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Education is supposed to be a place of discovery, collaboration, and mentorship—not a setting where power is used to exploit, manipulate, or silence. Whether you’re a substitute or full time teacher, professor, researcher, administrative staff member, or lab tech, you deserve a work environment free from sexual harassment and retaliation.
Sexual Harassment of Teachers, Professors, and Research Staff: A Severe, Often Overlooked Problem
Despite being home to policies and codes of conduct, universities and research centers often protect their institutions more than their employees. In one national study, over 58% of women in academia reported experiencing sexual harassment at work. And for many, the harasser is someone with power over their grants, promotions, authorship, or career future.
In academic and research workplaces, sexual harassment is often overlooked, rationalized, or brushed aside—especially when the person causing harm is tenured, prominent, or well-funded.
Know Your Rights, Know Your Options
What Are Your Rights?
Whether you work in a lab, a classroom, or an administrative office, your employer is legally obligated under federal, state, and local laws to take reports of harassment seriously and to protect you from further harm.
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 at Risk of Sexual Harassment in Schools, Universities, and Research Settings?
Sexual harassment can happen in classrooms, labs, lecture halls, field sites, and fundraising events. It affects individuals at every level of academic institutions—from entry-level research assistants to tenured professors and department administrators.
Common Job Titles Impacted By Sexual Harassment:
- Early-Career Researchers and Assistants – Employees starting out in research or teaching often depend on supervisors or senior faculty for mentorship, project access, and career progression, making them particularly susceptible to coercion or unwanted attention.
- Faculty and Teaching Staff – Professors and lecturers may face sexual harassment from students, colleagues, or leadership, particularly when reporting channels are unclear or when retaliation is a concern.
- Lab and Field Staff – Researchers working in labs or remote field sites often operate with minimal supervision, creating situations where inappropriate behavior can occur.
- Administrative and Leadership Roles – Department administrators, HR personnel, and development staff may experience harassment from senior leadership or influential colleagues, and may feel pressure to downplay or suppress complaints.
Common Employers Where Sexual Harassment Occurs:
- Public and Private Schools – Staff often work closely with parents and supervisors, and reporting misconduct can feel like risking relationships, reputation, or job security.
- Colleges and Universities – Faculty and staff rely on access to funding, research opportunities, and teaching assignments, which can be used to pressure or manipulate.
- Private Research Institutes – Small teams and concentrated authority mean harassment can happen without checks or witnesses.
- Government-Funded Labs and Academic Departments – Career advancement often depends on approval from senior researchers, creating pressure to tolerate inappropriate behavior.
- Medical and Scientific Research Facilities – Extended projects and close supervision make it easier for misconduct to occur and harder for employees to speak up.
- Educational Nonprofits and Think Tanks – Employees depend on leadership for networking, grants, and opportunities, which can allow harassment to continue unchecked.
- Study Abroad Programs and International Campuses – Offsite settings and limited oversight can let inappropriate behavior go unaddressed.
What Does Sexual Harassment in Academia and Research Jobs Look Like?
Sexual harassment in academic settings may be subtle or overt—but it’s always about power. Here’s how it can appear depending on your role or environment:
Inappropriate Comments, Jokes, and Sexual Stereotyping
- Sexual jokes or innuendo in faculty meetings or research briefings
- Comments about your clothing or body in academic settings
- Dismissive remarks about gender, sexuality, or appearance
- Jokes that undermine authority or professionalism
Unwanted Messages, Emails, and Digital Harassment
- Inappropriate messages from colleagues or mentors
- Sexualized comments hidden within academic feedback
- Invitations to “grab drinks” under the guise of discussing your work
- Late-night texts that begin professional and turn personal
Unwanted Touching and Physical Contact
- Touching during lab work, field studies, or at conferences
- Hugging or brushing against you without consent
- Standing too close during one-on-one meetings
Persistent Flirtation and Pressure for Sexual Favors
- Repeatedly being asked out by someone who has power over your funding, authorship, or teaching load
- Comments like “a little attention goes a long way here”
- Inappropriate flirting tied to job security, visibility, or conference invites
Grooming, Coercion, and “This-for-That” Pressure in Academia and Education
Some harassment in education and research settings begins under the radar. A senior colleague, department head, or administrator may appear helpful at first—offering mentorship, guidance, or informal opportunities. But that support may come with strings attached.
