11 Types of Workplace Harassment and How to Prevent Them

Workplace harassment remains a persistent issue that affects employees’ well-being, productivity, and overall morale. While many are aware of general harassment, different types of workplace harassment, particularly sexual harassment, often go unaddressed or overlooked. The impact of such harassment extends far beyond uncomfortable moments; it can damage careers, mental health, and the organization’s culture. In fact, 91% of workers have faced workplace discrimination, highlighting just how prevalent these issues are in today’s workplace environment.

Understanding the different types of workplace harassment is crucial for employers who want to maintain a respectful and compliant workplace. However, recognizing harassment is only part of the solution. Effective prevention requires more than just policies; it demands ongoing awareness, robust reporting mechanisms, and a strong commitment to creating a safe environment. 

In this blog, we will take a look at 11 specific types of sexual harassment that employees may encounter, explore the potential consequences, and offer actionable steps to prevent them from happening in the first place.

What is Workplace Harassment?

Workplace harassment refers to any unwelcome behavior that creates a hostile or intimidating environment for employees. Harassment can manifest in various forms, including verbal, physical, psychological, and even digital. It’s crucial for businesses to understand the various ways harassment can manifest and to have policies in place to prevent it.

Harassment is unlawful under various labor laws, and organizations are legally obligated to take steps to prevent and address harassment complaints. Failing to do so can result in costly legal consequences, employee dissatisfaction, and even a toxic work culture.

Harassment isn’t always easy to spot. It can be subtle, but that doesn’t make it any less harmful. Understanding the 11 types of harassment is important because it helps identify these more hidden issues. When you can recognize them, it’s easier to address them early, creating a workplace where everyone feels safe and respected.

11 Types of Workplace Harassment

Workplace harassment can take many forms, often extending beyond the commonly recognized types. While sexual and discriminatory harassment are well-known, subtler forms like psychological and power harassment frequently go unnoticed. Understanding these 11 distinct types is crucial for fostering a safe and respectful work environment.

1. Discriminatory Harassment in the Workplace

All unlawful workplace harassment is discriminatory in nature. Discriminatory harassment is defined by its intentions rather than how it’s carried out. The harasser targets the victim because they are a member of a protected class, which includes sex/gender, age, race, religion, color, national origin, and physical and mental ability.

A. Racial Harassment

Racial harassment occurs when an individual is targeted because of their race, skin color, ancestry, origin country, or citizenship. Even perceived attributes of certain ethnicities may trigger this type of harassment.

Examples include:

• Using racial slurs directed at the victim
• Making insulting or degrading comments about the victim’s race
• Sharing racial jokes, “memes,” or offensive images
• Acting disgusted to be around the victim
• Showing intolerance toward cultural differences

B. Gender Harassment

Gender-based harassment involves discriminatory behavior toward a person based on their gender expression. It can happen to cisgendered individuals, transgender people, and non-binary employees.

Examples include:

• A male nurse facing harassment for having what’s perceived as a “woman’s job”
• A female banker being passed over for promotion because she’s not considered “leader material”
• Displaying materials degrading to women
• Referring to a non-binary person as “it”
• Deliberately misgendering transgender individuals

C. Religious Harassment

Religious harassment often interconnects with racial harassment but focuses specifically on the victim’s religious beliefs. Employees with religions that differ from the company’s norm may face various forms of intolerance.

Examples include:

• Intolerance toward religious holidays, traditions, or customs
• Making cruel religious jokes
• Degrading stereotypical comments
• Pressuring someone to convert religions

D. Ability-Based Harassment

Ability-based harassment targets individuals who live with a disability (physical or mental), are acquainted with someone with a disability, or use disability services such as sick leave or workers’ compensation.

Examples include:

• Harmful teasing
• Patronizing comments
• Refusals to provide reasonable accommodations
• Isolating individuals with disabilities

E. Sexual Orientation-Based Harassment

This form of harassment targets individuals because their sexual orientation differs from those around them. People of any sexual orientation may experience this harassment depending on their workplace environment.

F. Age-Based Harassment

Workers 40 years and older are specifically protected by the Age Discrimination in Employment Act. Age-based harassment often manifests through stereotyping and exclusionary practices.

