify]

Prefer not to answer [Volunteered – Do not show online]

110. [If working at a paid job or self-employed in Q83] Do you hold a management, leadership or supervisory role in your current workplace?

Yes

      No

Prefer not to answer [Volunteered – Do not show online]

111. What language do you speak most often at home?

Phone: Do not read list – Accept all that apply

Show 1-3 Online: Select all that apply

English

French

Other

Don’t know/Refused [Volunteered – Do not show online]

112. Were you born in Canada or another country?

In Canada

Another country

Prefer not to answer [Volunteered – Do not show online]

113. [If “born in another country” Q112] In what year did you come to Canada?

Record year

Refuse/NA [Volunteered – Do not show online]

114. What is your marital status?

Married

Living common law (i.e., two people who live together as a couple but who are not legally married to each other)

Never married (not living common law)

Separated (not living common law)

Divorced (not living common law)

Widowed (not living common law)

Other

Prefer not to answer [Volunteered – Do not show online]

115. People living in Canada come from many different ethno-cultural backgrounds or countries. What do you consider to be your main ancestry or ethnic heritage?

Phone: Do not read list except to clarify – Record up to two answers

Online: Show 1-97 – Select up to two answers

White

South Asian (e.g., East Indian, Pakistani, Sri Lankan)

Chinese

Black

Filipino

Arab

Latin American

Southeast Asian (e.g., Vietnamese, Cambodian, Laotian, Thai)

West Asian (e.g., Iranian, Afghan)

Korean

Japanese

Other (please specify)

Refuse/NA [Volunteered – Do not show online]

116. What is your religion?

Phone prompt only if needed: For example, Roman Catholic, United Church, Anglican, Baptist, Lutheran, Islam (Muslim), Presbyterian, Pentecostal, Jewish, Buddhist, Hindu, Sikh, Greek Orthodox

Open-Ended

Refuse/NA [Volunteered – Do not show online]

117. Are you currently living with any of the following disabilities?

Read/Show 1-4

Phone: Accept all that apply

Online show: Select all that apply

Physical disability
Developmental or learning disability
Emotional, psychological or mental health disability
None of the above

Refuse/NA [Volunteered – Do not show online]

118. What is your sexual orientation?

Read/Show 1-4

Heterosexual (straight)

Homosexual (lesbian or gay)

Bisexual

Other

[Refuse/NA] Volunteered – Do not show online]

119. Are you a parent or guardian of a child under the age of 18?

Yes

No

Prefer not to answer

120. [If yes to Q119] Are you the parent or guardian of a daughter under the age of 18?

Yes

No

Prefer not to answer

121. [If yes to Q119] Are you the parent or guardian of someone under the age of 18 who is homosexual (gay or lesbian), bisexual or other non-heterosexual (straight) orientation?

Yes

No

Prefer not to answer

122. [If yes to Q119] Are you the parent or guardian of someone under the age of 18 that who is transgender?

Note: A transgender person is someone of a different gender than they were assigned at birth.

Yes

No

Prefer not to answer

123. [If yes to Q119] Are you the parent or guardian of someone under the age of 18 that is living with a physical disability, developmental or learning disability or emotional, psychological or mental health disability?

Yes

No

Prefer not to answer

124. Are you an Indigenous person, that is, First Nations (North American Indian), Métis or Inuk (Inuit)?

Read/Show 1-4 and select all that apply

Note: First Nations (North American Indian) includes Status and Non-Status Indians.

125. And finally, to better understand how results vary by region, may I have the first three digits of your postal code?

__ __ __

Show online: 999 – Prefer not to answer

Phone volunteered only: 999 – Prefer not to say

126. Record: Gender of interviewer [Phone survey]

Man

Woman

Or please specify

Prefer not to say