Sexual harassment is unwanted and offensive behaviour of a sexual nature that violates a person’s dignity and makes them feel degraded, humiliated, intimidated or threatened. Sexual harassment takes many forms. It can happen once or it can be repeated. It can also be overt, making it easier to recognise, or subtle, making it harder to recognise.
The ‘workplace’ is any space where an employee carries out their work.
In the media context, the ‘workplace’ includes on-site spaces, off-site spaces, online or work-related events.
Rape, or sexual assault, is the most extreme form of sexual harassment and is a criminal offence in most countries. Rape involves penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim/survivor.
Physical harassment is any form of harassment that involves touching or physical contact between the individuals. This can include actual or attempted sexual assault, kissing someone without permission, or unwanted touching of someone’s body. More examples can be found
Someone gives another person unwanted sexual attention through verbal or written comments or conversation. This can include unwanted texts, emails, letters, social media messages and posts, telephone calls or materials of a sexual nature; making kissing sounds, howling and smacking of lips; or unwanted personal questions about social or sexual life/ history. More examples can be found
Someone gives another person unwanted sexual attention through noises or actions at a distance. This can include repeated invasion of personal space, sexual gestures with body or displaying sexually explicit posters, calendars or objects. More examples can be found
Is sexual harassment that happens on any digital platform, public or private. It involves the use of messages, posts, images, videos, pages. Many of the behaviours exhibited in online sexual harassment overlap with offline behaviours.
online element adds a host of different and complex challenges around how to define prevent and handle sexual harassment at work. Currently there is not a systemic response to online sexual harassment that media organisations and professionals can draw on.
A person is forced to submit to sexual harassment in return for employment benefits such as promotion, a pay raise, a big assignment, keeping their job; or A person’s employment is affected when they reject or stand up to sexual harassment, such as being fired, demoted, or losing assignments.
Quid pro quo harassment is often prohibited in a country’s criminal and civil laws.
Is when someone’s speech or behaviour is so extreme that the person being harassed feels that their work environment is unpleasant, intimidating, threatening or unsafe.
It doesn’t have to be directed at an individual. It may be offensive to someone who is witness to the behaviour, so creating an oppressive atmosphere for one or more people, such as watching pornography, or making sexist jokes at work.
Confidentiality means protecting the people involved in sexual harassment cases and the information that they share, so that only authorised persons can access details. The person being harassed, the accused, witnesses and third parties are all protected by confidentiality.
Confidentiality in sexual harassment cases is an ethical principle as well as a legal obligation in most countries and a professional code of ethics. It is also key to sexual harassment being reported as it builds trust.
To help maintain confidentiality, you will need to make sure that your organisation’s information systems are secure and that you comply with the data protection laws in your country.