According to the U.S. Equal Employment Opportunity Commission (EEOC), workplace sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when:

• Submission to such conduct is made a term or condition of employment (explicitly or implicitly), or
• Submission to or rejection of such conduct is used as the basis for employment decisions, or
• The conduct creates an intimidating, hostile, or offensive work environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following (EEOC):

• The victim and the harasser may be any gender.
• The victim does not have to be of the opposite sex.
• The harasser may be a supervisor, co-worker, client, or even a non-employee.
• The victim can be anyone affected by the offensive conduct, not necessarily the direct target.
• Unlawful harassment may occur without economic harm or discharge.
• The conduct must be unwelcome to be considered harassment.

As outlined by the EEOC, harassing conduct based on legally protected characteristics (including sex, race, religion, age, and disability) can include, but is not limited to:

• Using racial, ethnic, or sex-based slurs (spoken or written)
• Sharing or forwarding offensive or derogatory “joke” emails
• Displaying hate symbols or offensive images (e.g., noose, swastika, explicit cartoons)
• Threatening or intimidating someone based on religion or belief system
• Sharing pornography or sexually degrading content, including AI-generated or deepfake material
• Making stereotypical remarks about older individuals
• Mocking a person's disability or accent
• Ridiculing someone's religious dress or practices
• Asking intrusive questions about sexual orientation, gender identity, or intimate body parts
• Unwanted physical contact such as groping or touching
• Making sexualized gestures or comments (even without intent to engage in sexual activity)
• Offering job benefits or threatening job loss in exchange for sexual favors (commonly referred to as quid pro quo harassment)

_Source: EEOC Small Business Fact Sheet: Harassment in the Workplace

In Universities

• A professor offering higher grades in return for sexual favors
• Inappropriate comments or physical contact during office hours
• Students harassing other students in classrooms or dormitories

In Workplaces

• Coworkers telling explicit jokes or making suggestive remarks
• Unwanted advances at company parties or conferences
• Displaying sexualized images or posters in shared spaces

Sexual harassment can have severe and lasting effects on victims. Psychologically, individuals may suffer from anxiety, depression, and post-traumatic stress disorder (PTSD), especially when the harassment is prolonged or ignored by the institution. These mental health impacts often interfere with daily functioning and overall well-being.

Victims may also face academic or career setbacks. In schools and universities, harassment can lead to a decline in academic performance or even withdrawal from the institution. In the workplace, it can result in quitting jobs, being passed over for promotions, or other disruptions to career growth.

Beyond the direct effects, sexual harassment often erodes a person’s trust in the institution or workplace where the incident occurred. This can make victims hesitant to report issues or seek help, especially if previous complaints were dismissed or retaliated against.

Finally, the fear of retaliation—being excluded, targeted, or further harassed—can lead to social isolation. Victims may withdraw from colleagues, classmates, or peers, further compounding their distress and reducing their support networks.

Document incidents (with dates, times, witnesses), seek advice, and report via official channels.

Support the affected individual, speak up if it is safe to do so, and encourage them to report.

Offer training programs, establish transparent reporting processes, and protect whistleblowers from retaliation.

• Title VII of the Civil Rights Act of 1964 – Prohibits sex-based discrimination in the workplace (including sexual harassment) https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
• Title IX of the Education Amendments of 1972 – Protects students and employees from sex discrimination in educational institutions https://www.ed.gov/laws-and-policy/civil-rights-laws/title-ix-and-sex-discrimination
• Institutional HR departments and campus coordinators
• Anonymous reporting portals or external agencies (e.g., EEOC) https://publicportal.eeoc.gov/Portal/Login.aspx