Separating Myths from Facts About Sexual Harassment

discrimination gender gender discrimination myths sexual harassment Feb 04, 2025

Common Myths About Sexual Harassment in the Workplace (and the Facts)

Through delivering sexual harassment training as part of wider DEI training and unconscious bias training, we’ve found that many people hold misconceptions about what sexual harassment actually is. These misunderstandings can be harmful and, with stricter legal expectations on organisations, addressing them is more important than ever.

Creating an inclusive workplace starts with awareness. Challenging myths is a key step towards strengthening diversity and inclusion at work, preventing microaggressions, and promoting inclusive leadership.

Below, we explore some of the most common myths and the facts behind them.

 

Myth: False reports are common

Fact: False allegations of sexual harassment are extremely rare. Research shows that fewer than 1% of complaints are false.

Believing this myth can discourage reporting and undermine inclusion in the workplace. Addressing unconscious bias is essential to ensure concerns are taken seriously and handled fairly.

 

Myth: Harassment only involves romantic advances

Fact: Sexual harassment includes a wide range of unwanted behaviours, not just romantic or physical advances.

These behaviours can include:

  • Unwelcome jokes or comments of a sexual nature
  • Inappropriate gestures or touching
  • Stereotypical or discriminatory comments about gender
  • Creating a hostile or intimidating work environment

These actions often overlap with microaggressions and can contribute to broader issues related to workplace inclusion diversity and even racism at workplace when intersecting identities are involved.

 

Myth: Misgendering a transgender person is not sexual harassment

Fact: Persistent and deliberate misgendering can be considered sexual harassment.

In our experience, this is a common and often misunderstood issue. Some individuals mistakenly treat it lightly, but it is neither harmless nor acceptable. Misgendering is based on gender/sex and can contribute to a hostile work environment. It is unlawful under the Equality Act 2010.

Addressing this behaviour is a crucial part of equity diversity inclusion efforts and reflects a commitment to cultural humility and respect.

 

Myth: Only young women experience harassment

Fact: Sexual harassment can affect anyone, regardless of age, appearance, or background.

While data from the Office for National Statistics shows that women aged 16–24 are more likely to experience harassment, the root issue is often power imbalance rather than attraction.

Understanding this helps organisations strengthen diversity and inclusion strategies and better address overlapping issues such as racism definition and discrimination in all forms.

 

Myth: Men cannot be victims of sexual harassment

Fact: Men can and do experience sexual harassment.

According to the Government Equalities Office, 7% of men reported experiencing workplace sexual harassment.

Men may be particularly vulnerable when they are in the minority within a workplace. These experiences are often overlooked, reinforcing the need for anti racism training, dei training, and broader inclusive leadership approaches that recognise all lived experiences.

 

Why Challenging These Myths Matters

Sexual harassment remains an uncomfortable topic, which is why misinformation can easily spread and become normalised. Left unchallenged, these myths can undermine diversity and inclusion at work, reinforce unconscious bias, and prevent organisations from building a truly inclusive workplace.

Raising awareness is a powerful step toward safer, more respectful environments. Sharing knowledge helps prevent harm and supports a culture of accountability and inclusion.

Let Us Help

If you’re looking to strengthen your organisation’s approach to workplace inclusion diversity, our upcoming CPD-accredited courses can support your journey.

Understanding Sexual Harassment in the Workplace is part of our wider offering in unconscious bias training, anti racism training, and equity diversity inclusion programmes, designed to create lasting change and promote respectful, inclusive cultures.

 

Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).

Time to Talk about Race Online Course

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