8 Workplace Harassment Types and How to Address Each

Despite growing awareness and countless workplace policies, harassment continues to be a serious issue across industries. The statistics are impossible to ignore — over 52% of employees say they've witnessed or experienced unethical, inappropriate, or even illegal behavior at work. Yet, for many, speaking up still feels unsafe.

The consequences of workplace harassment extend far beyond uncomfortable moments. It damages mental health, disrupts team dynamics, and can cost U.S. businesses up to $20 billion annually in rehiring costs alone. But perhaps most concerning is the cultural fallout — organizations lose trust, talent, and their reputation when these issues go unaddressed.

For HR leaders and business owners, understanding the types of harassment and how to respond is the first step toward building a workplace where respect isn't optional — it's expected.

So, read this post to understand the different types of workplace harassment and the right way to address them!

Understanding Workplace Harassment

Workplace harassment refers to any unwelcome, offensive, or inappropriate behavior — verbal, physical, or psychological — that creates a hostile or intimidating work environment. It can come from colleagues, managers, clients, or even third parties like vendors or customers.

Often, harassment is subtle at first — a joke that crosses the line, exclusion from meetings, or unwarranted criticism. But left unchecked, these behaviors chip away at employee well-being, trust, and performance.

Recognizing harassment early and addressing it decisively protects not just individuals but the entire organization.

8 Common Types of Workplace Harassment, Their Signs & How to Address Them

1. Sexual Harassment

Signs: Unwanted sexual advances, inappropriate jokes, requests for sexual favors, or creating a hostile work environment through sexual behavior.

How to Address:

• Establish clear policies with zero tolerance
• Provide confidential reporting channels
• Train employees and leaders on recognizing and preventing harassment
• Investigate all complaints promptly, regardless of the accused's position

2. Retaliation

Signs: Being excluded from projects, denied promotions, targeted with criticism, or subtle hostility after reporting misconduct.

How to Address:

• Enforce strict anti-retaliation policies
• Follow up with employees who report concerns
• Hold leaders accountable for fostering a safe reporting environment
• Offer support resources like counseling or inclusion training in the workplace

3. Discriminatory Harassment

Signs: Offensive jokes, slurs, exclusion, or unfair treatment based on race, gender identity, religion, age, disability, or sexual orientation.

How to Address:

• Provide inclusion and diversity training
• Promote a culture of respect across all levels
• Implement fair, transparent hiring and promotion practices
• Encourage open dialogue around unconscious bias

4. Third-Party Harassment

Signs: Harassment by customers, clients, contractors, or visitors, such as inappropriate remarks, threats, or unwanted physical contact.

How to Address:

• Extend anti-harassment policies to cover third parties
• Communicate clear behavioral expectations to external partners
• Provide safety protocols for at-risk roles
• Support employees who face harassment from outsiders

5. Psychological Harassment

Signs: Bullying, gaslighting, social exclusion, excessive micromanagement, or subtle intimidation that affects mental well-being.

How to Address:

• Train managers on healthy leadership behaviors
• Establish confidential feedback channels
• Encourage peer support and bystander intervention
• Take complaints seriously, even if they're about non-physical behavior

6. Physical Harassment

Signs: Unwanted touching, aggressive behavior, physical intimidation, or violence in the workplace.

How to Address:

• Provide workplace violence prevention training
• Ensure swift action against any physical misconduct
• Develop clear safety protocols, especially for high-risk roles
• Support affected employees with time off or counseling if needed

7. Verbal Harassment

Signs: Demeaning remarks, public belittlement, offensive jokes, slurs, or persistent gossip.

How to Address:

• Model respectful communication at all leadership levels
• Encourage employees to speak up against toxic language
• Include verbal harassment examples in anti-harassment training
• Address toxic behavior immediately, regardless of seniority

8. Power Harassment

Signs: Abuse of authority through intimidation, manipulation, sexual coercion, unrealistic workloads, or exclusion from opportunities.

How to Address:

• Conduct leadership behavior assessments
• Empower employees to report concerns anonymously
• Provide checks and balances to prevent abuse of power
• Foster an accountability culture where no one is above reproach

Frequently Asked Questions

What is workplace harassment?

It includes any unwelcome, offensive, or inappropriate behavior — verbal, physical, or psychological — that creates a hostile work environment.

What are the most common types of workplace harassment?

Sexual harassment, retaliation, discriminatory harassment, third-party harassment, psychological harassment, physical harassment, verbal harassment, and power harassment.

How can HR prevent harassment in the workplace?

Through clear policies, consistent enforcement, inclusion training, confidential reporting channels, and fostering an open, respectful culture.

What is the difference between quid pro quo and hostile work environment harassment?

Quid pro quo involves job benefits tied to sexual conduct, while hostile work environment harassment involves severe or repeated conduct that creates an intimidating or offensive workplace.

Why is inclusion training important?

It helps employees recognize bias, promotes respectful behavior, and empowers teams to create a safe, welcoming environment for everyone.

Conclusion

Workplace harassment isn't just a legal risk — it's a culture killer. When left unaddressed, it erodes trust, drains morale, and drives away your best people. But with the right training, policies, and leadership, organizations can build environments where everyone feels safe, valued, and empowered to succeed.

If you're committed to creating a harassment-free workplace, start with education. Anti-harassment and inclusion training for nonprofits equips your teams to recognize harmful behaviors and address them early. Because the best time to stop harassment is before it starts.