Understanding Best Practices of Reporting Sexual Harassment

Sexual harassment in the workplace is a serious offense that is punishable by law and must be reported (it is actually immoral and also illegal anywhere!). Workplace harassment can be of two types, either “quid pro quo” or indecent conduct with an employee, especially of a sexual nature or discrimination against any person on the basis of their race, color, caste, or gender.

Every corporate enterprise has its own set of policies that state the procedure for reporting such offenses.

Improper sexual advances and molestation is a common problem in most offices, schools, and private spaces. It may be tolerated in other countries that do not have certain standards but not in America.

If you or any of your acquaintances have ever faced such a predicament, report it. It is the moral responsibility of both the victim and the witness to file a lawsuit against the offender. Read on to know more about sexual harassment and how to report it to the authorities:

Understanding the Complexities of Sexual Assault

Sexual harassment can be defined as the physical or psychological abuse of a person that is carried out through sexual acts or by demeaning the sexuality of the victim. Molestation, stalking, voyeurism, eve teasing, cyber harassment, rape, incest, or any other kind of sexual exploitation falls under harassment.

Quip Pro Quo Harassment

Quip Pro Quo is a scenario where the employee is either forced or influenced to change his/her decision based on the acceptance or rejection of an improper sexual advance or favor by someone superior.

The offender is usually someone who is placed high in the corporate hierarchy or plays a crucial part in the employment decisions of the organization, be it public or private. Termination of the contract, demotion, or an unscrupulous offer at promotion is some of the ways used by the abuser to target his/her victim.

Some of the cases of quid pro quo harassment cases are:

  1. When a superior or recruiter denies due promotion to his subordinate when denied sexual favors
  2. When the supervisor is biased towards an employee or offers preferential treatment in the workplace in exchange for sexual favors.

Hostile Workplace Conduct Harassment

Hostile workplace conduct isn’t always necessarily sexual in nature; however, it may involve gestures or behavior that can emotionally and mentally harm the victim. Anyone from superiors, to colleagues, customers, and contractors can contribute to creating a hostile environment for the victim. Offensive comments about a person’s race, color, caste, creed, or nationality comes under harassment and must be reported.

Other Examples of Improper Conduct Include

  1. Touching a person inappropriately or invading a person’s personal space unnecessarily.
  2. Commenting on the physical appearance or objectifying the body of a person.
  3. Using demeaning terms, vulgar language, indecent gestures.
  4. Spreading or displaying graphic content that targets a specific race or religion.

Developing a Response for Sexual Violence

Workplaces, colleges, universities, and other public spaces have their own policies and procedures concerning sexual harassment cases. A responsive support center for registering complaints, a strong investigation system, and a powerful legal arm are among the basic requirements that would discourage sexual advances.

To learn more about the nature of sexual harassment and how to deal with it, feel free to speak to the legal experts at Makarem & Associates who know this domain like the back of their hand. You can even email us at, or give us a call at 310.312.0299.

We know how to win these types of cases. It is time to put the fear back onto the other side!