In today’s workplace, understanding and addressing sexual harassment is crucial for fostering a safe and inclusive environment. Despite increased awareness, numerous myths and misconceptions still cloud our understanding of what constitutes harassment and how to handle it effectively.
Harassment can happen between colleagues, from supervisors toward employees (and vice versa), and involve individuals of the same gender. There is a wide range of behaviors that can constitute harassment, from inappropriate comments and unwanted advances to more subtle actions like coercion and manipulation.
Even though more people are aware of sexual harassment and there is more dialogue surrounding workplace sexual harassment, there are still misconceptions about who can be affected and what actions are considered harassment. This article will debunk some of the most common myths about sexual harassment and provide clear, accurate information to help you create a respectful and supportive workplace for everyone.
Sexual Harassment in the Workplace
Sexual harassment shows up in many different ways in the workplace. It can involve people at all levels, including co-workers, supervisors, and managers. It can be perpetrated by people of any gender, targeting those of either sex.
This behavior creates an uncomfortable and hostile work environment and often disrupts the victim’s ability to perform their job effectively. Behaviors that can be considered sexual harassment are:
- Sexual advances
- Requests for sexual favors
- Sending inappropriate content (images, videos, texts, emails)
- Sexual gestures
- Spreading sexual or gender-based rumors
- Lewd jokes
- Sexual comments or innuendos
- Comments about another’s body
- Discriminatory company policies
- Quid pro quo harassment
Quid Pro Quo Harassment
Quid pro quo harassment is a Latin term meaning “something for something.” It happens when someone like a manager, supervisor, or another authority figure demands sexual favors from an employee in exchange for job-related benefits, like a promotion, raise, favorable treatment or even job retention. Quid pro quo harassment is illegal under state and federal laws, and organizations are responsible for preventing and addressing this kind of behavior.
5 Common Myths About Workplace Sexual Harassment
Workplace harassment is a serious issue affecting people across all different kinds of industries, causing emotional distress, career setbacks, and even physical harm to the victims. Despite how common it is, many myths exist about workplace sexual harassment that must be debunked. Understanding the misconceptions creates a more respectful, safe, and productive work environment.
1. Workplace Sexual Harassment Is Always Physical
Sexual harassment does not always have to involve physical contact for it to be considered harmful or inappropriate. Physical examples like unwanted touching are often the most visible, but non-physical forms of harassment are also very serious.
Non-physical forms of harassment can include:
- Inappropriate comments or jokes
- Making obscene gestures
- Displaying offensive messages or imagery
Sexual misconduct is serious, regardless of whether it is physical or not, and has a significant impact on victims.
2. Only the Direct Recipients of Sexual Harassment are Harmed by it
Many people think that sexual harassment only happens when they are the direct victim, but this is a common misconception. You do not have to be the direct recipient of harassment to be affected by it. Sexual harassment also can occur when you experience an uncomfortable or hostile work environment.
This may include things like overhearing offensive jokes, witnessing a coworker deal with being sexually harassed, or seeing someone look at inappropriate content like pornography on their work computer. These situations create a toxic workplace and are also considered forms of sexual harassment.
3. Workplace Sexual Harassment Only Happens at Work and During Work Hours
Sexual harassment can happen at any time, not just during work hours or in the office. Harassment can happen off the clock and even in remote settings. Whether it occurs at a work-related event, through emails, or via online communication, harassment can still affect individuals who share the same employer.
Even if the harassment happens outside the office or after hours, victims should still report it to their employer. Companies are not always liable for harassment that occurs outside of work hours. However, they still have the responsibility of addressing reports involving their employees, regardless of when or where the sexual harassment has taken place.
4. Only Women Experience Sexual Harassment in the Workplace
This is one of the most common misconceptions about sexual harassment in the workplace. Many think that only women are the ones who will experience harassment at work, but anyone, regardless of gender, gender identity, or sexual orientation, can be a victim (or a perpetrator).
Sexual harassment is defined by the inappropriate and unwanted behavior, independent of the identity of the people involved. Men, non-binary individuals, and people of all genders can experience harassment, and recognizing this can help create a more inclusive and respectful workplace.
5. Ignoring Harassment Will Make It Go Away
One of the most harmful myths is that if you just ignore sexual harassment, it will stop. In reality, when you ignore harassment, it can lead to escalating behavior and potentially more victims. You should address harassment directly by clearly communicating the unwanted behavior and documenting incidents.
It’s crucial to report harassment to a manager or supervisor to protect yourself and help prevent others from becoming victims. If your employer fails to take action, you should seek out a sexual harassment lawyer to help you understand your rights and explore further options.
Lori Peterson Will Aggressively Advocate for You in the Face of Sexual Harassment
Addressing sexual harassment as soon as possible is key to preventing it from continuing or getting worse. You may feel reluctant to hire a sexual harassment attorney. However, hiring an experienced sexual harassment lawyer offers many significant benefits, from knowing the laws, to strategizing your claims for the best outcome, to drafting your Complaint and discovery documents, to representing you in court.
Lori Peterson helps those harmed by sexual harassment and discrimination every step of the way. With a long track record of successfully representing those harmed by sexual harassment, racism, homophobia, and other forms of discrimination, Lori thinks outside of the box to address your situation and find creative, strategic solutions.
Contact us today to regain your power, make your voice heard, and create positive change in your life after sexual harassment. You deserve to move on, be happy, and get the justice you deserve.