Over time, what started as professional interest shifts into something more personal—and pressure begins to replace praise. This is often a form of quid pro quo harassment, where “this-for-that” exchanges are used to manipulate or control your career.
When someone suggests your access to job security, grants, conference invites, or classroom hours depends on how “friendly” you are, it’s not mentoring—it’s exploitation.
They might say:
- “You’d be a great fit here full-time. Let’s take a weekend to discuss your future.”
- “If you want to move up, you need to learn how things really work around here.”
- “We’ve got a permanent position opening soon… I could make sure you’re considered.”
- “Stick with me—I have influence with the hiring committee.”
- “Other teachers would kill for this kind of access. Don’t waste it.”
- “I can add your name to the paper—but let’s keep this between us.”
- “You’d be perfect for this grant—but we should get dinner to talk about it.”
- “I could help get you that fellowship—if you’re open-minded.”
Examples of coercive grooming in educational environments:
- A substitute teacher is told she could be recommended for a permanent role if she’s “more available after hours” to the department chair.
- A non-tenured professor is offered a glowing tenure review if she agrees to meet privately “to build rapport” over drinks or dinner.
- A teacher at a private school is told her teaching contract will be renewed if she maintains a “close personal relationship” with a school administrator.
- A graduate assistant is praised for her work, then told the professor “wants to make sure she’s loyal” before putting her name on a publication.
- A field researcher is invited to a “one-on-one planning retreat” with a senior academic who controls access to future funding.
- A visiting lecturer is warned that rejecting a flirtatious advance could mean being passed over for future semesters.
These dynamics are about power—not attraction. When access to your career, income, or reputation depends on personal compliance, it’s not a misunderstanding—it’s a misuse of authority.
Grooming can happen slowly—through small favors, compliments, or special treatment that later turns into pressure. If you feel obligated to go along with something to protect your job or future, you’re not overreacting. You’re being targeted.
Offsite Assignments and Events Where Sexual Harassment Occurs
Academic work doesn’t always happen on campus. Many employees face harassment during:
- Academic conferences and research symposia
- Fieldwork, clinical rotations, or offsite data collection
- Study abroad programs or global research trips
- Alumni fundraising events or donor dinners
These settings often involve blurred boundaries, shared lodging, or social interaction that can be exploited. Just because it happens outside the classroom or lab doesn’t make it any less serious—or any less actionable.
High-Risk Conditions in Education and Research Environments
Academic work often takes place in environments that allow harassment to persist, including:
- One-on-one mentoring relationships with no oversight
- Pressure to socialize after hours at conferences or happy hours
- Institutions that prioritize grant dollars and tenure protection over staff safety
- Lack of anonymous, trustworthy reporting systems—especially when the harasser is a well-known figure
Retaliation After Ending a Consensual Relationship
Even when a workplace relationship begins as consensual, ending it may lead to retaliation. This is especially common in academic departments where power imbalances are sharp and visibility is high.
Retaliation may include:
- Being removed from research teams or co-authorship
- Negative recommendations, reduced teaching hours, or blocked advancement
- Social exclusion at conferences or within your department
- Gossip or professional damage disguised as “personality conflicts”
When this happens, it’s not just uncomfortable—it’s unlawful.
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 offer confidential support and practical guidance to help employees understand their rights, navigate workplace retaliation, and make informed decisions to 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.
Your Rights as an Academic or Research Employee
You have the right to work without being harassed, manipulated, or retaliated against—no matter your position or institution. Sexual harassment in STEM and other academic or research fields is a violation of federal, state, and local laws.
You are protected from:
- Sexual comments, jokes, and innuendo
- Pressure for dates, attention, or favors
- Unwanted touching or boundary-crossing
- Harassment disguised as “mentorship”
- Retaliation for saying no or filing a complaint
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. If harassment comes from someone who is not an employee, such as a student, your employer is still legally responsible for addressing it.
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.
- Retaliation Guidance – Understand your rights and what steps to take if your employer pushes back.
