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The entertainment, advertising, and media industries thrive on creativity, visibility, and influence—but behind the glamour, many professionals experience sexual harassment that’s excused, ignored, or silenced. Whether you’re behind the scenes or in front of the camera, you have a right to safety and dignity at work.
Workplace Sexual Harassment in the Film and Television Industry: A Widespread Problem
In high-profile industries built on relationships, reputations, and competition, many workers feel powerless to report inappropriate behavior. A 2023 survey by the Hollywood Commission found that 64% of women in entertainment reported experiencing sexual harassment. Yet only 27% believed the perpetrator would face any consequences.
Harassment in media workplaces is often minimized as “part of the culture” or masked as networking, casting, or collaboration. When opportunities depend on who you know or how well you “fit in,” silence becomes a survival strategy.
Know Your Rights, Know Your Options
What Are Your Rights?
People working in entertainment and advertising, whether on set, behind the scenes, or in creative roles, are protected from sexual harassment under the law. Your employer or production has a duty to address misconduct when it’s reported.
Do You Have to Report Sexual Harassment Before Doing Anything Else?
You don’t have to report harassment to your employer or HR before seeking legal help. Many people avoid reporting internally because it can feel uncomfortable—they may fear retaliation, not being believed, or that their concerns won’t be taken seriously. At HarassmentHelp.org, we listen, help organize your story, and can confidentially communicate with your employer on your behalf. We’ll walk you through your options step-by-step so you feel informed, supported, and in control.
Who Is Most at Risk of Sexual Harassment in Entertainment and Media Workplaces and Advertising Agencies?
Sexual harassment affects people in every part of these industries, especially those with less power, public visibility, or job security.
Common Job Titles Impacted By Sexual Harassment:
- Production Assistants, Interns, and Entry-Level Staff – Often at the bottom of the hierarchy, eager to prove themselves, and dependent on networking for future opportunities, which makes it harder to say no or report misconduct.
- Casting Staff, Stylists, and Creative Support Teams – Close, one-on-one work with performers or executives can lead to blurred boundaries and unwanted advances.
- Writers, Editors, and On-Air Talent – Jobs tied to visibility, ratings, or creative approval may face harassment disguised as feedback or mentorship, with retaliation risks for those who push back.
- Account Executives, Creatives, and Media Planners – Those whose roles involve high-pressure, relationship-driven environments may encounter harassment from both bosses and clients, with silence encouraged to “keep the deal.”
- Executive Assistants and Administrative Staff – Work closely with powerful figures, often behind closed doors, where coercive advances or career threats can easily take place.
- Marketing, PR, and Social Media Staff – Being expected to maintain relationships and reputations can make it difficult to speak up when inappropriate behavior occurs, whether it involves colleagues or clients.
Common Employers in the Entertainment, Advertising, and Media Sector Where Harassment May Occur
Sexual misconduct can occur in any workplace, from major studios to independent agencies. Lack of oversight and informal reporting processes allow harmful behavior to go unchecked, often within the following settings:
- Film and Television Production Companies – Long hours on set, close quarters, and reliance on casting or crew relationships can blur boundaries.
- Advertising, Marketing, and PR Agencies – Client-facing work and tight deadlines may pressure employees to tolerate inappropriate behavior to maintain campaigns or accounts.
- Newsrooms and Media Outlets – High-stakes reporting and editorial hierarchies create power imbalances where misconduct may be ignored.
- Talent Agencies and Casting Firms – Dependence on gatekeepers for roles or auditions makes harassment harder to report.
- Theater Companies and Touring Productions – Touring schedules, backstage access, and small crews can increase vulnerability.
Music Labels, Recording Studios, and Podcast Studios – Close collaboration in creative spaces can lead to inappropriate advances or coercion. - Modeling Agencies and Fashion Houses – Client and talent interactions often occur in informal settings with limited oversight.
- Streaming Services and Digital Platforms – Contract-based work and remote or hybrid teams can isolate employees and reduce accountability.
- In-House Creative, Legal, or Corporate Departments – Employees supporting media or entertainment operations may face harassment from supervisors or executives.
What Sexual Harassment in Entertainment, Advertising, and Media Workplaces Can Look Like
Sexual misconduct in these industries often blurs lines between work and personal life, especially during long shoots, offsite events, or late-night brainstorming sessions.
Inappropriate Comments, Jokes, and Nicknames
- Sexual innuendo passed off as humor during meetings or on set
- Nicknames like “sweetheart,” “bombshell,” or “my little intern”
- Comments about being “too attractive to be taken seriously”
Unwanted Late-Night or Off-Hours Messaging
- Texts from supervisors or producers that start professional but turn flirtatious
- DMs or casting invites that include personal requests
- Repeated late-night calls that blur personal and work boundaries
Comments About Personal Appearance
- Remarks on weight, clothing, body shape
- “You’d book more gigs if you dressed sexier”
- “You’re not just talented—you’re hot”
Unwanted Physical Contact
- Hugging or touching under the guise of direction or chemistry
- Touching hair, clothing, or body while adjusting wardrobe or mics
- Kissing on the cheek or overly long embraces that feel uncomfortable
Persistent Flirtation or Excessive Attention
- Being singled out for personal compliments repeatedly
- “Just us” meetings that turn social or intimate
- Suggestions that being “open” will lead to more work or exposure
- Requests for dates or to “grab a drink”
Grooming and Coercion in Entertainment, Advertising, and Media Workplaces
In these industries, grooming often starts with praise, access, and mentorship that gradually turn inappropriate. Someone with power over your career may begin with compliments or support, only to use that influence for personal gain.
