“I can’t see you properly. Come closer to the camera,” her boss demanded over a one-on-one video call. She felt uncomfortable but didn’t refuse. The following week, he asked her to adjust the camera angle so that he could see her outfit. Feeling uneasy but concerned about her job security, she complied. Soon after, she received a late-night message from him, asking what she was doing. She replied, trying to rationalize it with, “He means well.” But by Friday, during another video call, he commented on how much he liked seeing her hair down.
Unfortunately, the above case is not unique. Online sexual harassment through emails, video calls, instant messaging, or social media has become more common with the rise of virtual workspaces. From inappropriate comments to unsolicited late-night messages, this form of harassment can leave victims vulnerable and unsure of how to proceed.
As companies increasingly rely on digital communication tools, addressing this growing issue is crucial to ensuring employees are protected in virtual spaces. Below are actionable prevention tips for enhancing digital safety and addressing online sexual harassment in the workplace.
Key Characteristics of Online Sexual Harassment in the Workplace
Unwanted and Unwelcome
The behavior must be unsolicited and undesired by the recipient. For instance, if an employee repeatedly receives messages from a colleague commenting on their appearance during video calls, even after expressing discomfort, this crosses into harassment. Though polite initially, when the recipient’s discomfort is ignored, it becomes unwanted.
Sexually Suggestive or Offensive
Harassment often involves sexually suggestive remarks or actions that create a hostile work environment. For example, during a virtual meeting, a manager might comment, “You look beautiful today; I love your hair,” despite the conversation being work-related. While such remarks may seem innocent, if they make the recipient uncomfortable and occur repeatedly, they constitute harassment. Sending inappropriate jokes or memes through the company’s internal chat also contributes to a hostile environment.
Workplace-Related
Online sexual harassment can occur via professional channels like emails, messaging platforms, or video calls, or even on social media where colleagues or supervisors are connected. For example, a supervisor sending personal messages via the company’s communication app or social media late at night, asking, “What are you doing?” or “Any weekend plans?”—though outside office hours—constitutes workplace-related harassment if it involves superiors or colleagues.
For employers looking to create a safe virtual workspace, understanding the nuances of online sexual harassment is crucial. Implementing an effective POSH policy in remote work environments can help address these challenges comprehensively. Learn more here
7 Important Prevention Tips for Digital Safety Every Employer Must Implement in the Workplace
Develop Clear Policies
A comprehensive anti-harassment policy must cover online interactions, specifying what constitutes online sexual harassment. Examples include commenting on appearance during video calls, sending non-work-related messages after hours, or inappropriate video requests. The policy should clearly outline reporting mechanisms and establish boundaries for professional communication, including setting expectations for video calls, working hours, and behaviour during virtual meetings.
For employers looking to create a safe virtual workspace, understanding the nuances of online sexual harassment is crucial. Implementing an effective POSH policy in remote work environments can help address these challenges comprehensively. Learn more here.
Provide Training on Digital Conduct
Regular training sessions should educate employees on proper digital etiquette and define what constitutes harassment in an online setting. These sessions should present scenarios that highlight the blurred lines between casual online conversations and inappropriate behaviour, empowering employees to recognise and respond to harassment early before it escalates.
Encourage Reporting
Create a workplace culture that encourages reporting online sexual harassment without fear of retaliation. Offer multiple methods for employees to report, whether through HR, supervisors, or anonymous hotlines. Internal Complaints Committees (ICCs) must be equipped to handle complaints from digital channels, ensuring confidentiality and a secure reporting environment.
Investigate Thoroughly and Take Appropriate Action
When a complaint of online sexual harassment arises, it must be promptly investigated. This includes gathering digital evidence, interviewing involved parties, and consulting witnesses if necessary. Involving an independent investigator, such as an external member of the ICC, is essential for impartiality. Disciplinary measures should be applied based on the findings, ranging from warnings and sensitivity training to suspension or termination, depending on the severity. It is crucial that the response matches the seriousness of the behavior and reinforces the organisation’s zero-tolerance stance on harassment to promote accountability.
Monitor Online Activity
Monitoring company-issued devices, email accounts, and communication platforms can help identify early signs of harassment. Employers should set guidelines for acceptable online behavior, including social media use in professional contexts. Privacy must be respected, but the monitoring of inappropriate communication and misuse of company platforms is essential to ensuring a respectful digital workspace.
Offer Support to Victims
Victims of online sexual harassment should have access to immediate and ongoing support, such as counselling services, Employee Assistance Programs (EAPs), or legal advice. Maintaining confidentiality and providing a safe space for victims is essential, and any necessary workplace adjustments, such as changes in reporting lines, should be made to protect them.
Stay Updated on Laws and Regulations
As workplace harassment laws, particularly those concerning online behaviour, continue to evolve, employers must stay updated on local and national regulations. Regular reviews of workplace policies and consultation with legal counsel ensure compliance with the latest laws. Ongoing training keeps management and staff informed about their rights and responsibilities.
Conclusion
As our workplaces increasingly shift to digital platforms, online sexual harassment poses a significant challenge that demands our immediate attention. This behaviour is not merely inappropriate; it is a legal offence that can result in serious penalties, including fines and jail time for offenders. Employers must take a proactive stance in combating this issue by implementing clear policies, providing robust training, and fostering an environment of accountability.
As we navigate the complexities of remote work, it is essential to have a robust POSH policy that effectively addresses the unique challenges posed by online sexual harassment. Organizations should not only focus on immediate measures but also implement long-term strategies to foster a respectful digital environment. Explore our recommendations for implementing effective POSH policies.
The government is vigilant in addressing this concern, underscoring the responsibility of organisations to prevent and address all forms of harassment. Neglecting this duty can have severe consequences, such as legal ramifications, damage to an organisation’s reputation, and a decline in employee morale. By treating inappropriate conduct in virtual environments with the same gravity as in-person behavior, we can ensure that our workplaces—both online and offline—remain not only professional but also respectful and safe. Together, we can build a culture where every individual feels valued, empowered, and able to thrive without fear.
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