How Common Is Female-to-Female S**ual Harassment?
When former Thinx CEO Miki Agrawal came up with the concept of “period proof underwear,” the company was applauded for its commitment to empowering women and de-stigmatizing menstruation. So when Agrawal, a self-described feminist who claimed she created an open and safe working environment, was accused of sexually harassing her predominately female staff, people were shocked.
Here was a company touted as a trailblazing feminist organization with a former CEO accused of female-to-female s*xual harassment.
How could that be?
What Is Same-s*x s*xual Harassment?
When most people think about s*xual harassment in the workplace, they envision a man harassing a woman. But there are cases where women harass women, men harass men, and women harass men. In fact, the law prohibits s*xual harassment by either men or women against people of the same and opposite gender.
s*xual harassment falls under Title VII, which is a law against s*xual discrimination in the workplace. It occurs when someone engages in unwelcome s*xual conduct in the workplace that affects you, your job, the work environment, as well as others in the workplace.
Under the law, there are two types of s*xual harassment claims:
Quid pro quo claims
Hostile environment claims
With quid pro quo claims, a supervisor or someone with authority over an employee requests or implies an unwelcome s*xual demand in exchange for something on the job, such as getting a promotion or not being fired.
Meanwhile, a hostile environment occurs when the environment at work becomes intimidating or offensive because of s*xual actions and comments. Examples might include s*xual jokes and comments, s*xual bullying, lewd remarks, demeaning pictures, and unwanted sexting.
In the Thinx case, Agrawal allegedly had an obsession with one employee’s br**sts, touching them without permission and asking her to expose them.
She was also accused of holding routine video conference meetings while unclad in bed and frequently changing clothes in front of employees.
What’s more, there are reports that she conducted at least one FaceTime meeting while sitting on a toilet and regularly discussed her s*xual exploits, including polyamory. Other reports indicate she expressed an interest in having a s*xual relationship with at least one of her female employees.
Why Don’t People Report Same-s*x s*xual Harassment?
Most researchers suggest that the actual number of people who have experienced same-s*x s*xual harassment is likely higher than what is currently being reported. In fact, it is extremely difficult to measure how frequently it occurs in the workplace because people often never file a complaint.
Aside from the fact that it is difficult to report and prove, victims of s*xual harassment often worry that they are somehow to blame for the unwelcome s*xual advances. What’s more, they worry about what others will think of them if they do file a report, especially when the harasser is the same gender. They are often riddled with embarrassment and shame over what is happening to them.
Another reason for failing to report s*xual harassment includes fear of retaliation.
Research has found that s*xual harassment is often ignored or trivialized by management within organizations. Additionally, when victims do say something about the treatment or ask that it stop, they are often met with hostility and accusations.
Still, experts expect to see a rise in the number of same-s*x s*xual harassment complaints as employees become more empowered. In general, people are more willing to stand up to others and point out that their civil rights have been violated.
Why Do People Sexually Harass Others?
Too often, when someone is sexually harassed at work, people start to question the role the victim played in the abuse.
But psychologists caution against this victim-blaming viewpoint. Most would argue that regardless of the perpetrator’s gender and s*xual orientation, s*xual harassment is driven by anger and insecurity as much as it is by attraction.
In fact, most people who sexually harass others, regardless of whether they are men or women, are looking to control and dominate others. The harasser feels more in control when she has power over someone else. What’s more, some harassers are looking to embarrass and humiliate their targets rather than sexually stimulate or flirt with them.
s*xual harassment is more about using a position of power to control and hurt someone else. Meanwhile, others say that in the workplace s*xual harassment is a form of manipulation. It’s a way to inadvertently devalue someone’s work by calling attention to their se*uality instead.
How Often Does s*xual Harassment Occur?
According to a 2015 survey, one out of three women between the ages of 18 and 34 experiences s*xual harassment at work. Of those women, 81 percent of them have experienced verbal harassment, 44 percent have received s*xual advances and unwanted touching, and 25 percent have dealt with lewd texts or emails. Meanwhile, 75 percent of women were harassed by male coworkers and 10 percent by female coworkers.
Yet, very few women are reporting the abuse. In fact, 71 percent of women say that they never reported the s*xual harassment they endured at work. And of the 29 percent who did report the harassment, only 15 percent felt it was handled properly.
For those who work to educate others about s*xual harassment prevention, these figures are particularly disappointing—especially considering that the Bureau of Labor Statistics reports that 70 percent of employers provide s*xual harassment training and 98 percent of companies have s*xual harassment policies.
If you have been a victim of s*xual harassment at work, let someone in management or human resources know what you are experiencing. And if they do not take you seriously, contact the EEOC or an attorney for suggestions on what to do next.