📙 Module 3

Module 3: Sexual Harassment

🤝 Responsible partner: Dutch Foundation

Chapter

📖 Chapter Overview

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Overview

Welcome to this module on Sexual Harassment. This module is designed to equip and provide youth workers with knowledge, information, and resources in order to educate young people about sexual harassment. It covers the definition and dynamics of sexual harassment, the environments in which it occurs, and strategies for prevention, intervention, and reporting. The module aims to promote respectful relationships and foster safe environments in educational, social, and workplace contexts. This module is structured into three units, each focusing on a different environment – educational, workplace, and general societal contexts. You will also find interactive tools and downloadable materials to use in peer or classroom settings.

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Chapter’s Learning Objectives

Chapter’s Learning Objectives By the end of this module, you will be able to:

Objective 1
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Define sexual harassment and understand its impact. Learn to identify behaviours that constitute sexual harassment in a clearer way and understand how they can affect individuals emotionally, psychologically, and socially.
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Objective 2
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Recognise different settings where sexual harassment occurs. Explore how harassment manifests in various environments such as schools, workplaces, and online spaces, each with its own risks and challenges.
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Objective 3
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Identify strategies for prevention, intervention, and reporting. Acquire practical tools and approaches to prevent harassment, safely intervene when it occurs, and support effective and appropriate reporting mechanisms.
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Unit 1

🧷 Unit 1: Understanding sexual harassment

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Definition and Key Characteristics

Sexual harassment is a pervasive form of gender-based violence that affects individuals in both public and private spaces, including educational institutions, workplaces, and online environments. It refers to any unwelcome sexual behaviour that violates a person’s dignity or creates an environment that is hostile, intimidating, humiliating, or offensive.

What is essential to understand is that the defining factor is the impact on the person experiencing the behaviour, not the intention of the harasser. A comment or action might be dismissed by some as harmless or “just flirting,” but if it is perceived by the target as unwanted and makes them feel unsafe, degraded, or uncomfortable, it may constitute harassment.

Sexual harassment may occur between people of different genders or the same gender, and it can involve peers, subordinates, or individuals in positions of authority. While anyone can be a victim, research consistently shows that women, girls, LGBTIQA+ individuals, and those from marginalised backgrounds are disproportionately affected due to intersecting inequalities and social norms.

Sexual harassment does not always occur in isolation. It is often a symptom of deeper power imbalances and structural inequalities, where the harasser uses dominance or influence to assert control. In such contexts, victims may feel pressured to remain silent out of fear—of losing their job, damaging their reputation, or facing social backlash.

Recognising sexual harassment is the first step toward preventing it. Education and awareness empower individuals—especially young people—to identify inappropriate behaviour, understand their rights, and take action when boundaries are crossed. This unit provides foundational knowledge to help identify, challenge, and prevent sexual harassment in daily life.

Sexual harassment can be explicit or subtle, verbal or non-verbal, and may include:

Illustration representing different forms of sexual harassment

It can occur between peers, across power levels (e.g., teacher-student, employer-intern), and affect all genders, though women and gender-diverse people are disproportionately impacted. Importantly, the perception and impact on the recipient—not the intent of the harasser—determine whether a behaviour constitutes harassment.

⚖️ The Role of Power Dynamics

Sexual harassment often arises in contexts where there is an imbalance of power, such as between employers and employees, teachers and students, or older and younger peers. The misuse of power can be overt, such as threatening to withhold opportunities unless someone complies with sexual demands, or subtle, involving manipulation, coercion, or control.

Understanding these dynamics helps identify patterns where consent may be undermined or where individuals may feel unable to speak out. Power imbalances often discourage reporting due to fear of retaliation, disbelief, or reputational harm.

Sexual harassment is not just about individual behaviour—it is shaped by broader social and cultural factors, including gender norms, societal attitudes toward sexuality, and tolerance for inequality. Acknowledging this helps address the root causes of harassment and supports cultural change.

🎥 Example resources

Through her eyes: a short film on sexual harassment

What Is Sexual Harassment?


Unit 2

🏫 Unit 2: Sexual harassment in educational settings

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Educational environments

Educational environments—including schools, universities, and informal youth spaces—are not only places of learning and development but also complex social ecosystems where hierarchies, peer dynamics, and identity formation unfold. In these settings, sexual harassment can occur in both overt and subtle ways, often going unreported due to fear, stigma, or lack of institutional support.

