Workplace Sexual Harassment: A Guide for Employees and Employers

Let’s be clear: workplace sexual harassment isn’t just a ‘problem,’ it’s a poison. It wrecks careers, destroys team morale, and creates a toxic, hostile environment for everyone. This guide is your no-nonsense plan for understanding what workplace sexual harassment is, how to spot it (even the subtle forms), and what to do to stop it. This is for employers *and* employees.

What is Sexual Harassment?

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It also includes harassment based on gender or sexual orientation, as well as any unwelcome conduct that creates a hostile or offensive work environment.

Types of Sexual Harassment

• Physical harassment: Unwanted touching, grabbing, or physical assault.
• Verbal harassment: Sexual comments, jokes, innuendos, or suggestive remarks.
• Nonverbal harassment: Staring, leering, or making sexually suggestive gestures.
• Written or electronic harassment: Sending sexually explicit emails, texts, or social media messages.
• Quid pro quo harassment: Offering or demanding sexual favors in exchange for job benefits or advancement.
• Hostile work environment: Creating an intimidating, hostile, or offensive work environment through unwelcome sexual conduct.

Subtle Forms of Sexual Harassment

Sexual harassment isn’t always overt or aggressive. It can also manifest in subtle ways that are equally harmful, including:

• Stalking: Repeatedly following or approaching someone in a way that makes them feel uncomfortable or unsafe.
• Degrading comments: Remarks that demean or objectify someone based on gender or sexual orientation.
• Exclusion: Leaving someone out of work activities or social events due to their gender or sexual orientation.
• Favoritism: Showing preferential treatment based on willingness to engage in sexual behavior.

How to Respond to Sexual Harassment

If you experience or witness sexual harassment in the workplace, it’s crucial to take action:

• Speak up: If you feel safe, communicate to the harasser that their behavior is unwelcome and inappropriate.
• Document the incident: Record the date, time, location, and details of the harassment, including any witnesses.
• Report the harassment: Notify your supervisor, human resources department, or a designated contact person.
• Know your rights: Familiarize yourself with your company’s policies on sexual harassment and your legal rights under federal and state laws.

Preventing Sexual Harassment

Preventing sexual harassment requires a proactive and comprehensive approach. Organizations should:

• Implement clear policies: Develop and communicate policies prohibiting sexual harassment and outlining reporting procedures.
• Provide training: Offer regular training to all employees on sexual harassment prevention and response.
• Foster a respectful culture: Promote workplace values of respect, diversity, and inclusion.
• Take prompt action: Investigate and address all reports of sexual harassment effectively.
• Protect employees from retaliation: Ensure that employees who report harassment are safeguarded from retaliation.

Sexual harassment is a serious issue with lasting consequences for individuals and organizations. By understanding what constitutes harassment, recognizing its forms, and taking proactive steps to prevent and address it, we can create safer and more inclusive workplaces where everyone can thrive.

Frequently Asked Questions About Workplace Harassment

What is the difference between quid pro quo and hostile work environment?

Quid pro quo is a Latin phrase meaning “this for that.” This is when a job benefit (like a promotion, raise, or even keeping your job) is directly tied to an employee submitting to unwelcome sexual advances. A hostile work environment is created when unwelcome sexual conduct is so severe or pervasive that it makes the workplace intimidating, offensive, or abusive, interfering with an employee’s ability to do their job.

What is the first thing an employee should do if they experience harassment?

If you feel safe, the first step is to clearly tell the harasser that their conduct is unwelcome and must stop. The next, most critical step is to document everything (dates, times, locations, what was said, and any witnesses) and report the behavior to your supervisor or HR department, following your company’s official policy.

Are employers legally required to provide harassment training?

While federal law (under the EEOC) strongly encourages it as a best practice for prevention, some states—like California, New York, Illinois, and several others—have specific laws that *mandate* workplace sexual harassment training for all employees on a regular basis.

Expand Your Knowledge

Expand your knowledge with our Sexual Harassment for Employees Training Course. For a deeper dive into legal requirements and best practices, consider enrolling in our specialized Workplace Harassment Prevention Program.

References

Equal Employment Opportunity Commission (EEOC) – Sexual Harassment StopBullying.gov – Workplace Harassment and Bullying Occupational Safety and Health Administration (OSHA) – Workplace Violence & Harassment