Asides from reporting unwelcome harassing conduct to human resource departments, there are a few things you can do so when agencies get involved or if litigation were to start you would be in a better position to argue your case.

• Be armed with a narrative that can tell your side of the story effectively;
• Write down incidents that happen when they happen.
• Tape these incidents if you can ( beware only do this if your jurisdiction allows this).
• Have collaborative witnesses who saw what happened, or people you may have told about the incidents - i.e. loved ones, friends, co-workers;
• Have names and addresses - remind co-workers there is a bar on retaliation against them for cooperating with an EEOC or state agency investigation.
• Be brave.
• Send a letter to your human resources department or superiors reporting the date and nature of harassing incidents, keep a copy of these letters for yourself.
• Call the EEOC in your area if in doubt or in need of help.

Defendants are usually reluctant and not cooperative which makes your record keeping all the more important - but sometimes they admit the harassment straight away and that depends on how strong your case is

(Source: EEOC, Phoenix)