Sexual harassment can be defined as any inappropriate sexual conduct or behavior (both verbal and physical) at workplace. Such advancement can be made by coworkers or supervisors. The Supreme Court identifies two kinds of sexual harassment: sexual demands that have been imposed by any supervisor in lieu of further employment or service and a sexually antagonistic work environment that is targeted towards a specific gender.
A lot of such incidents that happened in a workplace generally go unreported. A lot of employees and workers fear retaliation. Some people might also feel embarrassment and get feared from the fact that other employees will find out. There are many people who simply do not wish to draw attention of people to such matters. It is important to handle sexual harassment at workplace in a way that it does not embarrass you and you feel comfortable by ensuring your personal safety and mental health.
Make sure that as an employee you know what your rights are. Sexual harassment at workplace is absolutely illegal and a number of companies have detailed sexual-harassment policies defining how the workers get protected and what kind of actions are taken in case such a situation arises. It is important that you understand their legal perspective of sexual harassment along with its definition. For example repeated inappropriate remarks are sexual-harassment according to the law.
It is important that you report the incidence or incidents. Even the smallest of companies designate a specialist to handle such situations. You can start by addressing the issue to the one who is making you feel uncomfortable. A lot of times, the offender has no idea that his/her actions are causing sexual harassment. If the person doesn’t stop his actions, you should report the matter immediately to a supervisor.
It is important to decide a course of action. We should go ahead and make a police complaint and make sure that you keep the records with you. Whatever step you take, make sure that you document everything and keep the records.
Different Kinds of Sexual Harassment to Be Aware of
When employment is conditioned on submission to sexual advances, or when unwelcomed sexual conduct is so severe and pervasive that a reasonable employee would find it to be an offensive working environment, then it constitutes sexual harassment. Courts have carved out different standards for sexual harassment, depending on the conduct and who is doing the harassing. Ultimately, each case turns on its own facts—how severe the conduct was, who did it, and how the conduct impacted the victim of the harassment.
Sexual harassment is far broader than a threat along the lines, "If you want to keep your job, you’ll have to go to bed with me." Supervisors, co-employees, or even customers and vendors can sexually harass an employee. Courts and agencies — after considering all of the circumstances in the particular cases — have found the following types of conduct to be illegal sexual harassment:

(1) repeated sexual innuendo, obscene or off-color jokes, slurs, lewd remarks and language, and other offensive sexual comments;

(2) content in letters and notes, facsimiles, e-mail, graffiti that is of a sexual nature or sexually abusive;

(3) sexual propositions, insults, and threats;

(4) sexually-oriented demeaning names;

(5) persistent unwanted sexual or romantic overtures or attention;

(6) leering, whistling, or other sexually suggestive sounds or gestures;

(7) displaying pornographic pictures, calendars, cartoons, or other sexual material in the workplace;

(8) coerced or unwelcome touching, patting, brushing up against, pinching, kissing, stroking, massaging, squeezing, fondling, or tickling;

(9) subtle or overt pressure for sexual favors;

(10) coerced sexual intercourse (e.g., as a condition of employment or academic status).

Sexual Joking. Sexual harassment exists where the conduct is unwelcome. Therefore, while some women think that if they join in the joking it will lessen the impact of the harassment, it may, in fact, work against them. It provides evidence that they did not find it objectionable or offensive, and may result in a determination that they were not victims of a hostile environment. In fact, going along with the jokes is not effective in stopping harassment, and in a significant number of cases, just makes it worse.
As unfair as it may seem, the law permits review of provocative dress, bad language, and other conduct of the target of harassment. There are several cases in which complaints of sexual harassment were denied because the targets participated in sexual horseplay or used vulgar or foul language themselves. Ultimately, the determination of whether a work environment is hostile is made after reviewing all of the circumstances and the context in which the behavior occurred.
Sexist Words. Sometimes sexual harassment takes the form of words that are directed at females in general, including:
• calling a woman “doll,” “babe,” “sweetie,” or “honey”;
• using sexist phrases, like “dumb blondes”;
• claiming that “women cry more” or are “too emotional”;
• asking male workers to “think above their belt buckles”;
• announcing that “women can’t manage” or “workers will not work for a woman”;
• stating that “some jobs are just women’s work”; or,
• suggesting that women should be “barefoot and pregnant.”
Sexist Behavior. A harasser’s physical conduct may also contribute to a sexually harassing environment. Examples of sexually harassing conduct without words include:
• looking up and down a person’s body;
• staring at someone;
• cornering a person or blocking a person’s path;
• following the person;
• giving personal gifts;
• hanging around a person;
• intentionally standing too close to or brushing against a person;
• looking up a skirt or down a blouse;
• pulling a person onto one’s lap;
• displaying sexist or sexual calendars;
• writing sexist or sexual graffiti;
• massaging or touching a person’s clothing, hair, or body;
• hugging, kissing, patting, or stroking;
• touching or rubbing oneself sexually around another person;
• making facial expressions such as winking, throwing kisses, or licking lips;
• making sexual gestures with hands or through body movements; or,
• making catcalls, whistling suggestively, or engaging in lip smacking.
Sexual Advances. Some harassment may include physical and verbal sexual advances towards one or more victims. Examples of these include:
• turning discussions to sexual topics;
• telling sexually explicit or suggestive jokes or stories;
• asking about sexual fantasies, experiences, preferences, or history;
• making sexual comments or innuendos;
• telling lies or spreading rumors about a person’s sex life;
• asking personal questions about social or sexual life;
• making sexual comments about a person’s clothing, anatomy, or looks;
• repeatedly asking out a person who is not interested; or,
• making harassing phone calls or emails.
Requests for Sex. This type of sexually harassing behavior typically occurs when a supervisor suggests or promises benefits, like a promotion or wage increase, if the victim engages in sexual activity. These requests include:
• asking a person to spend the night;
• asking a person to have an affair; or,
• asking a person to have sex or to engage in sexual conduct.