Despite advances in legislation and growing awareness of the issue, workplace sexual harassment continues to be surrounded by myths that hinder its recognition, reporting, and prevention. These misconceptions contribute to the normalisation of inappropriate behaviours, the blaming of victims, and the minimisation of the serious impact that sexual harassment has on people’s health, well-being, and professional lives.
The study Sexual Harassment and Bullying in the Workplace in Portugal (CITE, 2016) and Policy Brief – Sexual Harassment and Bullying in the Workplace in Portugal, together with the Training Manual to Prevent and Combat Sexual and Moral Harassment in the Workplace: Pathways to Zero Tolerance, challenge these myths and misconceptions. They show that sexual harassment can affect anyone, may be perpetrated by different actors within the workplace, and can take many forms, ranging from sexual comments and innuendos to unwanted messages, persistent invitations, or unwelcome physical contact. These behaviours may occur in person or through digital means and do not require physical contact to constitute sexual harassment.
The evidence presented in the study also shows that sexual harassment is often linked to power, intimidation, and control rather than sexual attraction or mutual interest. It further highlights that responsibility always lies with the perpetrator, never with the victim, and that silence or a lack of response should never be interpreted as consent.
Promoting evidence-based information is essential to recognising sexual harassment, challenging its normalisation, and contributing to safer, more inclusive, and violence-free workplaces.