Sexual harassment in educational contexts can take many forms, including inappropriate jokes, unsolicited touching, rumours about someone’s sexual behaviour, or even coercion in exchange for academic or social advantages. These behaviours often target individuals based on their gender, appearance, or perceived vulnerability, and they can severely impact a young person’s sense of safety, self-worth, and academic performance.

Symbolic image related to refusal and boundaries in educational settings

The unique nature of educational settings creates particular vulnerabilities. For example:

  • Students may fear retaliation from peers or authority figures if they speak out.
  • Power imbalances, such as those between teachers and students or older and younger peers, can make it difficult to say no or report misconduct.
  • Lack of privacy and peer pressure may prevent victims from disclosing their experiences.
  • Digital platforms used for school or social interaction often enable cyber harassment, such as unwanted messages, non-consensual image sharing, or public shaming.

In youth spaces, especially informal or extracurricular environments, the boundaries between personal and institutional responsibility can become blurred. Without clear policies or trained staff, harassment may be normalised or dismissed as “part of growing up.”

This unit will explore the varied forms of sexual harassment that manifest in these contexts and equip youth workers and educators with the awareness and tools to recognise, prevent, and intervene effectively. Understanding the dynamics at play in educational spaces is critical to creating safe and empowering environments where young people can thrive.

The forms of harassment observed in these contexts include:

Sexual jokes, comments, or suggestions directed at students or staff.

Staring, leering, or making obscene gestures.

Unwanted touching, blocking someone’s path, or invading personal space.

Sharing sexually explicit content, unwanted messages, or using social media to harass peers.

Often underestimated, peer harassment can involve coercion, rumour-spreading, and public humiliation.

These behaviours may occur during class, extracurricular activities, online learning platforms, or even in seemingly supervised environments. Power imbalances—whether between student and teacher or among peers—are often at the core of such interactions.

Illustration about sexual harassment in school contexts
🛡️ Prevention Strategies and How Educators/Youth Workers Can Intervene

Preventing sexual harassment in educational settings requires a proactive, comprehensive approach. Effective strategies include:

  • Education and Awareness Campaigns: Integrating age-appropriate discussions about respect, consent, and boundaries into the curriculum helps normalise healthy behaviour and prevent misconduct.
  • Clear Policies and Procedures: Institutions must establish, communicate, and enforce zero-tolerance policies with accessible reporting channels.
  • Empowering Bystanders: Training students and staff to recognise harassment and safely intervene can reduce tolerance and impunity.
  • Creating Safe Spaces: Providing environments where students feel comfortable discussing sensitive topics can enhance disclosure and trust.
  • Monitoring Online Behaviour: Youth workers and educators should remain attentive to digital spaces where cyber harassment may go unnoticed.
  • Professional Development for Staff: Regular training ensures that staff are prepared to recognise subtle signs of harassment and respond appropriately.
🎥 Video: What Is Sexual Harassment?

Unit 3

🏢 Unit 3 – Sexual harassment in the workplace

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Forms and Examples of Sexual Harassment in the Workplace

Sexual harassment in the workplace refers to any unwelcome sexual behaviour that creates an intimidating, hostile, degrading, humiliating, or offensive work environment. It can occur between colleagues, supervisors and employees, clients and workers, or among any individuals present in a professional setting.

This form of misconduct is not limited to one type of workplace or industry; it can happen in offices, factories, retail spaces, hospitality, the service sector, academia, and remote or digital environments. It may be a one-time incident or a repeated pattern of behaviour, and its impact is often compounded by fear of retaliation, reputational damage, or job insecurity.

The workplace context introduces unique vulnerabilities for victims. Hierarchies of authority, dependency on income, unequal access to power, and gendered expectations often deter individuals—especially young workers, women, migrants, and people from marginalized communities—from reporting harassment or asserting boundaries.

These actions not only undermine the dignity of individuals but also affect overall team morale, trust, productivity, and the organisation’s public image. Crucially, what makes behaviour “harassment” is that it is unwelcome and impacts the work environment negatively—regardless of the harasser’s intent.

