SEXUAL HARASSMENT in the workplace is still widely misunderstood. Too many damaging misconceptions prevent people from recognising harassment for what it is or from speaking up when it occurs. This article seeks to challenge those myths and promote safer, more respectful workplaces for everyone.
The Employment Sexual Harassment (Prevention) Act, 2017-21 of Barbados established a strong legal framework to protect workers from sexual harassment. Despite this, several harmful myths persist, often discouraging victims from reporting inappropriate behaviour and causing employers to overlook or misunderstand their responsibilities.
Let us address some of the most common myths head on.
Myth No 1: It’s only sexual harassment if there is physical contact or “It was just a compliment”.
One of the most common misconceptions is that sexual harassment must involve physical contact. The law is far broader.
Under the Act, sexual harassment includes unwelcome sexual advances, requests for sexual favours, and any verbal, non-verbal or physical conduct of a sexual nature.
This means that behaviour does not need to involve touching to be inappropriate, but unwelcomed words, gestures and even digital communication can cross the line.
Consider the following examples:
• Derogatory gestures such as whistling, “cat calling” or licking the lips.
• Lewd or degrading comments.
• Unwanted sexual jokes or remarks.
• Sexually suggestive emails, WhatsApp messages or images.
• Repeated staring or intrusive behaviour.
• Unwanted touching or persistent boundary testing.
Even when intended as a compliment, such behaviour can be offensive and unwelcome. The determining factor is not the intention behind the action, but how it is received.
If the conduct creates a hostile, intimidating or offensive work environment, it may amount to sexual harassment, whether physical contact occurred.
Myth No 2: Only the direct victim is affected by sexual harassment.
Another common misconception is that sexual harassment only impacts the individual directly targeted. In reality, its effects often extend far beyond one person. Section 3 of the Act defines sexual harassment as any conduct a reasonable person would consider offensive.
Under the legislation, the focus is not solely on the individual at whom the conduct is directed, but also on the overall work environment created by such behaviour. This means that any employee who is exposed to offensive, inappropriate or sexually suggestive conduct may be affected.
For example, a sexually explicit joke told in a meeting, repeated suggestive comments in a shared workspace or inappropriate messages circulated within a team can create discomfort, embarrassment or distress for others who witness or become aware of the behaviour. Even if a person is not the direct recipient, they may still feel unsafe, disrespected or intimidated.
In this way, sexual harassment can contribute to a hostile work environment, where employees are unable to perform their duties effectively due to the atmosphere created.
An environment where inappropriate, indirect conduct is tolerated can be just as harmful as a single targeted act. Over time, this can erode trust, damage team cohesion, and negatively impact morale and productivity across the organisation.
Myth No 3: It is not harassment if it happens off-site (not on company property).
Sexual harassment does not stop being harassment simply because it takes place away from the employer’s premises. For example, a networking event, on a business trip or during a workrelated social gathering. Conduct that occurs at employer-sponsored events, including holiday parties, conferences and training sessions, can still fall within the scope of the law.
The legislation applies to a broad and legally defined concept of the “workplace”, which includes places where an employee is required to attend for work purposes, such as training sessions, conferences and other off-site assignments.
This principle also extends to remote work. Sexual harassment is not limited to physical spaces or face-to-face interactions. It can occur between employees working remotely.
Ultimately, where the conduct occurred is far less important than the connection it has to employment and whether it arose in the course of, or in relation to, the working relationship.
Myth No 4: If it wasn’t reported immediately, it didn’t happen.
A common and damaging misconception is that if a complaint is not made right away, the incident must not have occurred. This belief is not only inaccurate, but also harmful.
In reality, delayed reporting is quite common in cases of sexual harassment. Employees may hesitate to come forward due to fear of retaliation, workplace power dynamics, embarrassment or uncertainty about how their complaint will be received.
While employees are encouraged to report incidents as soon as possible, the law recognises the need for structure and timeliness. Under the Employment Sexual Harassment (Prevention) Act, complaints should be submitted to the employer in writing within three months of the occurrence. If the matter is not resolved internally, it may be referred to the Chief Labour Officer within the same time frame, or within three months of being notified of the employer’s decision.
Timely reporting supports effective investigation and resolution. However, it is important to emphasise that a delay in reporting does not negate the validity of the experience.
Ultimately, sexual harassment remains an uncomfortable topic and misinformation can easily spread and become normalised. Raising awareness is a critical step towards fostering safer, more respectful workplaces and communities. When individuals are informed about what constitutes sexual harassment, they are better equipped to identify, challenge and report it.
Equally important, awareness helps employers and leaders prevent and address such conduct.
Nakita Trotman is employment relations advisor at the Barbados Employers’ Confederation.
