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10 Behaviors That Lead to Sexual Harassment Issues

10 Behaviors That Lead to Sexual Harassment Issues

1. Unwelcome Comments About Appearance or Body

  • “You look sexy in that dress” or “You should smile more.”
  • Even seemingly casual remarks can create discomfort if repeated or unwanted.

2. Sexual Jokes, Innuendo, or Humor

  • Sharing dirty jokes, memes, or “locker room talk” in person, over email, or in group chats.
  • Digital platforms (Slack, Teams, text) are increasingly monitored.

3. Inappropriate Touching or Invading Personal Space

  • Shoulder rubs, hugs without consent, brushing against someone.
  • Courts often see repeated, unwanted contact as escalating behavior.

4. Persistent Unwanted Flirting or Asking for Dates

  • Continuing to ask someone out after they’ve said “no.”
  • Power imbalance (e.g., manager asking subordinate) makes it more serious.

5. Displaying or Sharing Sexual Content

  • Posters, screensavers, videos, or GIFs with sexual images.
  • Includes “jokes” shared in group emails or chat channels.

6. Spreading Rumors or Gossip About Sexual Conduct

  • Talking about someone’s sex life, relationships, or supposed behavior.
  • Even joking gossip can be seen as hostile.

7. Sexual Comments About Gender or Sexual Orientation

  • Demeaning remarks like “You’re too emotional for this job” or “Real men don’t do that.”
  • Targeting LGBTQ+ employees with “jokes” is a growing litigation trigger.

8. Quid Pro Quo Propositions

  • Suggesting job benefits (promotion, raise, good schedule) in exchange for romantic/sexual favors.
  • This is one of the most clear-cut, illegal forms of harassment.

9. Retaliation After Rejection or Complaint

  • Demoting, isolating, or treating someone worse after they refuse advances or file a complaint.
  • Retaliation claims are the #1 most common EEOC charge tied to harassment.

10. Harassment Through Digital Channels

  • Harassing DMs, inappropriate emojis, late-night texts, or social media stalking.
  • Increasingly common in hybrid/remote workplaces, where boundaries blur.

Why These 10 Behaviors Matter

  • They’re the most frequently cited in EEOC and state-level harassment claims.
  • Training now emphasizes real-world examples from both in-person and digital workplaces.
  • Employers are expected to show they trained staff to recognize and stop these behaviors.

Pro Tip for Training

Many states (CA, NY, IL, CT, DE, ME) require training updates every 1–2 years. The newest modules emphasize microaggressions, digital harassment, and bystander intervention so it’s not just about avoiding lawsuits, but about creating a respectful culture.

Visit us at: www.americansensitivitytraining.com

Why Our Training Is Worth the Investment

Some training programs focus only on meeting minimum compliance requirements. These courses often cover legal definitions but fall short of driving real behavioural change. Our Sensitivity & Sexual Harassment Training Platform is designed to go further.

This training does not just explain what harassment is. It helps build the foundation for a safer, more respectful workplace culture. Through fast-paced, interconnected, and practical content, employees learn not only how to prevent harassment, but how to:

  • Build emotional intelligence to strengthen communication and empathy
  • Set and respect healthy workplace boundaries
  • Practice bystander intervention to speak up and support colleagues

The Value Behind the Difference

Comprehensive Scope
We move beyond compliance to address real workplace issues that drive respect, trust, and collaboration in today’s workplaces.

Engaging and Interactive
Our training is designed for impact. Employees retain more, apply what they learn, and demonstrate meaningful behaviour change.

Risk Reduction and Trust Building
Effective training reduces organizational risk, strengthens employee relationships, and supports a safer, more inclusive workplace culture.