Relevance of the problem

• 1 in 2 women in the EU have experienced some form of sexual harassment in their lifetime. The youngest women (ages 18-29) are the most likely to experience sexual harassment, with 2 in 5 having faced it.
• 3 out of 4 women in professional or high-level positions have experienced sexual harassment in their lifetime.
• Among women who have experienced sexual harassment at least once in their lives, one-third have experienced such behaviour from men in the workplace – bosses, colleagues, or clients.

According to a 2014 survey by the Fundamental Rights Agency, many women in the EU experience sexual harassment often. For example, one in five women aged 15 and over had been touched, hugged, or kissed without their consent, and 6% of all women had experienced such harassment at least six times since the age of 15. Of the women who had been sexually harassed at least once since the age of 15, 32% reported that the harasser was a colleague, boss, or client.

Between 74% and 75% of professional women or women in high positions have experienced sexual harassment in their lifetime. Women with higher education and women in the highest occupational groups are more likely to have experienced sexual harassment: 75% of women in managerial positions and 74% of women in professional occupations have experienced sexual harassment, compared with 44% of women in the category ‘skilled manual workers’ and 41% of women who reported that they have never had a paid job.

Depending on the different types of sexual harassment inquired about in the survey, around 83-102 million women (45-55%) in the 28 EU Member States have experienced sexual harassment since the age of 15.

A 2024 public opinion poll in Lithuania found a difference in attitudes between men and women about responsibility for sexual harassment, with men much more likely to think that women provoke sexual harassment themselves. 43% of men and 20% of women thought so. On the other hand, women are much more likely than men to disagree with this statement – 70% of women and 41% of men. It should be noted that the youngest (18-25 years old) and the oldest (56 years and over) respondents were most likely to agree that women provoke sexual harassment themselves. 36% of the youngest and 38% of the oldest respondents felt this way (compared to only 24% of those aged 26-35). 4 in 10 (43%) think that sexual harassment is common in Lithuania. Women (53%) are much more likely to think so than men (33%).

Data from the Fundamental Rights Agency in 2023 confirmed previous research showing that one in two women in the EU has experienced sexual harassment in their lifetime. Most of them do not report it to anyone, so the true extent of sexual harassment in our society is unknown.

One in five women in Lithuania experienced sexual harassment at work, according to data from the European Institute for Gender Equality, the Fundamental Rights Agency, and Eurostat in 2024. The survey shows that across the EU, the youngest women (aged 18-29) are most likely to experience sexual harassment, with two in five having faced it.

What is sexual harassment?

Sexual harassment is unwanted abusive conduct of a sexual nature, whether verbal, written or physical, directed at a person. The purpose or effect of conduct is to undermine the dignity of a person by creating an intimidating, hostile, degrading or offensive environment.

What is harassment?

Harassment of a person does not necessarily have to be of a sexual nature. Harassment occurs when unwanted, offensive, and humiliating treatment is directed at a person because of that person’s gender, age, disability, nationality or any other characteristic of personal identity. The purpose or effect of such conduct is to violate the dignity of a person and to create an intimidating, hostile, degrading or offensive environment.

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The main characteristic of sexual harassment, and harrasment in general, is that the behaviour is unwanted by the person experiencing it. _____________________________________________________________

Types and Forms of Sexual Harassment

Physical contact

• Various types of touching
• Brushing against different parts of the body
• Prolonged greeting or congratulatory kisses
• Unwanted hugs
• Actions of a sexual nature, such as grabbing breasts or buttocks
• Invasion of personal space by getting too close, not allowing passage, pinning against the wall

Verbal

• Comments of a sexual nature (e.g., about appearance, clothing, or behaviour)
• Judgmental, objectifying, or derogatory remarks
• Various questions of a sexual nature (e.g., about sexual experiences, partner(s), or sexual fantasies), intrusive questions about personal, private, or sexual life
• Telling sexual stories, anecdotes, jokes
• Public humiliation or mockery disguised as politeness
• Job sabotage or belittling achievements
• Name-calling or assigning inappropriate nicknames
• Repeatedly insisting on a date despite refusal
• Spreading rumours

Noises

• Various types of whistling or smacking noises
• Imitating sexual sounds

Gestures and looks (non-verbal behaviour)

• Lustful or leering looks
• Sexual or intimate gestures
• Gazing up and down one’s body
• Staring at certain parts of the body (e.g., chest, buttocks, or crotch)

In writing

• Sexually explicit emails, messages, letters, or comments on social media
• Sending messages containing sexually explicit jokes
• Sending, displaying or leaving various humiliating jokes or pictures on the desk or in other places frequented by the harassed person

By digital means

• Sending photos, texts, or videos with sexual or pornographic content
• Calls outside working hours, at weekends, or at night
• Sending non-work-related messages outside working hours, on weekends, or at night, sending sexual content

Systemic, institutional harassment

• Requiring employees to wear sexy or revealing clothing
• Requiring employees to behave in a sexualised manner

Other behaviour

• Giving gifts such as lingerie or other intimate gifts
• Offering or demanding sexual services
• Psychological pressure on the victim (e.g., urging them to stay silent, quit, or withdraw a harassment complaint)
• Offering to perform acts of a sexual nature in exchange for favours, promotions, positive decisions regarding the person (e.g., related to promotions, career opportunities, improvement of job or conditions, salary increase, passing an exam, etc.)
• Intimidation, threats, or humiliation

EXAMPLES AND STORIES OF SEXUAL HARASSMENT

At work

A man puts his arms around a woman’s shoulders in a cubicle while showing her something on a computer screen.

