The problem of sexual harassment is increasingly "coming out of the closet". Companies are starting to realise that the problem is real, some managers are admitting that it could affect their staff, and more victims are starting to gather the courage to complain. And in terms of recent labour legislation, victims do have legal recourse. Yet most people do not fully understand the problem, its causes, its consequences, or its extent. Even more difficult is the question: How does one deal with such behaviour? Before considering the causes and consequences of, and possible cures for, this deep-rooted problem, we shall have to define it. We shall also describe six different types of harassers, and consider who are usually the victims.

Every man and woman who becomes aware of the implications of this issue, can help both companies and individuals to address this insidious and destructive problem.

If one simply looks at a dictionary definition of harassment: "vex by repeated attacks; trouble, worry", it is clear that such behaviour towards a colleague is undesirable and could undermine morale and productivity. If one adds the sexual dimension, with its personal, psychological, moral and marital implications, the problem becomes much more complex.

A major issue is people's diverging views on what constitutes harassment. Definitions vary -from verbal harassment by sexist, crude or suggestive remarks, through casual touching or open advances, to the extremes of coercion or blackmail if a manager has the power to threaten a subordinate's job if she (or he) doesn't "play along", to attempted or actual rape. It is difficult to pinpoint the problem: sometimes the more "innocent" forms of harassment - a stare making the woman feel uncomfortable, the too-personal comment, or "friendly" touching - may mean the man is testing her reaction and will move further if not clearly repelled.

Cases have been reported of men being harassed by women or by other men, or women by other women. However, 98% of the cases reported in a survey conducted in South Africa in the early 1990's among members of the IPM and the Institute of Directors, related to men harassing women at work or in work-associated situations. Therefore, although all kinds of sexual harassment - and even non-sexual harassment - should be stopped, the focus in this discussion will be the most prevalent kind, of men harassing women.

A workable definition would be: Sexual harassment in the workplace is unwelcome or unwanted attention of a sexual nature from someone at work, that causes discomfort, humiliation, offence or distress, and / or interferes with the job. This includes all such actions and practices of a sexual nature by a person or a group of people directed at one or more workers.

Sexual harassment can consist of unwelcome sexual advances, requests for sexual favours in return for employment benefits, pressure for sexual favours to clinch sales deals, the display of sexually offensive posters, cartoons or drawings, or any other form of verbal or physical behaviour that the recipient regards as unwelcome or embarrassing.

Any of the examples above may represent harassment. In all cases it is the consequences, and not the intentions, that count. The severity of the harassment is to a large extent determined by the impact it has on the victim. So "It was just a joke" or "I had too much to drink" is no excuse. Harassment usually relates to intimidation, exploitation and power; not to real, mutual personal attraction and respect.

Thus a relationship between two consenting adults would usually not be harassment. Yet if the one party has far more power than the other, and abuses this in the work situation to coerce the other, it could still be a case of harassment.

If unwelcome attentions are repeated although they have been declined, or if the person is victimised because of having turned down such advances, the situation becomes worse.