Examples include:

• Teasing and insulting with age-based stereotypes
• Excluding older employees from social activities, projects, or meetings
• Unfairly criticizing skills based on age
• Attempting to push individuals into early retirement

Get your free download of VComply’s sexual harassment policy. Download your template now!

2. Personal Harassment

Personal harassment is workplace bullying that’s not based on protected classes. It targets aspects of the victim’s work, personality, or appearance. While technically not illegal, it can be highly damaging to workplace culture.

Examples include:

• Inappropriate or rude comments
• Offensive jokes
• Personal humiliation
• Overly critical remarks
• Ostracizing behaviors
• Intimidation tactics

What matters most in cases of personal harassment is that the victim felt harassed, regardless of the harasser’s intentions.

3. Physical Harassment

Physical harassment, often called workplace violence, involves physical attacks or threats. In extreme cases, it may be classified as assault. Even seemingly playful physical contact can cross boundaries when it makes the recipient uncomfortable.

Examples include:

• Direct threats of intent to inflict harm
• Physical attacks (kicking, hitting, shoving)
• Threatening behaviors (shaking fists angrily)
• Destroying property to intimidate

Certain industries face higher risks of workplace violence, including healthcare, law enforcement, social services, education, retail, and public transit. People who work at night, in remote areas, or alone also have increased risk of physical harassment.

4. Power Harassment

Power harassment stems from a power disparity between the harasser and victim. The harasser exercises power by bullying someone lower in the office hierarchy, often a supervisor or manager victimizing subordinates.

Examples include:

• Imposing excessive demands impossible to meet
• Assigning demeaning tasks far below employee capability
• Intruding into the employee’s personal life
• Forcing employees to perform tasks outside their job scope (personal errands, excessive hours, sexual favors)

5. Psychological Harassment

Psychological harassment negatively impacts a person’s mental well-being. Victims often feel belittled on personal and professional levels, creating a domino effect that damages their physical health, social life, and work performance.

Examples include:

• Isolating or excluding the victim
• Belittling or trivializing the victim’s thoughts or ideas
• Discrediting or spreading rumors
• Opposing or challenging everything the victim says
• Gaslighting the victim
• Promoting an overly competitive or hostile work environment

6. Online/Digital Harassment (Cyberbullying)

As workplaces embrace digital communication tools, online harassment has become increasingly common. Digital harassment, or cyberbullying, presents unique challenges for employers.

Examples include:

• Sharing humiliating content about the victim via mass email or chat
• Spreading lies or gossip on social media
• Sending harassing instant messages or texts directly to the victim

7. Retaliation

Retaliation harassment occurs when someone harasses another person as revenge or to prevent the victim from repeating certain behaviors. This often happens when an employee reports misconduct, receives a promotion over the harasser, or makes comments the harasser disagreed with.

Typical retaliation scenarios follow a three-part pattern:

• An employee files a complaint about a colleague
• The colleague discovers who made the complaint
• The colleague harasses the complainant as revenge and to deter future complaints

Retaliation can take any harassment form, including physical, psychological, or sexual.

8. Sexual Harassment At Work

Sexual harassment includes unwanted sexual advances, conduct, or behavior. It can be directed at specific individuals or constitute general behavior that victims find inappropriate. Sexual harassment is a form of unlawful discrimination taken seriously by courts.

Examples include:

• Sharing sexual photos or pornography
• Posting sexual posters
• Inappropriate touching or sexual gestures
• Invading personal space in a sexual way
• Making sexual comments, jokes, or asking sexual questions

Despite increased awareness through movements like #MeToo, fear, shame, and toxic workplace cultures contribute to underreporting and under-investigation of this issue.

9. Quid Pro Quo Harassment in the Workplace

“Quid pro quo” (“this for that”) harassment involves exchange-based sexual harassment. The harasser, often in a position of power, offers something valuable in exchange for sexual favors or may use blackmail tactics.

Examples include offering or threatening:

• Job offers or termination
• Promotions or demotions
• Raises
• Special opportunities or treatment
• Avoiding workplace investigations

This harassment can be explicit (directly stated) or implicit (hinted at) and represents a severe abuse of power dynamics in the workplace.

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10. Third-Party Harassment

Third-party harassment is perpetrated by someone outside the organization, such as vendors, suppliers, customers, or clients. 

