Sexual harassment is a widespread issue affecting workers across many professions. It can happen at any point in your career, whether you’re starting a new job or have been with the same employer for years. Harassment may take the form of unwanted advances, offensive remarks, or coercive demands.
For many workers, harassment causes significant stress, lost income, and stalled career advancement. While no industry is entirely immune, some sectors report higher rates of harassment due to workplace dynamics, power imbalances, and cultural issues.
The Hospitality, Retail, and Service Industries
The hospitality, retail, and service sectors consistently rank among the highest for workplace sexual harassment. Employees in restaurants, hotels, bars, and retail stores interact frequently with the public, which increases their risk of mistreatment.
Unlike many office environments, these jobs often depend on customer satisfaction for tips or repeat business. This dynamic can pressure employees to tolerate inappropriate remarks, unwanted touching, or offensive behavior to protect their income.
Quid pro quo harassment can also occur, where promotions, better shifts, or scheduling flexibility are conditioned on enduring or participating in sexual conduct. High turnover and fast-paced operations may mean complaints are overlooked or minimized, creating a culture in which harassment is normalized and victims are silenced.
Male-Dominated Industries: Manufacturing, Technology, and the Military
Industries such as manufacturing and construction have traditionally been male-dominated. As more women enter these fields, they may face hostility from coworkers who see them as outsiders. Harassment often includes offensive jokes, demeaning comments, or unwanted physical advances. Because these industries rely on teamwork and hierarchy, reporting misconduct can lead to retaliation or isolation, discouraging victims from speaking out.
The technology industry has also faced scrutiny for gender inequality. “Bro culture” environments sometimes allow inappropriate comments, exclusionary behavior, and coercive advances to persist. Women in tech may feel undervalued or targeted, and reporting harassment can result in stalled careers or retaliation, reinforcing harmful power dynamics.
The military presents another high-risk environment. Both men and women report harassment, but female service members face disproportionate challenges. Strict hierarchies, traditional gender expectations, and fear of retaliation make reporting difficult. Harassment may come from peers or superiors, and many leave the military early because of it, losing opportunities and benefits they earned.
Healthcare and Entertainment: Power Imbalances at Play
Healthcare workers dedicate themselves to caring for others, yet they are not always protected in their workplaces. Doctors, nurses, aides, and technicians often report harassment from patients, colleagues, or supervisors. Long hours and inadequate policies can leave workers vulnerable.
Home health aides and social assistance workers, who frequently earn low wages and lack job security, face even greater risks. Many endure harassment because losing their job is not an option, creating a cycle of abuse that is hard to escape.
The entertainment industry has a long history of sexual harassment. Film, television, music, and theater professionals often work in environments where powerful individuals control access to roles and contracts. Quid pro quo harassment—where sexual favors are expected in exchange for career advancement—is common. The culture of minimizing or concealing harassment makes it especially difficult for victims to speak out without risking their careers.
Frequently Asked Questions
How does workplace culture influence harassment?
Toxic or male-dominated workplace cultures can normalize offensive jokes, dismissive comments, and unwanted advances. When leadership ignores harassment, it signals tolerance, allowing misconduct to persist.
What role does bystander intervention play?
Bystanders who report or speak up against inappropriate behavior can disrupt harassment. Intervention shows support for victims and signals that misconduct will not be tolerated.
Can harassment come from customers or clients, not just coworkers?
Yes. In jobs that involve direct interaction with the public, harassment by clients or customers is common. Employers are still responsible for protecting employees, even if the harasser isn’t a coworker.
Philadelphia Employment Lawyers at The Gold Law Firm P.C. Can Help
If you have experienced sexual harassment at work, The Gold Law Firm P.C. is here to help. Contact our experienced Philadelphia employment lawyers at 215-569-1999 or complete our online form for a free consultation. With offices in Philadelphia and Pennsauken, New Jersey, we proudly serve clients in South Jersey and Southeastern, Pennsylvania, including Wilkes-Barre, Scranton, Northeast Philadelphia, Bucks County, Chester County, Delaware County, Lehigh County, Montgomery County, and Cherry Hill.
