When Men Are Victims of Sexual Harassment from Women
A hostile work environment resulting from sexual harassment most typically involves harassment perpetrated by men toward women. However, the federal Equal Employment Commission (EEOC) reports that sex harassment involving male victims has risen to 14 percent of claims. These include unwanted female-on-male as well as male-on-male sexual advances in the workplace.
But even this number likely undercounts actual cases of sexual harassment where men are the targets of sexually oriented or retaliating behaviors. Men are culturally expected to tolerate such behavior and interpret it as flattering, even if it is just as disruptive, demeaning and potentially damaging to their careers as when such behaviors are directed at women by men. Men will not typically complain to a supervisor, human resources or immediately seek out assistance from a personal injury attorney who specializes in sex harassment. (Such attorneys are also known as "sexual harassment attorneys").
Fortunately, these perceptions are changing, as the EEOC numbers reflect an increase in male-victim reporting in recent years. Men are just as entitled to the protections of California's Fair Employment Housing Act (FEHA) as well as the provisions of federal employment laws. These ensure that employees of either gender are not subject to the following:
Employees of either gender are also legally protected from retaliation if they report such abuse to a third party such as the human resources department. But when HR fails to adequately correct for these hostile circumstances, it may be cause to engage a sexual harassment attorney.
When a sexual harassment attorney can help
Regardless of gender, a hostile work environment due to unwanted sexual advances is illegal and should not be tolerated by any employer. With experienced legal counsel, the victims of this unwanted behavior can recover lost wages, be compensated for emotional distress – and restore a productive environment to the workplace.
R. Klettke is a freelance writer. He writes about personal injury and medical malpractice law and other matters of jurisprudence.
Important Advisory: This article is not intended to provide legal advice upon which you or anyone else should rely in making any decisions regarding the instituting or prosecuting of a legal claim. Laws and rules relating to the bringing of a claim vary widely from state to state. You should always contact a personal injury attorney to obtain information as to the rules and the laws pertaining to any claim you might have.
But even this number likely undercounts actual cases of sexual harassment where men are the targets of sexually oriented or retaliating behaviors. Men are culturally expected to tolerate such behavior and interpret it as flattering, even if it is just as disruptive, demeaning and potentially damaging to their careers as when such behaviors are directed at women by men. Men will not typically complain to a supervisor, human resources or immediately seek out assistance from a personal injury attorney who specializes in sex harassment. (Such attorneys are also known as "sexual harassment attorneys").
Fortunately, these perceptions are changing, as the EEOC numbers reflect an increase in male-victim reporting in recent years. Men are just as entitled to the protections of California's Fair Employment Housing Act (FEHA) as well as the provisions of federal employment laws. These ensure that employees of either gender are not subject to the following:
- Quid pro quo dating – When a supervisor states or implies a benefit to dating him or her (such as hiring, a raise, a promotion, preferred assignments, protection from firing) in exchange for romance or sex.
- Physical harassment – Inappropriate bodily contact, including impeding or blocking movement as well as criminal assault.
- Visual, verbal and nonverbal behaviors – Displaying or sharing sexual imagery, emails, comments, or rumors, or threats of a sexual nature, or sexually suggestive facial expressions, leering or stalking.
Employees of either gender are also legally protected from retaliation if they report such abuse to a third party such as the human resources department. But when HR fails to adequately correct for these hostile circumstances, it may be cause to engage a sexual harassment attorney.
When a sexual harassment attorney can help
Regardless of gender, a hostile work environment due to unwanted sexual advances is illegal and should not be tolerated by any employer. With experienced legal counsel, the victims of this unwanted behavior can recover lost wages, be compensated for emotional distress – and restore a productive environment to the workplace.
R. Klettke is a freelance writer. He writes about personal injury and medical malpractice law and other matters of jurisprudence.
Important Advisory: This article is not intended to provide legal advice upon which you or anyone else should rely in making any decisions regarding the instituting or prosecuting of a legal claim. Laws and rules relating to the bringing of a claim vary widely from state to state. You should always contact a personal injury attorney to obtain information as to the rules and the laws pertaining to any claim you might have.