This paper presents a counseling case analysis of a 27-year-old woman who sought therapy after recognizing, through the #MeToo movement, that she had been sexually harassed at her workplace. The paper examines relevant EEOC and organizational definitions of sexual harassment, explores the psychological and physical health consequences associated with workplace harassment, and outlines appropriate assessment and treatment approaches — including cognitive behavioral therapy and group therapy. Special attention is given to the practical challenges of treating a client who remains in the harassing environment, and to the broader cultural shifts prompted by the #MeToo movement in redefining workplace norms.
The client is a 27-year-old female who works as a customer service representative at a local call center. She is married and has a two-year-old daughter. She came in seeking help after becoming aware that some of the men at her workplace may have crossed a line in their treatment of women. This is the only place she has ever worked, and she believed these behaviors were normal until the #MeToo movement brought to her attention that the behavior she was experiencing was more than just corporate culture.
Upon reflection, the client realized that she had been sexually harassed and possibly singled out by male coworkers. She does not feel comfortable raising this issue with human resources or her current supervisor, because her supervisor is one of the perpetrators. She fears that complaining at work will lead to repercussions and could cost her her job. She is also reluctant to discuss the situation with her husband, because she is afraid of his reaction. The behaviors she describes include unwanted physical contact, jokes and references of a sexual nature, and the sharing of sexually explicit photos through company email (RAINN, 2019). Now that she understands that these behaviors cross the line and should not occur in a work environment, she feels violated and wants to find a way to resolve the issue without jeopardizing her employment.
The #MeToo movement has been responsible for an increase in clients who have become aware that they have been sexually harassed on the job (Meyers, 2018). In many cases, clients were not aware that the behavior they were exposed to at work was inappropriate. The culture surrounding sexual harassment has changed significantly since the #MeToo movement emerged. Prior to this shift, the workforce was frequently a place where comments about a woman's body or sexually explicit jokes were considered the norm. The #MeToo movement raised awareness that these types of behaviors constitute sexual harassment and should no longer be tolerated in the workplace (Meyers, 2018). Women began to feel that they needed to speak out against these practices, but often they have no safe space in which to express their feelings without fear of repercussions (Meyers, 2018). Many are turning to counselors' offices as a place where they can express their feelings and work through any negative self-talk that may have developed as a result (Meyers, 2018).
One of the difficulties in determining whether sexual harassment has taken place is that the EEOC definition of sexual harassment does not cover every circumstance and can be unclear. According to the EEOC, the victim can be either a man or a woman, and the person harassed may be of the same sex as the harasser (EEOC, 2019). Under this definition, comments do not have to be directed at a specific individual — they can relate to a category of persons in general. For instance, sexual harassment can include general derogatory comments about women even when not aimed at any one person (EEOC, 2019). However, the law does not specifically prohibit teasing, offhand comments, or isolated incidents that are not considered very serious (EEOC, 2019). The problem is that even such comments can create a hostile work environment that may ultimately result in the victim being fired or demoted.
Many human resources departments have expanded the working definition of sexual harassment beyond the EEOC's standard. The goal is not to create a hostile work environment, but rather to foster a productive and welcoming environment for all employees. Sexual harassment can come from a supervisor, indirect supervisor, coworker, teacher, peer, or colleague of any gender or orientation (RAINN, 2019). Activities considered to constitute sexual harassment include actual physical acts of sexual assault, making employment conditions or advancement contingent on sexual favors, requests for sexual favors, verbal harassment of a sexual nature, unwelcome sexual advances, unwanted touching or physical contact, discussing sexual stories and fantasies at work, and passing around sexually explicit photos, emails, or text messages (RAINN, 2019). The #MeToo movement has effectively ended the "boys will be boys" attitude that previously prevailed in many workplaces. The conduct described by the client clearly falls within the category of sexual harassment, even if it does not meet the formal EEOC definition.
"Mental health and employer costs of harassment"
"CBT, assessment, and ongoing exposure challenges"
The #MeToo movement is redefining workplace culture and working to make it a truly equal opportunity space. In the past, cultures developed in which the rights and feelings of women were not considered. It was treated as a man's world, and women did not feel they had the right to complain if they wished to keep their jobs. Now, the definitions of what constitutes sexual harassment are being broadened, and women are being given a collective voice that allows them to achieve meaningful social change.
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