Understanding harassment in the workplace
Sexual harassment is when a worker is subjected to unwanted behaviour that is sexual in nature. It can manifest in the workplace in many different ways. Sometimes it is obvious and other times it may be more covert and difficult to spot. We have put together some answers to frequently asked questions and examples of the different ways that sexual harassment can manifest in the workplace.
FAQs
Who is protected against sexual harassment in the workplace?
What constitutes sexual harassment?
Are there different types of sexual harassment?
Who is protected against sexual harassment in the workplace?
What constitutes sexual harassment?
Are there different types of sexual harassment?
Who is protected against sexual harassment in the workplace?
What constitutes sexual harassment?
Are there different types of sexual harassment?
Examples of behaviours that can be considered to be sexual harassment
Acas: Sexual Harassment Information: https://www.acas.org.uk/sexual-harassment
The bystander effect refers to when people choose not to act when they see inappropriate behaviour or an emergency situation because of the presence of other people. People are less likely to offer aid if they are surrounded by a group of people as they think someone else will take responsibility for the situation – this is known as the diffusion of responsibility. Once we’re aware of the bystander effect, we can start to recognise that everyone has a duty to intervene when necessary.
Scenario 1:
Harassment that is sexually motivated
Jin works in a busy kitchen with six other colleagues. Simon is very open about finding Jin attractive and takes any opportunity to brush up against her when moving around the kitchen. Whenever she bends over to pick something up and put something in the ovens, he stands behind her, says ‘corrr’ and motions as if he is going to touch her buttocks.
Jin does not like Simon’s actions and they make her feel very uncomfortable. She also feels like her colleagues don’t take her seriously because of the way Simon acts around her. The conduct is sexually motivated, unwelcome and humiliating, therefore it constitutes sexual harassment.
The bystander effect refers to when people choose not to act when they see inappropriate behaviour or an emergency situation because of the presence of other people. People are less likely to offer aid if they are surrounded by a group of people as they think someone else will take responsibility for the situation – this is known as the diffusion of responsibility. Once we’re aware of the bystander effect, we can start to recognise that everyone has a duty to intervene when necessary.
Scenario 2:
Harassment that is not sexually motivated, but is sexual in nature
Kerry is Tom and Pete’s supervisor and she adheres to the office rules very closely. They often whisper amongst themselves that she takes herself too seriously. Pete downloaded an image of a topless model, pasted Kerry’s head onto the image, printed it off and put it on the notice board in the staff room to humiliate Kerry.
The conduct was not sexually motivated, but the image was sexual in nature, so it still constitutes sexual harassment.
The bystander effect refers to when people choose not to act when they see inappropriate behaviour or an emergency situation because of the presence of other people. People are less likely to offer aid if they are surrounded by a group of people as they think someone else will take responsibility for the situation – this is known as the diffusion of responsibility. Once we’re aware of the bystander effect, we can start to recognise that everyone has a duty to intervene when necessary.
Scenario 3:
Unwanted conduct after a previous consenting act
After the Christmas party, Aicha had a consensual sexual encounter with Derrick. The next morning, Aicha texted Derrick to say it was a mistake and asked if they could keep it between themselves.
Derrick keeps trying to invite Aicha over to his house and asks for a ‘repeat performance’. Despite saying no multiple times, Derrick continues trying to reinitiate their sexual relationship.
Although the original sexual act between Aicha and Derrick was consensual, his repeated requests for sexual contact with Aicha is unwanted conduct of a sexual nature and constitutes sexual harassment.
The bystander effect refers to when people choose not to act when they see inappropriate behaviour or an emergency situation because of the presence of other people. People are less likely to offer aid if they are surrounded by a group of people as they think someone else will take responsibility for the situation – this is known as the diffusion of responsibility. Once we’re aware of the bystander effect, we can start to recognise that everyone has a duty to intervene when necessary.
Scenario 4:
Victimisation
Brian is the lead choreographer at the dance studio. His understudy, Kai, is set to be the lead dancer in their next performance. Brian asks Kai for a sexual favour. Kai politely says no and explains that he’s in a monogamous relationship with his partner. Kai does not feel offended by the proposition. However, before the next performance, Brian informs Kai that he won’t be casted as the lead dancer. When Kai asks why, Brian says ‘I won’t look after you if you’re not willing to look after me’.
Although the initial proposition does not constitute sexual harassment because it did not make Kai feel like it caused the work environment to be intimidating, hostile, degrading, humiliated or offensive, Brian response to the rejection of the proposal constitutes victimisation.
The bystander effect refers to when people choose not to act when they see inappropriate behaviour or an emergency situation because of the presence of other people. People are less likely to offer aid if they are surrounded by a group of people as they think someone else will take responsibility for the situation – this is known as the diffusion of responsibility. Once we’re aware of the bystander effect, we can start to recognise that everyone has a duty to intervene when necessary.
For more detailed information about how sexual misconduct can manifest in the workplace with further examples, see the Equality Human Rights Commission’s Sexual Harassment and Harassment at Work: Technical Guidance document
The toolkit:
Addressing sexual misconduct
Our toolkit will help you start your journey towards addressing sexual misconduct in the workplace.
The toolkit:
Addressing sexual misconduct
Our toolkit will help you start your journey towards developing an active bystander culture.
The toolkit:
Addressing sexual misconduct
Our toolkit will help you start your journey towards developing an active bystander culture.
Explore more toolkits
Explore more toolkits
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© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726