My interest in the early 2000s was focused on uncovering sexual harassment in the workplace, but as fate would have it, I changed focus to pursue doctoral work in the area of health policy in New Zealand. Notwithstanding the change, the scourge of sexual harassment continues to arouse my curiosity.

It is not my experience, but I am acutely aware that sexual harassment in the workplace is real and affects both genders across sectors and industries regardless of their age or social status.

Sexual harassment defined

The Jamaica Sexual Harassment Act, 2021 (The Act) articulates that sexual harassment is the making of any unwelcome sexual advance towards a person, by another person, which (a) is regarded as offensive or humiliating by the person towards whom the sexual advance is made; or (b) has the effect of (i) interfering with the work performance of the person to whom the sexual advance is made; or (ii) creating an intimidating, offensive or a hostile work environment.

The face of sexual harassment

How do you know if you are experiencing sexual harassment? In the first place it varies in forms and range from unwelcome advances, requests for sexual favours, suggestive remarks, to assault and coercion. The Act 2021 refers to this behaviour as “sexual advances” which includes any one or more of the following acts, forms of conduct or behaviour, namely (a) physical contact of a sexual nature; (b) a demand or request for sex or for favours of a sexual nature; (c) the making of sexual suggestions, remarks or innuendos; (d) the showing of pornography or the display of images or objects of a sexual nature; and (e) any other physical, gestural, verbal, non-verbal or visual conduct of a sexual nature.

Given these points, one can deduce that sexual harassment in the workplace can create a hostile work environment that may have lasting deleterious effects on those being harassed not just professionally or personally, but it has the potential to have lifelong health-related consequences on these individuals.

Health-related effects of sexual harassment

It has been established that there is an intricate link between sexual harassment and ill-health. Effects include emotional distress, psychological effects, and physical effects. A compelling point to note, however, is that sexual harassment in the workplace can undermine an employee’s job satisfaction, job engagement, and ultimately, productivity. It is also true that a hostile work environment created by sexual harassment may manifest itself in behaviours such as absenteeism, inability to concentrate, poor decision-making skills, and ineffective interpersonal interactions. Under these circumstances, professional success, career advancement, job satisfaction and ultimately, economic stability will be stymied, further contributing to ill-health.

Emotional distress

Sexual harassment can have devastating effects on individuals’ emotional well-being. Studies have found that these individuals experience feelings of guilt, shame and embarrassment with the ripple effects of social withdrawal and isolation. These are symptoms of eroded self-esteem and self-worth, and decreased morale, generally. Additionally, sexual harassment can disrupt interpersonal relationships and undermine the individual’s sense of trust and safety. A point to note, is that fragile emotional well-being may extend into relationship with families, co-workers and social network.

Psychological effects

Equally, sexual harassment poses a risk to psychological well-being. The psychological effects can be deleterious and long lasting. Scholars and clinicians have argued that sexual harassment can trigger symptoms of depression, anxiety, panic attacks, and post-traumatic stress disorder, or even exacerbate health conditions that were previously controlled or successfully resolved.

Individuals may experience unexplained crying, intrusive thoughts, feelings of betrayal, nightmares, shame, fear and powerlessness. These symptoms have the potential to further erode self-esteem and self-worth.

Physical effects

A point that is often overlooked is that the body reacts to sexual harassment, generally. Physical symptoms can be susceptibility to diseases, suggesting a compromised immune system, increased risk for hypertension, cardiovascular diseases, muscle tension, headaches, fatigue, gastrointestinal disorders, and sleep disturbances. Some individuals may experience a pit in their stomach with the thought of work, maladaptive behaviours such as substance abuse, eating disorders, weight gain or loss, hair loss, hives, and lethargy. These are usually precursors of chronic health conditions and reduced life expectancy.

Conclusion

As a female, I am careful to highlight that sexual harassment disproportionately affects women and reflects the power imbalances and systemic inequalities within the work environment resulting in a culture of discrimination and exclusion. By the same token, affected women may encounter additional barriers in seeking support and accessing well-needed healthcare because of stigma, the shame they feel, and fear of victimisation.

By and large, health-related effects of sexual harassment must be mitigated through prevention strategies to include, but not be limited to, accessible channels for reporting and addressing complaints, strategies to empower victims and hold perpetrators accountable for their actions, offering comprehensive support services such as counselling, advocacy, legal assistance, and creating a culture of accountability, equity, respect, dignity, and zero tolerance for sexual harassment. This may be achieved through raising consciousness, training programmes, robust policies and legal framework.

Generally speaking, sexual harassment in the workplace constitutes a violation of the individual’s right and dignity, and has the potential to affect the emotional, psychological/mental and physical well-being of affected individuals. All in all, I believe that addressing sexual harassment and its attendant effects requires a multifaceted approach that addresses diversity, gender disparities, power dynamics and inequalities in the workplace.

Adella Campbell, PhD is associate professor and dean in the College of Health Sciences, University of Technology, Jamaica.