What is Sexual Harassment and How Can We Prevent it in the Workplace?

Sexual harassment isn’t just gross, it’s illegal, toxic, and a one-way ticket to a hostile work environment. It wrecks morale, productivity, and trust faster than you can say “HR complaint.” But here’s the good news: we can stop it. This guide breaks down what counts as harassment, how to handle it, and how to build a workplace where respect isn’t optional, it’s the norm.

Let’s get clear on what sexual harassment actually looks like.

Sexual harassment includes any unwanted advances or behavior that makes someone feel uncomfortable, unsafe, or disrespected. The Equal Employment Opportunity Commission (EEOC) says it includes:

• Unwanted sexual advances
• Requests for sexual favors
• Inappropriate physical or verbal conduct
• Discrimination based on gender or orientation
• Sex-based favoritism or exclusion

Translation: If it’s creepy, power-tripping, or makes someone feel like a walking punchline, it’s got no place at work.

Harassment wears many faces, here’s how to spot and stop it.

Stalking and Intimidation: Following someone around the office isn’t charming, it’s chilling.

• Speak up if you feel uncomfortable. Tell them clearly.
• Keep a record and report it if it continues.

Inappropriate Jokes and Digital Creepiness: That “harmless” meme or offhand comment? Not so harmless.

• Set boundaries. Tell them to cut it out.
• Report anything that keeps crossing the line.

Unwanted Advances: One polite “no” should end it. Anything after that? That’s harassment.

• Set your line in the sand. If ignored, document and report.

Quid Pro Quo: Promotions, perks, or opportunities offered in exchange for favors? Major red flag.

• Report it immediately. Retaliation is illegal, period.

Gender-Based Exclusion: Leaving people out based on identity? That’s not just unfair, it’s unlawful.

• Promote inclusivity. If issues persist, escalate it to HR.

The best time to shut it down is before it even starts.

Don’t wait for it to escalate. Prevention starts with action:

• 1. Speak Up: Nip it in the bud, respectfully but firmly.
• 2. Document Everything: Dates, times, screenshots, receipts matter.
• 3. Report It: Don’t go it alone. HR is there for a reason.
• 4. Training Helps: The more you know, the safer everyone is.

Employers, you set the tone, so make it loud and clear.

If you lead a team, creating a safe space is on you. Here’s your checklist:

• Set a Zero-Tolerance Policy: Spell it out. No grey areas.
• Open the Floor: Make reporting easy, anonymous if needed, and always safe.
• Train Relentlessly: Make sure your team knows what harassment is and how to stop it.
• Investigate Everything: Fast, fair, and confidential. Every. Single. Time.

Respect is the bare minimum, we can do better than that.

Everyone deserves a workplace that’s safe, inclusive, and respectful. Period. By addressing harassment early, listening openly, and backing it up with action, you build more than a business, you build trust.

Want to tackle harassment before it escalates? Here’s your power move.

Investigating complaints takes skill, clarity, and confidence. Get the full playbook with our Sexual Harassment: Investigating Complaints Training Course so you can handle reports like a pro and protect your people.

Let’s shut down harassment and build workplaces that actually work.

If you’re unsure about what counts as harassment, how to report it, or how to handle it when it shows up, now’s the time to learn. Safe workplaces don’t just happen, they’re built. Step one? Train your team with our Sexual Harassment for Employees Training Course.

References

• Equal Employment Opportunity Commission (EEOC) – Sexual Harassment.
• Equal Employment Opportunity Commission (EEOC) – Title VII of the Civil Rights Act of 1964.
• U.S. Department of Justice (DOJ) – Workplace Harassment Prevention.