Verbal sexual harassment refers to any unpleasant behaviour of a sexual nature, including sexual advances, requesting favors in exchange for rewards, using obscene words, etc. It can be both physical and verbal and is a punishable offense.
Using unpleasant words in a workplace leads to a hostile work environment. It is condemnable and one of the primary points in a company’s policy. However, it is often difficult for a person facing verbal sexual harassment to speak out against such behavior.
Verbal sexual harassment also includes catcalling, whistling, unwelcome sexual comments, making sexual gestures with hands, blocking a person’s path, and displaying sexually suggestive visuals. Some people even face subtle sexual harassment such as casual jokes of a sexual nature, unsolicited innuendos, and unwelcome sexual comments.
In a new survey, 77% of women reported having experienced verbal sexual harassment. 51% of women experienced non-consensual sexual touches, 41% reported cyber-harassment, and 27% survived sexual assault.
The report shows that verbal sexual harassment is more common due to its ‘harmless’ nature. It can even come from a friend or a friendly superior as a joke which is not acceptable.
Verbal sexual harassment in the workplace can include sexual comments, jokes, non-consensual touching, sharing or posting inappropriate and sexual pictures and emails. It can also refer to any unwelcome requests from a company superior towards a junior or trainee in a particular workplace. Verbal sexual harassment is non-gendered and can happen to anyone.
Unwelcome or unsolicited behavior is pivotal to the understanding of verbal sexual harassment. The survivor might be a willing participant in certain acts. However, consent might be taken back at any moment by the persons involved. It should typically put a stop to any behavior. The persons in such acts have a right to withdraw consent or change their minds.
Workplace harassment can be both verbal and non-verbal. Both behaviors are usually repetitive and can continue due to a lack of consent. Furthermore, the victim doesn’t need to be the continuous target of the harassment. Anyone who is affected by such behavior can and should report it.
16% of men have experienced harassment at the workplace. It shows that harassment can happen to anyone, regardless of their gender. Verbal sexual harassment is reported less in the case of men. Existing prejudices do not allow men to be seen as survivors of sexual harassment. However, this narrative needs to change today.
Dealing with verbal sexual harassment in the workplace lies in the decision taken by the victim. Some might choose not to report, in which case they should not be pressurized. The person affected might also seek legal counsel. Here are some steps to be followed:
By documenting the behavior, one can easily report cases of verbal sexual harassment. Keeping a record of inappropriate behavior is useful for legal proceedings and any action taken by the company. By recording the behavior, a lawyer can ascertain the definite timeline of the harassment. Moreover, most companies fail to provide justice to the survivor of verbal sexual harassment due to a lack of proof.
Address the perpetrator and express that boundaries have been crossed. Calling out the perpetrator helps the perpetrator understand that their behavior is unwelcome. It can often put a stop to such behavior at the workplace. However, if such behavior persists, calling out the perpetrator can be used in legal proceedings or when the company takes action. There are times, however, when calling out the perpetrator may escalate their behavior. In such cases, it is better to report the behavior.
The survivor may choose to report the behavior either to HR at the workplace or seek legal proceedings. In such cases, the person affected must have support. Today, most company policies have been upgraded to include serious consequences in case of sexual harassment at the workplace.
One can file a charge against the perpetrator at the Equal Employment Opportunity Commission or an equivalent body. This helps resolve the claim with the company, failing which the survivor has the right to file a lawsuit against the company.
Seeking legal help from a lawyer against verbal sexual harassment is a wise decision. One can find legal help by consulting a lawyer or a law firm. Several nonprofit organizations also offer free counsel when there is a case of verbal sexual harassment in the workplace.
Apart from this, there are training programs offered by private enterprises. The training help people find the root cause of this sexual harassment and get a fair idea to deal with it.
Verbal sexual harassment is deeply embedded in the minds of perpetrators. It often results from ignorance and implicit bias. Therefore, verbal sexual harassment training is a necessity in the workplace. It spreads awareness about all forms of sexual harassment and helps create a safe space for employees. Such training seeks to educate beyond legal jargon and help to make an impact in the workplace.
Verbal sexual harassment requires proper training. Without an inclusive training program, it can create a hostile work environment. In addition to this, sexual harassment should be included in the company policies as a punishable offense. By focusing on the transgressor, the workplace can change the narrative of verbal sexual harassment.
Getting in touch with firms that provide sexual harassment training is a good place to start.
Verbal sexual harassment is a violation of rights. It is mentally taxing for the victim and creates a hostile work environment. Verbal sexual harassment is a blow to the company’s reputation if no action is taken against the perpetrator.