• Victims are often in “low-status” or “low-power” positions like cashiers, desk clerks, or sales associates.
• These employees may be particularly vulnerable due to their position, lack of experience, or reluctance to cause problems. 
• Even though the harassers aren’t employees, employers may still be legally liable for third-party harassment under Title VII of the Civil Rights Act, which requires employers to provide nondiscriminatory working conditions.

11. Preventing Workplace Harassment

Preventing workplace harassment requires a multi-faceted approach that combines policy development, training, and creating a culture of respect. Organizations must establish clear anti-harassment policies that define prohibited behaviors and outline reporting procedures.

Key prevention strategies include:

• Implementing comprehensive anti-harassment policies
• Providing regular training for all employees
• Establishing clear reporting mechanisms
• Ensuring prompt and thorough investigations of complaints
• Taking appropriate disciplinary action when harassment occurs
• Creating a psychologically safe workplace culture

By taking these steps, organizations can significantly reduce the risk of harassment and create a safer, more productive work environment for everyone.

Recognizing the various types of workplace harassment is essential for fostering a safe environment. However, understanding the scale of the sexual harassment problem is equally important, as it highlights the urgency of addressing these issues. 

Let’s take a closer look at just how pervasive workplace sexual harassment really is.

How Big is the Workplace Sexual Harassment Problem?

The issue of workplace sexual harassment remains a significant and pervasive problem across various industries, affecting a substantial portion of the workforce. The following insights detail the scope of this issue, supported by recent statistics and research findings.

General Statistics

• According to a 2023 poll by the Trades Union Congress (TUC), approximately 3 in 5 women reported experiencing some form of harassment at work, with the figure rising to 2 in 3 women aged 25 to 34. This indicates a troubling trend where younger women are particularly vulnerable to harassment in professional settings.
• A survey conducted by HR Acuity revealed that 52% of employees have either experienced or witnessed harassment in the workplace, with 40% specifically citing sexual harassment as a form of misconduct they encountered.
• In FY 2024, the EEOC recorded 88,531 new discrimination charges, marking a 9% rise from the previous year. Despite this increase, the agency managed the caseload well, finishing the fiscal year with 52,080 pending charges, just slightly higher than the 51,100 pending at the end of FY 2023.

Specific Industry Insights

• Healthcare Sector: A survey found that nearly 60% of nurses reported experiencing sexual harassment at work. This statistic shows the unique vulnerabilities faced by healthcare workers in particular environments.
• Hospitality and Service Industries: Reports indicate that more than 90% of women in the hospitality industry have experienced sexual harassment. This sector is particularly notorious for such behavior due to its high levels of customer interaction and often hierarchical structures.

Barriers in Reporting

Despite the prevalence of sexual harassment, many incidents go unreported due to various barriers:

• A staggering 99.8% of harassed workers do not file formal charges, often due to fear of retaliation or disbelief that their complaints will lead to meaningful action.

The prevalence of workplace sexual harassment underscores the critical need for effective prevention strategies. Acknowledging the problem is just the first step; implementing proactive measures can create a safer environment for everyone. 

We should now have a look at how companies can effectively prevent workplace harassment and build a culture of respect.

How to Effectively Prevent Workplace Harassment?

Preventing workplace harassment requires a proactive, structured, and extensive approach that addresses both organizational culture and individual behaviors. Below are effective strategies, supported by examples and detailed descriptions:

1. Develop and Communicate an Extensive Anti-Harassment Policy

A clear anti-harassment policy is the cornerstone of prevention. It must define harassment, outline unacceptable behaviors, and specify consequences.

Key Actions:

• Policy Accessibility: Ensure the policy is included in employee handbooks, posted in common areas, and available digitally.
• Detailed Definitions: Include specific examples of harassment (e.g., sexual, verbal, discriminatory) to help employees recognize misconduct.
• Reporting Mechanisms: Create multiple reporting channels (e.g., anonymous hotlines, email) to encourage employees to come forward without fear of retaliation.

Example:

An organization includes its anti-harassment policy in onboarding materials and conducts an annual refresher workshop to ensure all employees understand the rules.

Read more: Differences Between Policy and Code of Conduct

2. Provide Regular Training Programs

Training should be customized to the organization’s culture and industry, focusing on recognizing, preventing, and addressing harassment.

Key Actions:

• Interactive Training: Use case studies, role-playing scenarios, video simulations, and group discussions to engage employees.
• Manager-Specific Training: Equip managers with skills to handle complaints effectively and foster a safe environment.
• Refresher Courses: Conduct periodic training sessions to reinforce knowledge and adapt to new legal standards.

