The #MeToo Effect and What Happened Next
The #MeToo movement began as a social media hashtag in 2006 but surged into the global spotlight in late 2017 after a series of high-profile allegations in the entertainment industry. It gave millions of people, particularly women, a platform to share their experiences of sexual harassment and assault. In workplaces, this created a seismic cultural shift. Employers across the United States and the United Kingdom faced unprecedented scrutiny, and many reviewed their policies to ensure compliance with the law and public expectations.
The movement’s impact was tangible. In the United States, Equal Employment Opportunity Commission (EEOC) sexual harassment charges rose in the immediate aftermath (EEOC.gov). In the United Kingdom, increased public discussion prompted reviews of workplace harassment policies and renewed calls for stronger legal protections, culminating in the Equality Act 2010 amendments introducing a positive duty on employers to take proactive steps to prevent harassment from October 2024 (Gov.uk).
Although media attention has shifted, the legacy of #MeToo continues to influence legal developments, workplace training, and employee expectations. Surveys show harassment remains common, but awareness, reporting, and prevention measures are stronger now than they were a decade ago.
What Is Workplace Sexual Harassment?
Workplace sexual harassment involves unwanted sexual advances and other visual, verbal, or physical conduct of a sexual nature. It also includes behaviour that creates a frightening, hostile, or unpleasant environment based on a person’s sex.
How Common Is It?
United States
A national survey conducted between 2018 and 2024 found that 81–82% of women and 42–43% of men reported experiencing some form of sexual harassment in their lifetimes (Tulane University, 2024). EEOC data confirms that women filed the majority of sexual harassment charges, with men accounting for roughly one-fifth (NCBI).
United Kingdom
A 2023 Trades Union Congress (TUC) poll found that 60% of women had experienced workplace sexual harassment, with 43% facing three or more incidents. Almost half reported negative mental health impacts, and 18% left their jobs as a result (Work180).
U.S. Workplace Sexual Harassment Prevention Laws
Under Title VII of the Civil Rights Act of 1964, sexual harassment is a form of sex discrimination. Two main categories are recognised:
- Quid pro quo harassment occurs when a person in a position of authority demands sexual favours in exchange for job benefits.
- Hostile work environment harassment arises when unwelcome conduct is so severe or pervasive that it alters employment conditions and creates an intimidating or offensive atmosphere.
In the U.S., the harasser can be a manager, colleague, client, or even a non-employee who interacts with staff.
U.K. Workplace Sexual Harassment Prevention Laws
In the United Kingdom, the Equality Act 2010 makes workplace sexual harassment unlawful. From October 2024, employers have a positive duty to prevent sexual harassment. This means they must take reasonable and proactive steps to stop harassment before it occurs. Failure to meet this duty can lead to compensation awards being increased by up to 25% at employment tribunals (Equality and Human Rights Commission).
Recognising Sexual Harassment
You do not have to tolerate:
- Unwanted physical contact, such as touching, patting, pinching, or brushing against the body.
- Sexual remarks, propositions, or demands linked to job benefits.
- Leering, sexual jokes, or discussions of sexual acts.
- Displaying or sending explicit images, videos, or objects.
What You Can Do
- Review your employer’s sexual harassment policy and understand the procedures for reporting incidents.
- Document every incident, including dates, times, witnesses, and specific actions.
- Tell the harasser clearly that their behaviour is unwelcome and must stop.
- File a formal complaint internally, keeping a copy for your records.
- Seek legal advice. In the U.S., an employment lawyer can help file a complaint with the EEOC. In the U.K., a solicitor can assist with claims under the Equality Act.
- Act quickly. In the U.S., most EEOC claims must be filed within 180 days (sometimes extended by state law). In the U.K., employment tribunal claims usually have a three-month deadline.
California-Specific Training Requirement
Employers in California with five or more employees must provide sexual harassment and abusive conduct prevention training every two years:
- One hour for non-supervisory employees.
- Two hours for supervisors and managers (DFEH).
You can also consult and take the help of sexual harassment lawyers in California. The lawyers will educate you on how the law defines sexual harassment so that you can react and take appropriate actions against this illegal and career-threatening conduct.
Conclusion
Workplace sexual harassment prevention laws are stronger today because of cultural shifts like the #MeToo movement and ongoing legal reforms. The challenge now is ensuring these laws are enforced and that workplaces actively promote respect and equality.
If you experience harassment, you have the right to report it, seek legal guidance, and expect your employer to act. The law is there to protect you, but prevention starts with awareness, documentation, and prompt action.
