However, here\u2019s the reality: 2024 data shows that 47 per cent of women and 31 per cent of men reported experiencing harassment or sexual assault at work.<\/p>\n
To create safe and more respectful workplaces, we need to unlearn these myths.\u00a0<\/p>\n
What is workplace sexual harassment?<\/p>\n
Workplace sexual harassment is any unwelcome conduct, either sexual or gender-based, that happens in an environment connected to work that negatively affects the workplace or the worker. It can include verbal, physical, written or online interactions.\u00a0<\/p>\n
A person does not have to actively object for the conduct to be \u201cunwelcome.\u201d Instead, the negative, work-related effects prove that the conduct was unwelcome. These effects include feeling uncomfortable or unsafe, losing work hours, or getting fired.\u00a0<\/p>\n
Sexual harassment is about abuse of power that includes actions, which may be physical or psychological, explicit, or subtle. They can be:<\/p>\n
sexual comments, teasing, jokes or compliments about appearance;
\nsexual gestures;
\nshowing pornographic or sexually suggestive material in person or online;\u00a0
\nrepeatedly asking someone out after they have said no;\u00a0
\nunwanted physical contact;
\ncomments about a person\u2019s gender identity or expression; or
\nmicroaggressions.\u00a0<\/p>\n
Many people who experience workplace sexual harassment do not report it for different reasons. They may feel shame, self-blame, fear of job loss, fear of not being believed, being labelled a troublemaker, retaliation, damaging their career, and\/or fear for their physical safety.<\/p>\n
Another reason people don\u2019t report is because of myths and misconceptions about consent, and \u201cappropriate\u201d response to sexual advances. These wrong ideas cause harm.\u00a0<\/p>\n
![\"\"](\"https:\/\/www.newsbeep.com\/ca\/wp-content\/uploads\/2026\/05\/May-18-JW-Media-1-GettyImages-1028925212.jpg\")
<\/p>\n
When \u201cjokes\u201d are sexual, sexist or target gender identity, they are workplace sexual harassment.<\/p>\n
Myth vs Truth: Why myths are dangerous<\/p>\n
Canadian courts are rejecting gender-based myths and stereotypes in sexual harassment and assault cases.<\/p>\n
The BC Human Rights Tribunal (BCHRT) has rejected the requirement that a complainant of sexual harassment actively show that the conduct was unwelcome, as this leads to gender-based myths and stereotypes.<\/p>\n
The Supreme Court of Canada also noted that myths and stereotypes in sexual violence cases against women can cause real harm. The court has said it should not be assumed that someone agrees to something if they do not say \u2018no.\u2019 Consent for sexual acts must be expressly and actively given.\u00a0<\/p>\n
We\u2019re now going to debunk some common myths about workplace sexual harassment:<\/p>\n
Myth 1: \u201cIt was just a joke, everyone laughed; it\u2019s not sexual harassment.\u201d\u00a0<\/p>\n
Truth: When \u201cjokes\u201d are sexual, sexist or target gender identity, they are workplace sexual harassment. These \u201cjokes\u201d are especially damaging when they come from leadership or management. They set an example for a culture where such disrespectful behaviour is seen as okay. Even if others do join in laughing, these comments encourage attitudes that have a negative impact on everyone in the workplace. The \u201cjokes\u201d and comments often become more explicit and may be personal attacks disguised as jokes.<\/p>\n
Takeaway: Even if the person being harassed laughs, it does not mean it\u2019s accepted. People may laugh because they feel uncomfortable, or if the joke is from someone in leadership or management, they may feel pressure to join in. The intent of the harasser does not matter; what matters is how their conduct made someone feel.\u00a0<\/p>\n
Bystander tip: Calling out these kinds of \u201cjokes\u201d when they happen, if safe, is often the best way to stop the behaviour. Laughing along or staying silent can signal that sexist jokes are acceptable. It\u2019s not just a joke; it\u2019s harassment.\u00a0<\/p>\n
Myth 2: \u201cIf they did not object or react, then the conduct is welcome.\u201d<\/p>\n
Truth: A person does not need to expressly object for conduct to be \u2018unwelcome.\u2019 Forcing someone experiencing sexual harassment to prove a behaviour was unwelcome places the focus on them rather than on the wrongful behaviour of the harasser. This leads to the unfair stereotype that if a person is silent, they are OK with the behaviour. It forces the person being targeted to have to prove they did not want the conduct, and can lead to people doubting their story. The focus should be on the negative impact caused by the conduct.<\/p>\n
Takeaway: \u201cSilence does not mean consent.\u201d People react to harassment in different ways. They may speak up, freeze, laugh, go quiet or change the subject. Often, because of power dynamics in the workplace, people fear that speaking out will result in losing their jobs, getting demoted or being labelled a troublemaker or unfriendly.\u00a0<\/p>\n