A man walks past a woman in the doorway, runs his hand down her back, and doesn’t take it off while talking to her.

One of the colleagues tells an offensive joke/anecdote with intimate details about women standing next to a female coworker.

A colleague asks his female colleague “Who did you spend the night with?”, comments on the colleague’s possible sexual experiences/preferences, and asks about sexual fantasies.

During a work meeting with partners, a manager whispers in his female colleague’s ear that she looks great.

The team gathers for an important presentation where Catherine is to give a speech. Just before the meeting, a colleague says to her: “I don’t know if I can concentrate when such a pretty girl is talking”.

At an educational institution

A lecturer invites a female student to his home to discuss her essay.

A teacher offers going on a date in exchange for a good grade.

When providing a service

A driving instructor puts his hand on his female student’s knee several times during a driving lesson, telling her not to be afraid to “push harder” on the clutch. During one specific lesson, he asked if she had a boyfriend and said she smelled very nice.

A doctor praises the beauty of his female patient’s breasts and other parts of her body and caresses or touches the patient where it is not necessary during the examination.

The driver of a ride-hailing company asks his female passenger if she has a boyfriend, asks her out on a date, and comments on her clothes and body.

What is not sexual harassment?

It is not considered sexual harassment if:

• There is mutual affection or flirting between two people.
• Compliments are pleasant and do not make the recipient feel uncomfortable or create a work environment that is demeaning and devaluing to women.
• The attention given is being received willingly and with appreciation.
• Comments do not disturb, offend, or are pleasing to the person they are directed at, and do not create a work environment that is demeaning to women.

What causes sexual harassment?

Sexual harassment is most often caused by the harasser’s sexist and degrading attitude towards women. The perpetrator sees women as inferior, lesser beings who are meant to serve and be subservient to men.

In most cases, the socio-economic positions of the perpetrator and the victim are unequal. Sexual harassment is perpetrated by those with greater socio-economic power, for example, those in positions of authority, or by those with greater authority in society, usually men, who often choose to behave in this way because of the power they have or perceive they have over the victim, frequently exaggerating their position in society or emphasising their perceived greater professional or socio-economic advantage.

The consequences of sexual harassment

Sexual harassment creates a very unfriendly, hostile, fearful, and stressful environment for the person experiencing it. Most women (and men when they are subjected to such behaviour) feel humiliated, scorned, embarrassed, defeated, and powerless because of it. Memories of the harasser’s actions bring up unpleasant feelings, shame, and guilt.

Prolonged emotional tension and memories of unpleasant experiences can lead to physical or mental health issues. As a result of sexual harassment, a woman may be unable or unwilling to continue working in the same workplace or pursuing her education. Her work quality may decline, she may struggle to concentrate, and she may lose self-confidence and self-esteem. This can have negative consequences for the victim’s career, quality of life, and financial situation (for example, if they resign from a job and cannot find a new one quickly). The decision to leave a job or educational institution may be motivated by a reluctance to see the harasser or to meet him/her in various professional or other everyday situations.

When harassment is subtle (e.g., non-verbal communication rather than words, gestures, or facial expressions), sexual harassment may be more difficult to recognise. Tolerating or even normalising non-verbal harassment and other forms of harassment can create a culture of disrespect and objectification (of women and their bodies) in the workplace. This can make it difficult for victims to feel safe and valued in their workplace and to report harassment.

Why don’t women who are sexually harassed reach out for help?

The reasons can be varied. Here are some of the main ones mentioned by victims:

• Fear of negative consequences, such as losing a job, damage to their career, educational opportunities, or academic performance.
• Fear of damaging relationships with colleagues, classmates, and supervisors.
• Wanting to avoid gossip, rumours, accusations, and generalisations about the victim’s behaviour in the immediate environment (e.g., workplace).
• Fear that their story will not be believed.
• Fear of public disapproval and ‘victim blaming’ messages and comments.

What to do if you experience sexual harassment?

Taking personal action to defend yourself

Personal efforts may not always stop harassment, but they can make a difference, especially if you decide to take other actions later. What can you do?

