Sexual harassment

Lore & Background

Sexual harassment encompasses unwanted sexual behavior and, less frequently, sexist targeting. While some instances appear driven by sexual desire, the behavior is more often intended to harm women or punish those who violate gender norms. Popular understanding focuses on sexual coercion and unwanted advances, though these are less common than other forms. All types can damage a victim’s physical and mental health, affecting both personal and professional life. The harassment can involve any gender as harasser or victim, occur between friends or strangers, and take place in equal or subordinate relationships. It may be verbal, physical, or indirect, including insulting sexual or sexist remarks, offensive innuendo, indecent exposure, sexting, sexual roleplay, non-consensual collection or sharing of private photos, demanding sexual favors as bribery, and sexual assault such as groping or rape. In most countries, certain workplace sexual harassment is illegal as employment discrimination. Legal and social understanding varies by culture; laws generally do not prohibit minor isolated incidents but may consider harassment illegal when frequent or severe enough to create a hostile work environment or when it leads to an adverse employment decision like demotion, firing, or quitting. Over one hundred countries have laws against both hostile environment and quid pro quo harassment, and dozens address harassment based on sexual orientation or gender identity. Preventing harassment and defending against charges are key goals for many businesses and organizations.

Reader's Guide

Sexual harassment encompasses unwanted sexual behavior and, at times, sexist targeting patterns. While some acts appear driven by sexual desire, they are more frequently intended to harm women or punish individuals for violating gender norms. Popular understanding often focuses on sexual coercion and unwanted advances, though these are less common than other forms. All types can damage a victim’s physical and mental health, affecting both personal and professional life. Harassment can involve any gender, occur between friends or strangers, and take verbal, physical, or indirect forms, including insulting remarks, indecent exposure, sexting, sexual roleplay, non-consensual photo sharing, bribery for sexual favors, or assault like groping and rape. In most countries, workplace sexual harassment is illegal as employment discrimination, though laws do not impose a general civility code and typically prohibit only frequent or severe incidents that create a hostile environment or lead to adverse employment decisions. Over one hundred countries have laws against both hostile environment and quid pro quo harassment, and dozens address harassment based on sexual orientation or gender identity. The term was coined in the 1970s, first documented in a 1973 report by Mary Rowe at MIT, and popularized by activists like Lin Farley, who described the problem in 1975 testimony. Early U.S. lawsuits, often brought by African American women, established precedent that firing someone for refusing a supervisor’s advances constituted sex discrimination. Legal scholar Catharine MacKinnon’s 1979 work classified harassment into quid pro quo and hostile environment types, shaping subsequent law. The #MeToo movement later raised awareness and spurred legal change.

Did You Know?

• Early U.S. sexual harassment cases were often brought by African American women who were former civil rights activists.
• Catharine MacKinnon developed the legal classification of sexual harassment as quid pro quo or hostile environment.