![\"\"](\"https:\/\/www.newsbeep.com\/ca\/wp-content\/uploads\/2026\/05\/May-18-JW-Media-3-GettyImages-1648717314.jpg\")
<\/p>\n
To create a respectful workplace, compliment a person\u2019s skills, performance and results, not their appearance.<\/p>\n
Myth 3: \u201cIt was a compliment! I was just being nice.\u201d<\/p>\n
Truth: Friendly compliments about a person\u2019s work can show appreciation and create a positive environment. However, compliments become sexual harassment when they are sexual in nature, target a person\u2019s gender and negatively impact the work environment or individual.\u00a0<\/p>\n
Takeaway: To create a respectful workplace, compliment skills, performance and results, not appearance. For instance:<\/p>\n
Good: \u201cExcellent job on the presentation, it was well researched.\u201d\u00a0
\nAvoid: \u201cYou looked amazing during the presentation, it seems the shorter the dress, the more we concentrate.\u201d\u00a0<\/p>\n
Comments about a person\u2019s body or outfit are not compliments but may be sexual harassment.\u00a0<\/p>\n
Myth 4: \u201cIf they dress attractively, they are seeking attention.\u201d<\/p>\n
Truth: What someone wears is never an invitation for unwanted attention. Blaming a person\u2019s choice of outfit is shifting the blame from the harasser to the person being harassed. Also, remarks that a person\u2019s appearance is the reason for their career success, such as promotion, are harmful stereotypes to the worker. Unwanted attention constitutes workplace sexual harassment.<\/p>\n
Takeaway: A person\u2019s appearance is not an invitation for your attention, nor is it responsible for their career success.<\/p>\n
Myth 5: \u201cIf I keep asking, they will eventually say yes.\u201d<\/p>\n
Truth: When someone says no, believe them. Saying no does not mean a person is playing \u201chard to get.\u201d Repeated, unwanted invitations to go on dates or other invitations can create an unsafe environment where one feels pressured to respond positively. This is workplace sexual harassment.<\/p>\n
Takeaway: \u201cNo\u201d is a complete sentence, respect it. Continuing to push someone after they have declined an invitation can constitute workplace sexual harassment.<\/p>\n
Myth 6: \u201cMost reports of workplace sexual harassment are just made up.\u201d\u00a0<\/p>\n
Truth: False reports are actually very rare. The real problem is that many workplace sexual harassment incidents go unreported. This is due to several reasons, including fear of job loss or fear of not being believed.<\/p>\n
Takeaway: There are many incidents of workplace sexual harassment that go unreported for many reasons. We should create a culture where people feel safe to speak up without fear.\u00a0<\/p>\n
Myth 7: \u201cWomen want men to dominate or take control by showing romantic interest.\u201d<\/p>\n
Truth: Workplace sexual harassment is not about romance; it is an abuse of power. An attempt to pursue a person aggressively or \u2018dominate\u2019 them is bullying and can be considered workplace sexual harassment.<\/p>\n
Takeaway: Sexual harassment is about abuse of power, not romantic interest.<\/p>\n
Myth 8: \u201cIt is only workplace sexual harassment if it happens at the office.\u201d<\/p>\n
Truth: Workplace is any place or activity related to work. It is not limited to a physical location or work hours.<\/p>\n
Takeaway: Workplace sexual harassment can occur in the office, work from home, work parties, business trips or interactions over social media.<\/p>\n
Conclusion<\/p>\n
Myths about workplace sexual harassment cause harm.<\/p>\n
While we may come from different backgrounds and cultures, one thing remains clear for everyone: respect. We must be respectful in our workplace interactions, pay attention to social cues, and ask questions when unclear or unsure.<\/p>\n
Employers, particularly, have the responsibility to debunk these myths and to set the right atmosphere by having a clear workplace policy and training all workers on workplace sexual harassment.<\/p>\n
If you or someone you know is experiencing workplace sexual harassment, contact us to find out how we can help.<\/p>\n
Email SHARPWorkplaces@clasbc.net or call 604-673-3143 or toll-free, 1-888-685-6222. SHARP Workplaces<\/a> also provides free training and resources to prevent and respond to sexual harassment. Learn more here<\/a>.<\/p>\n Statistics Canada, Gender Results Framework: A New Data Table on Workplace Harassment, 2024, Catalogue no. 11-001-X (2024<\/a>); Statistics Canada, Workers\u2019 Experiences of Inappropriate Sexualized Behaviours, Sexual Assault and Gender-based Discrimination in the Canadian Provinces,2020, Catalogue No. 85-002-X (2021).<\/a>
\nJanzen v. Platy Enterprises, [1989] 1 SCR 1252<\/a>.\u00a0
\nAl-Musawi v. One Globe Education Services, 2018 BCHRT 94<\/a> at para 30;Mahmoodi v. University of British Columbia, and Dutton, 1999 BCHRT 56<\/a> at paras 135-136.