Understanding these forms and how they operate is the first step toward building safe, respectful, and equitable workplaces. This unit explores these behaviours in depth and highlights real-world examples that help youth and young professionals identify problematic conduct, understand their rights, and seek support when needed.

Illustration of workplace sexual harassment

Common forms include:

Sexual jokes, inappropriate comments, repeated sexual advances, or discussions about someone’s appearance or body.

Staring, leering, suggestive gestures, or displaying sexually explicit images (e.g., on a desk or screensaver).

Unwanted touching, brushing up against someone, or attempts to kiss or corner an employee.

When job benefits such as promotions, raises, or continued employment are made contingent on sexual favours.

Sending inappropriate emails, messages, or images via workplace communication platforms or social media.

Examples:

  • A supervisor implying that a promotion depends on going out for drinks “to get to know each other better.”
  • A colleague sharing sexually explicit memes in a group chat.
  • An intern feeling uncomfortable due to repeated compliments on their appearance by a manager.
📋 Employees’ and Employers’ Rights and Obligations
Illustration of workplace rights and obligations
👤 Employees

Employees have the right to:

  • A safe and respectful workplace free from harassment.
  • Report incidents without fear of retaliation.
  • Receive timely, confidential, and fair handling of complaints.
  • Access internal grievance procedures and external legal remedies.
🏢 Employers

Employers have the obligation to:

  • Prevent harassment by implementing clear anti-harassment policies.
  • Provide regular training to all staff, including management.
  • Establish and publicise accessible complaint procedures.
  • Take immediate and appropriate action when harassment is reported.
  • Ensure that complainants and witnesses are protected from retaliation.

An effective workplace policy should define unacceptable behaviour, detail the complaint process, designate responsible personnel, and include regular evaluations and revisions of the policy’s effectiveness.

Example resource:


References

📚 References

  • Equal Employment Opportunity Commission (EEOC). (n.d.). Youth@Work: Job discrimination youth manual. https://www.eeoc.gov/sites/default/files/migrated_files/youth/downloads/student_manual.pdf | oshce.uw.edu | Comisión de Igualdad en el Empleo | youngworkers.org
  • Young Workers. (n.d.). Teens take on sexual harassment. https://youngworkers.org/wp-content/uploads/2014/03/teachingactivity_teenstakeonsexualharassment.pdf | youngworkers.org
  • University of Washington, Department of Environmental and Occupational Health Sciences. (n.d.). Youth@Work sexual harassment curriculum. https://oshce.uw.edu/resources/young-worker-program/talking-safety/sexual-harassment | oshce.uw.edu
  • New York State. (2023). Sexual harassment prevention training slides. https://www.ny.gov/sites/default/files/2023-04/SexualHarassmentPreventionTrainingSlides.pdf | The Official Website of New York State
  • New York State. (2023). Sexual harassment prevention worker toolkit. https://www.ny.gov/sites/default/files/2023-04/Worker_Toolkit.pdf | The Official Website of New York State
  • New York Society for the Prevention of Cruelty to Children (NYSPCC). (n.d.). Youth workshops and resources. https://nyspcc.org/what-we-do/training-institute/youth-workshops-and-resources | NYSPCC
  • Right to Be. (n.d.). Bystander intervention trainings. https://righttobe.org | Wikipedia
  • Bloomberg American Health Initiative. (n.d.). Preventing sexual abuse in youth serving organizations. https://americanhealth.jhu.edu/youth-serving-organizations | Bloomberg American Health Initiative
  • Massachusetts Department of Public Health. (n.d.). Lesson plan on workplace sexual harassment. https://www.mass.gov/doc/lesson/download | Mass.gov
  • International Labour Organization (ILO). (2024). Violence and harassment at work: A training course for enterprises. https://www.ilo.org/sites/default/files/2024-11/%282024%29%20VH%20training%20manual%20for%20enterprises-Final%20%281%29.pdf | International Labour Organization
  • Safe Kids Thrive. (n.d.). Sexual abuse prevention training for employees & volunteers. https://safekidsthrive.org/the-report/key-sections/section-6-training-about-child-sexual-abuse-prevention | safekidsthrive.org
  • Pathways for Change, Inc. (n.d.). Professional workshops & consultation. https://pathwaysforchange.help/agency-programs/professional-workshops-consultation | pathwaysforchange.help
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Additional Material

Template for the Activities for Youth Workers

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