Workplace harassment can have a significant impact on employees, teams, and organizations. It can damage morale, reduce productivity, increase turnover, and create legal and financial risks for employers. While most employees understand that certain behaviors are inappropriate, many are less clear about what legally or professionally constitutes workplace harassment.
Understanding workplace harassment is important for everyone—not just managers, human resources professionals, or business owners. Every employee plays a role in helping create a respectful, professional, and inclusive work environment where people feel safe and valued.
Knowing how to recognize harassment, respond appropriately, and report concerns can help prevent problems from escalating and contribute to a healthier workplace culture.
What Is Workplace Harassment?
Workplace harassment is unwelcome conduct based on a protected characteristic that creates an intimidating, hostile, or offensive work environment or interferes with an employee's ability to perform their job.
Protected characteristics may include:
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Race
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Color
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Religion
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Sex
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Gender identity
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Sexual orientation
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National origin
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Age
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Disability
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Genetic information
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Other characteristics protected by federal, state, or local laws
Harassment can occur between coworkers, supervisors and employees, vendors, customers, contractors, or other individuals connected to the workplace.
It is important to understand that harassment is not always obvious. Some behaviors may seem minor when viewed individually but can become problematic when they occur repeatedly or create an uncomfortable work environment.
Common Examples of Workplace Harassment
Workplace harassment can take many forms.
Examples may include:
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Offensive jokes or comments
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Insults or name-calling
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Derogatory remarks about someone's background
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Repeated unwanted attention
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Displaying offensive images or materials
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Threats or intimidation
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Exclusion based on protected characteristics
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Unwanted physical contact
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Inappropriate comments about appearance
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Harassing emails, text messages, or social media communications
The specific circumstances matter, and not every unpleasant workplace interaction qualifies as unlawful harassment. However, employees should take concerns seriously and seek guidance when they are unsure.
Sexual Harassment Remains a Major Concern
Sexual harassment continues to be one of the most discussed forms of workplace misconduct.
Sexual harassment generally falls into two categories:
Quid Pro Quo Harassment
This occurs when employment decisions, promotions, benefits, or opportunities are tied to unwanted sexual advances or requests.
Hostile Work Environment Harassment
This occurs when unwelcome conduct becomes severe or pervasive enough to create an intimidating, hostile, or offensive workplace.
Examples may include:
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Unwanted comments of a sexual nature
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Repeated requests for dates after being declined
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Sexual jokes
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Inappropriate images
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Unwanted touching
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Offensive comments regarding gender or sexual orientation
Employees should never feel pressured to tolerate inappropriate behavior in order to maintain employment or advance within an organization.
Harassment Can Occur in Digital Workspaces
Remote work and digital communication have expanded the ways workplace harassment can occur.
Harassment may happen through:
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Email
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Instant messaging platforms
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Video meetings
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Collaboration tools
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Text messages
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Social media
Comments or behavior that would be inappropriate in a physical workplace remain inappropriate in virtual environments.
Employees should maintain the same level of professionalism online as they would in person.
What Employees Should Do If They Experience Harassment
Employees who believe they are experiencing harassment should familiarize themselves with company reporting procedures.
Depending on the situation, appropriate actions may include:
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Documenting incidents
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Saving relevant communications
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Reporting concerns to a supervisor
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Contacting Human Resources
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Following internal complaint procedures
Prompt reporting often helps organizations investigate concerns more effectively and take appropriate corrective action when necessary.
Employees should not assume that inappropriate behavior will simply stop on its own.
What Employees Should Do If They Witness Harassment
Workplace harassment does not only affect the person directly involved. Witnesses often play an important role in maintaining a respectful workplace culture.
Employees who observe inappropriate behavior should:
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Take concerns seriously
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Support affected coworkers when appropriate
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Follow company reporting procedures
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Report misconduct when required by policy
Organizations are generally more successful at preventing harassment when employees feel empowered to speak up about inappropriate conduct.
Retaliation Is Also a Workplace Risk
Many employees hesitate to report harassment because they fear retaliation.
Retaliation occurs when an employer or individual takes adverse action against someone for reporting misconduct, participating in an investigation, or exercising workplace rights.
Examples may include:
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Demotions
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Unfair discipline
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Reduced work opportunities
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Termination
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Harassment following a complaint
Employees should understand that many workplace laws include protections against retaliation, and organizations should have policies addressing these concerns.
Why Workplace Harassment Training Matters
Policies alone are rarely enough to prevent workplace harassment.
Training helps employees:
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Recognize inappropriate conduct
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Understand reporting procedures
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Learn their rights and responsibilities
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Promote respectful workplace behavior
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Reduce legal and organizational risks
Effective training also helps managers respond appropriately when concerns arise and supports a workplace culture built on professionalism and respect.
Organizations seeking to strengthen workplace culture may benefit from Workplace Harassment Training Courses and Respectful Workplace Training Programs that help employees understand expectations and appropriate workplace conduct.
Building a Respectful Workplace Culture
Preventing workplace harassment requires more than compliance. It requires a workplace culture where employees are treated with dignity, respect, and professionalism.
Organizations that foster open communication, accountability, and respect are often better positioned to attract talent, improve employee engagement, and reduce workplace conflicts.
Employees contribute to this culture through everyday interactions, communication, and behavior.
Respectful workplaces do not happen by accident. They are built intentionally through leadership, policies, training, and employee commitment.
Additional Resources for Employees and Employers
Organizations interested in strengthening workplace culture and compliance initiatives can explore:
Additional workplace, leadership, compliance, and employee development resources can be found in our Articles & Insights section.
Creating Safer and More Respectful Work Environments
Workplace harassment affects individuals, teams, and organizations in meaningful ways. Understanding what harassment is, recognizing warning signs, and knowing how to respond are essential skills for today's workforce.
Employees who understand their rights and responsibilities can help create workplaces where people feel respected, supported, and able to perform at their best. Combined with clear policies, leadership commitment, and ongoing training, employee awareness remains one of the most effective tools for preventing workplace harassment and promoting a positive workplace culture.
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