Unravelling Misconceptions about Sexual Harassment in the Workplace

Image credit: Kelly Sikkema via Unsplash

As we navigate the changing landscape of our industry, it is imperative that we engage in open and honest conversations about issues that affect well being, including sexual harassment in the workplace. As lead timeTo trainer it is my job to develop the timeTo training and educate agencies, brands and individuals on what constitutes sexual harassment and how we can work together to eradicate it. A lot of feedback from people who’ve completed the training is that they now understand how much misinformation and misconceptions around sexual harassment are out there, contributing to an environment where, despite all the progress made, it’s still very challenging for victims to speak. During Sexual Abuse & Sexual Violence Awareness Week I want to address some of these as part of the fight for a healthier, safer and more inclusive industry. 

Misconception 1 - "I met my significant other at work, are you saying we shouldn't be together?!"

Finding love is always a beautiful thing! But let’s distinguish between consensual relationships and harassment. We aren’t in the business of preventing genuine connections, but we are big on boundaries. If you’re interested in someone you happen to work with, the office is a very risky place to build that connection. If it’s meant to happen, creating opportunities to connect outside of work is always safest. Ensure to recognise the difference between real connections and actions that may make others uncomfortable.

Misconception 2- "It's so much better now; it's not like it was in the '80s. The new generation is sooo over-sensitive!"

Progress has been made, but sensitivity is not a weakness. It is a strength that helps create workplaces where everyone feels respected. What has changed is that more people have felt able to speak up, and slowly we are creating consequences for crossing the line. But sexual harassment still exists. Let’s embrace change and foster the culture of respect, creating workplaces where everyone feels respected and valued.

Misconception 3- "I touch Steve on the shoulder all the time, and he doesn't mind. Is that harassment?"

I’m happy for you, and for Steve! It’s likely Steve knows you well, trusts you and understands the meaning behind your gesture. But Something we talk about in the training is the need to distinguish between intent and impact. In life and in the law, impact (how someone felt because of what we did or said) always trumps our intention. Be mindful of individual boundaries, apologise where you mess up and get better at a quick and sensible apology if you cross a line without realising. Just because one person doesn't mind a particular gesture doesn't mean others feel the same way. 

Misconception 4- "Obviously, most people are telling the truth, but it is so sad when you hear about the few who make up stories and let the real victims down."

False accusations are extremely rare. Victims get nothing for telling their stories, in fact the moment of making a complaint is often looked back on as the most traumatic time in someones’ career, because there are so many barriers coming forwards. Of course every case should be investigated and no assumptions should ever be made, but a workplace is not a court of law, and . Our focus is on supporting those impacted by sexual harassment and creating a culture where they feel safe coming forward and reporting cases.

Misconception 5- "It's so tricky as some people just don't understand body language. You can't say anything anymore."

Effective communication and consent means being aware of and reading personal boundaries. No, we can’t read minds or anticipate everyone's needs at all times, but we can make decisions about what comments o

Misconception 6- "Alcohol is what causes sexual harassment."

No. Sexual harassment causes sexual harassment, otherwise every pub would be an unbearable place to be, and drunk women would harass as much as drunk men. Alcohol only lower inhibitions, but the sense of entitlement to someones’ time is there whether someone is drunk or sober, they may just be more likely to show it in the pub than the pitch. Alcohol is not an excuse for inappropriate behaviour. If you can get drunk without harassment someone, then that tells us is a conscious choice. Let’s emphasise personal responsibility and accountability.

Misconception 7- "Men and women experience and perpetuate harassment equally; it's just easier for women to talk about it."

All genders can be affected, but societal power dynamics often make it more difficult for women, LGTBQ+ and gender non-conforming people to come forward, have actions taken and to be believed. We encourage open dialogue and support for all who experience sexual harassment whatever a persons’ gender or sexuality

Misconception 8- "It's not their fault they are bad at flirting – that's hardly harassment."

Harassment is not about flirting; it's about power and control. Creating a clear line between consensual interactions and harassment is essential. Flirting is about building a shared atmosphere of desire between two or more people, step by step. Yes, sometimes a person might be clumsy with expressing their interest, that person might even be us (!) but it's not an excuse for crossing the line. Also, once again, you’re at work. Let’s be sensible grown up professionals.

Misconception 9- "It must be a repeated action to be sexual harassment; a one-off doesn't count."

The Equalities Act 2010 makes very clear that sexual harassment can be a one off behaviour or a repeated incident. A single incident can have a profound impact. Our training emphasises that any unwelcome behaviour, whether repeated or not, is unacceptable and should be addressed.

Misconception 10 - "If we have the training, it means we have a problem."

The training is a preventative measure to prevent issues before they arise as well as educating people on the subject. It demonstrates a commitment to fostering a safe and respectful workplace for all employees.

Misconception 11- "We don't have an issue with sexual harassment in advertising and media; it's a thing of the past."

Denying the existence of harassment does not make it disappear. If you’re not hearing about it, that only means you’ve not got a safe route for your team to report. Acknowledging the issue and actively working to address it is the first step towards creating a safer industry.

Misconception 12- : "People are too sensitive now; what happened to banter?"

Humour makes work life worth living, and we all love a laugh. But who's the punchline? If your stand-up routine can’t get a giggle unless it's a colleagues’ identity or body your jokes are targeting, better stick to the day job.

Challenging all these common misconceptions is not an exercise in restriction or policing behaviour, but rather a journey towards empowerment and collective growth that we all have to take together. Embracing change and fostering a culture of respect is not only a commitment to the present but an investment in a safer, more harmonious and more interesting future. We have the unique opportunity to lead by example, challenge outdated norms, and actively shape a culture. Let’s take it.