Example:

A company implements quarterly workshops where employees discuss real-life harassment scenarios and learn how to respond appropriately.

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3. Foster Open Communication

Encouraging open dialogue helps create a culture of trust where employees feel safe discussing concerns.

Key Actions:

• Regular Check-Ins: Supervisors should hold one-on-one meetings with team members to identify potential issues early.
• Anonymous Feedback Channels: Implement tools like suggestion boxes or digital platforms for anonymous reporting.
• Leadership Visibility: Leaders should actively participate in anti-harassment initiatives to demonstrate commitment.

Example:

A company creates an anonymous online portal where employees can report harassment incidents confidentially.

4. Enforce a Zero-Tolerance Policy

A zero-tolerance approach ensures that all forms of harassment are met with immediate action.

Key Actions:

• Transparent Consequences: Clearly communicate the repercussions for engaging in harassment (e.g., suspension or termination).
• Consistent Enforcement: Apply policies uniformly across all levels of the organization.
• Learning Opportunities: While punitive measures are necessary, provide training for offenders to understand their mistakes and improve their behavior.

Example:

An employee is terminated after repeated violations of the zero-tolerance policy, reinforcing the organization’s commitment to a safe workplace.

5. Raise Awareness About Harassment

Educating employees about the signs of harassment empowers them to identify and address issues early.

Key Actions:

• Interactive Methods: Use quizzes, video scenarios, or workshops to highlight subtle forms of harassment (e.g., microaggressions).
• Recognizing Fear of Retaliation: Stress confidentiality in reporting systems to encourage hesitant employees to come forward.

Example:

A company conducts monthly webinars featuring real-world examples of workplace harassment to help employees recognize misconduct.

6. Conduct Regular Audits and Assessments

Monitoring workplace dynamics can help identify risks before they escalate into serious issues.

Key Actions:

• Feedback Sessions: Gather employee insights through surveys or focus groups about workplace culture.
• Benchmarking Against Industry Standards: Compare anti-harassment efforts with best practices from similar organizations.
• Policy Updates: Revise policies based on audit findings or changes in legal regulations.

Example:

An HR team conducts quarterly surveys asking employees about their experiences with workplace behavior and adjusts policies accordingly.

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7. Promote Diversity and Inclusion

Reducing unconscious bias fosters an inclusive environment that discourages discriminatory behavior.

Key Actions:

• Diverse Recruitment Practices: Ensure hiring processes prioritize diversity.
• Employee Resource Groups (ERGs): Create groups that celebrate different backgrounds and provide support for underrepresented employees.
• Inclusive Leadership Programs: Train leaders on managing diverse teams effectively.

Example:

A company forms ERGs for women, LGBTQ+ individuals, and racial minorities to promote belonging and address unique challenges.

8. Establish Multiple Reporting Channels

Providing various ways for employees to report harassment ensures accessibility and confidentiality.

Key Actions:

• Anonymous Hotlines: Offer phone or digital platforms where employees can report incidents without revealing their identity.
• Third-party Investigators: Engage external consultants for impartial handling of sensitive complaints.

Example:

An organization partners with a third-party service provider for anonymous complaint management to ensure neutrality.

You might find this helpful: Ethics and Compliance in Anonymous Employee Hotline Services

9. Leadership Accountability

Leaders play a critical role in setting the tone for a respectful workplace.

Key Actions:

• Active Participation: Leaders should attend training sessions and publicly support anti-harassment initiatives.
• Performance Metrics: Evaluate leaders based on their commitment to fostering a harassment-free environment during performance reviews.

Example:

Executives regularly host town halls discussing workplace respect and diversity initiatives.

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Conclusion

Addressing different types of workplace harassment is not a one-time task but an ongoing commitment to creating an environment where every employee feels safe and respected. Recognizing the signs of sexual harassment, whether subtle or overt, is crucial to prevent its escalation and ensure accountability. 

By understanding the different types of workplace harassment, employers can implement proactive strategies to prevent harassment, support victims, and foster a healthier work culture. As organizations continue to evolve, it’s imperative that they keep refining their approach to tackle harassment head-on, ultimately ensuring a more inclusive and productive workplace for all.

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