Sexual harassment: what it looks like and what you can do
Sexual harassment is unwanted sexual attention or behaviour that makes someone feel unsafe, humiliated or offended. It can be physical, verbal, written or online — from lewd comments and inappropriate messages to touching or coercion. Recognising the behaviour fast helps you act before it gets worse.
If you’re experiencing sexual harassment, start by keeping yourself safe. Move away from the situation if you can, tell someone you trust where you are, and get to a public or secure place. If you’re in immediate danger, call emergency services.
Document everything. Save messages, emails, photos and social media posts. Write down dates, times, places, and any witnesses. A short, dated log of incidents is powerful evidence later. Don’t edit the original messages — keep screenshots with timestamps when possible.
Decide where to report. Many people report first to their employer’s HR or a supervisor, especially at work. If your workplace has a formal complaints process, follow it and ask for written confirmation that the complaint was received. If you work with a union, contact your representative. You can also report to the police if the behaviour is criminal or you feel threatened.
What to expect when you report
Employers should investigate promptly and fairly, keep things confidential where possible, and protect you from retaliation. Ask about interim safety steps — changed shifts, remote work, or separating you from the alleged harasser. If the employer fails to act, note the steps you took and seek outside help from labour boards, human rights commissions or legal clinics.
Seek medical and emotional support. A health check is important after any physical assault. Many hospitals document injuries in a way that helps later legal or workplace complaints. Counselling and survivor support groups can help you process the experience and make clear decisions about next steps.
How witnesses and managers should respond
If you see harassment, speak up safely. Ask the target if they’re okay and offer to be a witness. Report the incident to HR or management and give your account in writing. Managers must act fast: separate the people involved, preserve evidence and start a neutral investigation. Ignoring complaints lets problems grow.
Prevention matters. Employers should have clear anti-harassment policies, regular training, and easy reporting channels. Leaders who model respectful behaviour set the tone. Regular risk checks — especially in fields with one-on-one contact or power imbalances — reduce harm.
If you need help now, contact local hotlines, women’s rights groups, or community legal services. Keep a trusted friend informed, take care of your health, and ask for written records of every report you make. You don’t have to handle this alone — there are practical steps and people who can help you through it.
Judge Mbenenge Defends Himself in Sexual Harassment Tribunal, Citing 'Mutual Flirtation'
Judge Selby Mbenenge argued before a Judicial Conduct Tribunal that his interactions with court secretary Andiswa Mengo were mutual and not harassment. The hearing examined cultural context, workplace dynamics, and disputed events including digital messages and a contested incident in Tata.