The MeToo and Time’s Up movements brought more awareness to workplace sexual harassment. The public discovered that it’s more prevalent than they realized, and sexually harassed workers found that they’re not alone in their struggles.
Still, there is some confusion as to what constitutes sexual harassment. It is often associated with the term “quid pro quo” – receiving something in exchange for something else. In terms of sexual harassment, it’s a more powerful employee offering a subordinate a raise, promotion or other perk in return for sexual favors. But other, more subtle forms of sexual harassment are just as damaging.
The hostile work environment
Everyone is entitled to a safe workplace where they can thrive professionally. Unwelcome sexual conduct creates a hostile work environment and interferes with an employee’s work performance. It doesn’t necessarily mean that the employee’s job is threatened. Instead, it’s the cumulative impact of inappropriate behavior, such as:
- Comments about someone’s appearance, clothing or body
- Frequent sexual innuendos
- Standing too close during conversations
- Unnecessary touching, hugging or shoulder rubs
- Sending inappropriate emails, texts or social media messages
Sexual harassment can also appear in the form of microaggressions – those small actions that build up over time to create a toxic work environment. When considered individually, each behavior may appear minor, but it can eventually impact a person’s mental health and job performance. Common examples include:
- Constantly interrupting women during meetings
- Addressing professional women by their first name while using titles for male colleagues
- Refusing to use a person’s preferred pronouns
Since such behaviors are subtle, it’s crucial to recognize the warning signs. Your workplace may have a sexual harassment problem if people seem reluctant to work with a specific colleague, there is a high turnover in certain departments or there are specific complaints about particular managers.
If you have been experiencing sexual harassment, whether it’s a quid pro quo situation or something more subtle, you need to document everything, including dates, times, witnesses and any other details. Report the behavior to your HR person and keep records of all communications. If the matter isn’t addressed, then you have the right to speak with a legal representative. They can help ensure you receive justice and enjoy a workplace free from sexual harassment in any form.