They might say:
- “You have something special—let’s develop it together.”
- “You’re the next star, but you need someone to open the right doors.”
- “Everyone pays their dues—this is just how it works.”
When compliments become pressure or “support” turns sexual, the line has been crossed. Many victims remain silent because the person grooming them has power over casting, coverage, or contracts.
Coercion into a Sexual Relationship by Firm Leadership
In high-status industries, powerful individuals sometimes exploit their positions to pressure others into sexual or romantic relationships. This includes C-suite executives, executive producers, or department heads who are seen as “too important to lose” because they bring in clients, ratings, or revenue.
These individuals often use their influence and perceived untouchability to blur personal and professional boundaries, pressuring those beneath them into inappropriate dynamics.
Examples include:
- A supervisor offering a big account if you “show loyalty”
- A senior decision-maker hinting, “I can make things happen for you”
- A supervisor inviting you to a “private dinner” to talk about future work
- A C-suite executive implying you’ll get a permanent role after the pilot if you “play your cards right”
- A CEO or managing partner praising your work, then pressuring you to meet outside the office alone
- A head of development suggesting your freelance contract could be renewed in exchange for a more “personal connection”
When your livelihood depends on pleasing someone with influence, it’s not really a choice.
Retaliation After a Consensual Relationship Ends
Even relationships that started willingly can turn toxic when they end—especially when one person holds power over the other. Ending the relationship can trigger backlash, exclusion, or reputational damage.
Retaliation may include:
- Being removed from high-profile assignments or opportunities
- Sudden loss of visibility or exclusion from key projects
- Rumors or whisper campaigns that damage your professional credibility
- Colleagues being encouraged to distance themselves or cut you out
Who We Are – HarassmentHelp.org
HarassmentHelp.org is a project of Phillips & Associates PLLC, a law firm focused on workplace sexual harassment and employee rights. Created by award-winning sexual harassment lawyers, we provide confidential support and safeguard employees from retaliation to end harassment, recover compensation, and protect their careers.
The HarassmentHelp.org RGA Approach
We guide you through RGA — Rights, Guidance, and Action, a safe and supportive process designed to help you protect yourself, preserve your career, and stop the harassment.
- Rights – Understand Your Protections
We help you understand what’s acceptable in the workplace, what crosses the line, and how the law protects you from harassment and retaliation. - Guidance – Build Your Case Safely
We offer confidential, nonjudgmental support before any formal action, helping you evaluate the safest and most effective steps for your situation. - Action – Take Steps With Full Support
You never have to face harassment on your own. We can help you create a plan that feels safe and manageable, and connect you with trusted sexual harassment attorneys who can draft complaints, handle communication for you, or work toward a private resolution.
Why Sexual Harassment Goes Unreported in Entertainment, Advertising, and Media Workplaces
The cost of speaking up in these industries can feel enormous. Many victims worry that reporting will lead to blacklisting, legal threats, or lost opportunities.
Common Barriers to Reporting:
- Fear of career sabotage or industry-wide reputational harm
- Lack of HR protections in gig-based roles or contract jobs
- Social pressure to stay quiet for the “sake of the team”
- Cultural normalization of inappropriate behavior as “part of the business”
- Legal threats, NDAs, or PR damage control
What To Do If You Are Experiencing Sexual Harassment at Work
If you’re experiencing harassment, here’s how the RGA approach works in real life:
Document What Happened
Write down the incident details as soon as possible—date, time, location, who was involved, and exactly what was said or done. Note any witnesses and save relevant messages, emails, or voicemails. The more detail you record, the stronger your case becomes.
Decide Whether to Confront the Harasser
You are not required to confront the person harassing you. Only consider it if you feel completely safe and supported. In some cases, telling them their behavior is inappropriate and unwelcome may stop it. If you’re unsure, uncomfortable, or fear retaliation, we’ll help you evaluate safer alternatives.
Report the Behavior—Safely and Strategically
Reporting harassment without preparation can be risky. We may be able to help you:
- Prepare a complaint or other communication with clear legal language that documents your rights.
- File a formal complaint with your employer or HR in a way that creates a legal record.
Even if your workplace doesn’t have an HR department, a written complaint to a manager, owner, or supervisor still matters.
Explore a Quiet Resolution Before Filing a Formal Complaint
Sometimes you may want to resolve the situation without going public. Our attorneys can:
- Prepare a confidential summary of events.
- Outline the harm done and your legal protections.
- Communicate directly with your employer respectfully but firmly.
This approach can result in an immediate end to harassment, schedule or department changes, removal of the harasser, or a mediated agreement—without public exposure.
How HarassmentHelp.org Supports You Every Step of the Way
Here’s what working with us looks like from start to finish:
- Confidential Conversation – Share your story in a safe space — no pressure to act right away.
- Evidence Building – We help you keep detailed records of incidents, messages, and witnesses.
- Strategy – Connect you with top sexual harassment attorneys who can help with preparing complaints, filing complaints on your behalf, or pursuing private resolutions.
- Protection from Retaliation – Take proactive steps to safeguard your job, career, and reputation.
