Many times, allegations of impropriety in the workplace involve people of the opposite sex than the victim. Employees may face allegations of sexual harassment for touching others without permission or routinely making unwanted advances that leave other employees anxious about on-the-job interactions.
Many people think of sexual harassment as an issue that involves people of the opposite sex, but same-sex harassment can also occur. People can experience multiple forms of sexual harassment from people of the same gender as them, regardless of either party’s sexual orientation.
What constitutes same-sex sexual harassment?
Sexual attraction is not necessarily a mandatory element of sexual harassment. Neither of the workers involved in the scenario needs to be homosexual or bisexual for sexual harassment to occur.
While same-sex sexual harassment might involve unwanted advances, inappropriate touching and similar circumstances, it can also involve the creation of a hostile environment through abusive behavior. If one worker makes comments about another’s sexual history, their clothing choices or mannerisms and then abuses them because of it, that could constitute sexual harassment.
Intentionally singling out and bullying others perceived to be homosexual or bisexual could also be same-sex sexual harassment. Creating a work environment where one employee must accept abusive conduct as a condition of maintaining their job can also constitute sexual harassment, and people of either sex can create a hostile work environment.
Workers facing abuses in the workplace may need to keep records of the harassment they experience and report it to their human resources department or the appropriate management. If the company doesn’t take appropriate steps to address the harassment or punishes the targeted employee for reporting the matter, then the issue may lead to litigation.
Reviewing same-sex sexual harassment with a legal professional can help employees assert themselves. No one should endure harassment just to retain a job, regardless of their identity of that of the employee(s) harassing them.