\nEmployment and Social Development Canada, Workplace Discrimination and Harassment in Federally Regulated Workplaces: Results from the 2022 Survey of Employees under Federal Jurisdiction https:\/\/www.canada.ca\/en\/employment-social-development\/services\/health-safety\/reports\/survey-results-discrimination-harassment.html<\/a>
\nStatistics Canada, Workers\u2019 Experiences of Inappropriate Sexualized Behaviours, Sexual Assault and Gender-based Discrimination in the Canadian provinces,2020, Catalogue No. 85-002-X (2021)<\/a>
\nCanadian Union of Public Employees, Canadian Union of Public Employees, \u201cStop Workplace Sexual Violence: Barriers to Disclosure\u201d (6 December 2018); https:\/\/cupe.ca\/stop-workplace-sexual-violence-barriers-disclosure#:~:text=Some%20of%20the%20barriers%20to,Concerns%20about%20confidentiality%20and%20privacy<\/a>
\nBethany Hastie, \u201cWorkplace Sexual Harassment, and the \u2018Unwelcome\u2019 Requirement: An Analysis of BC Human Rights Tribunal Decisions from 2010 to 2016\u201d, (2020) 63 Allard Research Commons.<\/a>
\nMs. K v. Deep Creek Store and another,2021 BCHRT 158 (CanLII<\/a>) at paras 77-93.
\nR v. Barton, 2019 SCC 33<\/a> at para 1.\u00a0
\nBento v. Manito Rotisserie & Sandwich 2018HRTO 203 (CanLII)<\/a> at para 108; Ms. K v. Deep Creek Store and another,2021 BCHRT 158 (CanLII) at<\/a> para 93.\u00a0
\nGovernment of Canada, \u201cSexual misconduct myths and facts\u201d https:\/\/www.canada.ca\/en\/department-national-defence\/services\/benefits-military\/conflict-misconduct\/sexual-misconduct\/training-educational-materials\/myths-facts.html<\/a>.
\nTaylor Bain, \u201cThere is no \u2018hidden crisis\u2019 of false sexual assault accusations,\u2019 Canadian Lawyer,February 20, 2026; https:\/\/www.canadianlawyermag.com\/news\/opinion\/there-is-no-hidden-crisis-of-false-sexual-assault-accusations\/393748#:~:text=To%20be%20clear%2C%20false%20reporting,to%20discredit%20sexual%20assault%20complaints<\/a>. <\/p>\n","protected":false},"excerpt":{"rendered":"It\u2019s time to have a real conversation about what happens in Canadian workplaces. Unwanted \u201ccompliments\u201d or sexual jokes…\n","protected":false},"author":2,"featured_media":676968,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[194299],"tags":[49,48,87674],"class_list":["post-676967","post","type-post","status-publish","format-standard","has-post-thumbnail","category-surrey","tag-ca","tag-canada","tag-surrey"],"_links":{"self":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/posts\/676967","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/comments?post=676967"}],"version-history":[{"count":0,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/posts\/676967\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/media\/676968"}],"wp:attachment":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/media?parent=676967"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/categories?post=676967"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/tags?post=676967"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}