Male on male and female on female sexual harassment can occur regardless of sexual orientation
When most people think of sexual harassment, the scenario that immediately springs to mind is one person in a position of power (such as a manager, supervisor, movie director, etc.) making unwelcome sexual advances towards a subordinate. However, it’s important to remember that sexual harassment doesn’t necessarily have to include any element of sexual desire. Sexual harassment claims can be based on conduct that is directed towards a person because of their gender. This makes it possible for same-sex sexual harassment to occur regardless of the sexual orientation of either party.
According to one telephone poll conducted by a law firm, 41 percent of men who had experienced sexual harassment said their harasser was another man. In the same survey, 100 percent of women said their harasser was a man, leading one to believe that male sexual harassment by men is more common than female sexual harassment by women—though both would fit the definition of sexual harassment.
Let’s look at some examples of same-sex sexual harassment that could happen between straight men.
Inappropriate Touching
Any physical contact that the victim perceives to be sexual in nature can form the basis for a sexual harassment complaint, regardless of how the perpetrator perceives the contact. For example, a male supervisor slapping a male coworker on the rear after a successful sales meeting could be considered sexual harassment, even though the supervisor might consider the contact harmless “locker room” fun. Other examples of inappropriate touching can include:
- Groping or touching body parts (Not just intimate parts)
- Caressing or massaging
- Pinching, patting, or rubbing
- Standing too close
- Purposefully brushing up against someone
Inappropriate Comments
Comments about sexuality are a very common type of male on male sexual harassment. For example, a supervisor might ask questions about a subordinate’s sexual activity over the weekend, make comments about the subordinate’s appearance, or share a sexual anecdote of their own. The supervisor might believe it is all in good fun, or perhaps even believe they are complimenting the subordinate. However, all of these behaviors can be considered sexual harassment when they create a hostile work environment for the subordinate.
Need Help?
According to the same survey mentioned earlier, 62 percent of sexual harassment victims took no action to defend their rights and stop the harassment. Don’t let yourself fall into this category! For information about your rights and assistance with the steps involved in reporting sexual harassment and/or filing a sexual harassment lawsuit, please contact The Law Offices of Larry H. Parker at 800-333-0000 now. The initial consultation is always free.
