Instructions

• Step 1: Identify sexualized social environments Identify sexualized social environments, such as ones where sexual joking is prevalent.
• Step 2: Recognize quid pro quo harassment Recognize that any unwelcome sexual activity that the harasser ties to employment decisions or benefits qualifies as quid pro quo sexual harassment under federal law.
• TIP: A supervisor asking for a date in exchange for a promotion is practicing quid pro quo harassment.
• Step 3: Spot a hostile work environment Familiarize yourself with what constitutes a hostile, offensive, or intimidating work environment, such as vulgar language, sexual innuendoes, pornography, or inappropriate physical contact.
• Step 4: Document harassing conduct Document harassing conduct, particularly if the perpetrator is a supervisor. Log each incident, including dates, times, and witnesses’ names.
• TIP: Men suffer sexual harassment, too, especially those whom others perceive as less masculine.
• Step 5: Remember collateral victims Remember that the victim of sexual harassment does not have to be the person harassed but could be anyone that the offensive conduct affects.
• Step 6: Count on frequency Count on frequency to prove harassment – the courts will not consider one isolated incident harassment unless the conduct was extreme.
• FACT: Did you know? Almost half of all working women have experienced some form of harassment on the job.

You Will Need

• Observation skills
• Documentation