There are two broad categories of workplace sexual harassment. Some people experience hostile work environments, while others endure quid pro quo sexual harassment.
Frequently, quid pro sexual harassment comes from someone within a singular company, usually in a position of authority over the targeted worker. However, parties outside of a specific company can also theoretically engage in quid pro sexual harassment that requires a response by an employer.
Customers and clients can harass workers too
When professionals must interact with those outside the company, those outside parties can become harassers. A client negotiating a sale with a salesperson might offer to increase their order if the salesperson agrees to their request for a date or intimate favors.
On the other hand, those patronizing a business might threaten to report a worker, possibly for falsified or exaggerated complaints, as punishment for rejecting their advances. Any credible threat to a worker’s employment or promise of workplace benefits in exchange for sexual favors could constitute quid pro quo sexual harassment.
Employers generally have an obligation to protect workers from quid pro quo harassment. If an employee reports the matter, the company should reduce contact between the worker and the party harassing them or intervene to prevent unfair job consequences due to the attempt at harassment. Employers should not punish workers for reporting harassment, as accepting abuse should not be a job requirement, even for those in sales or customer service.
When employers do not appropriately handle customer or client sexual harassment, workers may have grounds for a sexual harassment lawsuit. Working with an attorney to document harassment and a company’s response can help employees assert their right to a harassment-free workplace.