• First, express that the behaviour is unwanted by verbally stating that the communication, behaviour, comment, or other action is unacceptable and that you do not like it. The harasser may not realise that the comments, remarks, jokes, or insinuations are offensive, humiliating, or make you feel uncomfortable.
• Ask the harasser to stop. You can invite a colleague, a classmate/coursemate or other people you trust to talk to the harasser. This will also provide you with a witness.
• Speak in a calm, confident, and assertive tone.
• You can write to the harasser. Be clear and specific about how you feel about the harasser’s behaviour as well as when and where you were treated inappropriately. It is important not to exaggerate, not to be overly emotional, and not to analyse the motives or feelings behind the behaviour. Remember to keep a copy of your letter, preferably outside the workplace.
• Don’t give the harasser any more opportunities to bother you. If necessary, reiterate the unacceptability of the behaviour.
• Give a warning that if the harassment does not stop, you will report it to their manager or supervisor.
• Tell someone else about the behaviour: a colleague, member of staff or fellow student. It may be useful to have witnesses and people who know about the situation later.

Record and collect evidence

If you are considering acting against a harasser, it is very important to keep as much evidence as possible.

• Keep all messages, conversations, and letters that prove the harassment as well as gifts, photos, drawings, and other material you receive from the harasser.
• Note the date, time and frequency of calls and messages received.
• Record conversations.
• Keep a diary. Try to keep a detailed record of each incident. If you are writing by hand, number the pages so that no one can attach, tear out, or switch out pages. Keep your notes out of the workplace. It is important to write and record the following information:
  • Date, place, and details of the incidents, words spoken, gestures made, or actions taken by the harasser.
  • The circumstances and number of times you have been harassed.
  • Names of people who can testify on your behalf.
  • Your emotional and physical reactions during and after the harassment.
• Describe the actions you took to stop the harassment. Write down all the important details – when and how you spoke to the harasser or made them aware of the undesirability of their actions, who you spoke to about it, when you told your manager, in what way, etc.
• Note any meetings with a psychologist and doctor or other professional(s) if you have sought help.

Avoid one-on-one and face-to-face meetings with the harasser

Try not to meet the harasser alone and do not attend meetings where only the two of you are present.

Reporting it to your higher-ups

Tell your manager or supervisor if you are being harassed by a colleague or classmate/coursemate. Both employers and supervisors within educational institutions must take actions to ensure that the employees or people studying at the institution are not subjected to sexual harassment or other harassment based on the person’s sex, disability, age, and other grounds provided for in the Law on Equal Treatment.

Informing the relevant authorities

If you are being harassed by a manager or supervisor, report the behaviour to the relevant authorities. For example, if a school principal is harassing you, report his or her behaviour to the municipal administration, or if the head of a public institution is harassing you, report it to the relevant governmental institution and its representatives.

If you have contacted the person responsible and have not received any help, you should contact the Office of the Equal Opportunities Ombudsperson. If you are unsure whether what you have experienced constitutes sexual harassment, you should contact the Office’s staff for a consultation.

Non-governmental organisations working in the field of gender equality can also be consulted regarding sexual harassment.

Actions to be taken by the workplace to address the situation

• Strengthening a culture of zero tolerance for sexual, gender-based, and other forms of harassment based on personal characteristics. This can include improving employees’ ability to recognise and respond to harassment, providing training, and implementing equal opportunity policies.
• Taking all reports of possible harassment seriously, acting immediately to investigate, and offering support and encouragement to those who come forward.
• Ensuring anonymous reporting options for sexual harassment and abuse.

To prevent sexual and other identity-based harassment, all employees should be aware of what behaviour is considered inappropriate in the workplace. The workplace should have clear anti-harassment rules and policies, introduce all employees to them, and provide regular training on this subject.

What if I witness sexual harassment?

If you suspect or witness sexual harassment, it is crucial to address the situation and not turn a blind eye.

• Talk to the person being sexually harassed. Ask how the person feels, show them your support, and disapproval of the harasser’s actions.
• Advise the person to report the harassment to their manager, supervisor or other responsible persons.
• Note any relevant information about the harasser’s actions: date, time, place, and circumstances. This information can be very useful if the harassed person decides to report the situation. Your statement can be crucial.
• If the harassed colleague does not want to report the harassment, you can do so. Before taking action, it is essential to carefully consider how to avoid causing further harm to the victim.
• Follow up on how the situation is being addressed. If you have reported harassment but no action has been taken, do not hesitate to escalate the matter to higher management or report it to the appropriate authorities.

Legal Regulation in Lithuania and Consequences of Sexual Harassment

The Law on Equal Opportunities for Women and Men and the Law on Equal Treatment in Lithuania stipulate that employers, educational institutions, and research organisations must ensure that employees, pupils, and students are not subjected to sexual harassment. Additionally, the Law on Equal Treatment mandates that sellers of goods and service providers must prevent sexual harassment towards consumers.

Under equal opportunity laws, the burden of proof lies with the accused. This means that the accused must demonstrate that they did not perpetrate sexual harassment against the person who reported the behaviour.

Employers are obligated to ensure that employees do not experience sexual harassment in the workplace. If harassment occurs, the employer has the right to dismiss the offender without notice or severance pay.

A person found guilty of sexual harassment can face criminal liability if the harassment was directed at a subordinate. Penalties may include a fine, incarceration, or arrest.

If the victim of sexual harassment initiates a civil lawsuit, the perpetrator may be required to compensate for both material and non-material damages.