Workplace sexual harassment takes many different forms.

It can come from a coworker, a

supervisor, or a customer or client, and ranges from unwanted touching, inappropriate
comments or jokes, or someone promising you a promotion in exchange for sexual favors.

Sexual harassment does not have to be “sexual.” It can also look like teasing, intimidating or
offensive comments based on stereotypes (e.g., about how certain people “are” or should act),
or bullying someone or a group of people based on their sex, gender identity (man, woman,
trans, intersex, nonbinary) or sexual orientation (queer, straight, bisexual, lesbian, gay, asexual,
pansexual, two-spirit etc.) Sometimes sexual harassment is about sex and something else, like
race or ethnicity. For example, a woman of color may experience harassment in the workplace
differently from a white female co-worker She may be the target of abusive or hostile behavior
because of the combination of her sex and her race or ethnicity.

Examples of behavior that could be harassment include but are not limited to:

making unwanted requests for sexual favors or dates

making inappropriate comments about someone’s body or appearance
saying bad things about or making fun of someone or all people of a certain gender or sexual
orientation (i.e. “women are…” or “gay people all…”)
using gender-based or sexual orientation-based slurs (swear words)
making vulgar, offensive, or explicit jokes about sex or sexual acts
Note: It still counts as harassment even if the conduct is not aimed at you specifically. For
example, if you are a trans person who hears a group of co-workers making offensive jokes or
insults about trans people (in general), that kind of behavior could still be considered
“harassment,” even though they aren’t speaking to or about you specifically.
sending or sharing emails, texts, or messages of a sexual nature
gossiping about someone’s personal relationships or sex life
unwanted or inappropriate touching of any body part, clothing, face, or hair, including hugging,
kissing, or assault
staring, leering, or making gestures of a sexual nature
blocking someone’s movement
displaying, sending, or sharing vulgar pictures or pornography
For something to be considered sexual harassment, it matters what the person who’s being
harassed thinks; It does not matter if the person who’s doing the harassment thinks it’s OK,
harmless, not sexual, or welcomed (i.e., they think you like it or don’t have a problem with it.) It’s
still harassment if the behavior is something you do not want or find offensive.

It also still counts as harassment even if, in the moment, you don’t immediately say “stop” or
something else to let the person know that what they’re saying/doing is inappropriate. For
example, you might laugh along at a joke that you find offensive, or accept a hug because
you’re caught unaware in the moment, or because you’re worried the person will react badly if
you don’t go along with their behavior. If the harasser is a supervisor or someone else who has
more power than you, you might be afraid speaking up or saying “no” will impact your job. All of
these are normal responses to harassment. Responding this way does not make the
harassment less serious, or make you more responsible.

Sexual harassment is illegal. Title VII of the Civil Rights Act of 1964 (“Title VII”) makes it illegal
for employers to allow anyone to be sexually harassed at work by anyone else, regardless of
sex, gender, or sexual orientation.
Sexual harassment can happen to anyone. It is about power, not sexual desire. So for example,
men who identify as straight can sexually harass other men – for example, by teasing or bullying
those men for being “too feminine” or “acting gay.” (For examples of sexual harassment, see the
What Is It? section above.)
Title VII applies to employers. It is designed to make employers accountable for providing a
work environment that is free from harassment and other kinds of discrimination. It does not
make it illegal for someone to harass someone else. Instead, it makes it illegal for employers to
allow harassment to occur or to fail to stop it once they know it’s happening. So this civil rights
law does not give you a right to sue an individual person – unless that individual person is your
employer.
Retaliation is also illegal. It’s illegal for someone at work to retaliate against (punish) you for
reporting or speaking out against sexual harassment, or for participating in an investigation or
legal action related to sexual harassment. Examples of retaliation in the workplace include being
fired or demoted, receiving a pay cut or a reduction in your hours or benefits, being assigned a
different shift, location, position, receiving new or different duties, or being asked to take time off
without pay. Retaliation can also be subtle, build up, or get worse over time. Examples include
being iced out by coworkers, no longer being invited to meetings, or being left off of
communications you were formerly on.
If you report sexual harassment, your employer cannot ignore you or retaliate against you. If a
boss or someone in HR knows about the harassment, or should know that you are being
harassed, legally, they must take prompt action to try to stop the behavior, investigate the
harassment, and make sure it doesn’t happen again. The action also has to be “appropriate”
and effective, meaning it has to actually make the harassment stop, without harming you or
allowing you to become a target of retaliation.
If you complained or told your boss, HR, or another manager about sexual harassment, and
they failed to do anything to make the situation better (or made it worse), you could consider
taking legal action.

Some forms of sexual assault include:

Penetration of the victim’s body, also known as rape.

Attempted rape.
Forcing a victim to perform sexual acts, such as oral sex or penetration of the perpetrator’s
body.
Fondling or unwanted sexual touching.