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Quizzes > Society & Culture

Am I Being Sexually Harassed? Workplace Scenarios Quiz

Quick, free sexual harassment test. Instant results and guidance.

Editorial: Review CompletedCreated By: Philip SlaterUpdated Aug 27, 2025
Difficulty: Moderate
2-5mins
Learning OutcomesCheat Sheet
Paper art illustration for sexual harassment quiz on a sky blue background

This quiz helps you spot sexual harassment at work and choose safe, fair responses. You'll practice short, real scenarios and see why certain actions cross the line. For more context, explore our harassment questions and answers and try the quid pro quo harassment quiz today.

Which best describes quid pro quo sexual harassment in the workplace?
A supervisor conditioning a job benefit on submission to sexual conduct
Any workplace disagreement over performance standards
Coworkers joking about sports in the break room
Unwanted behavior that creates a generally rude work environment
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Which behavior is most likely to constitute sexual harassment via digital communication?
Sharing a link to a professional webinar
Repeatedly sending sexually suggestive messages to a coworker after they asked you to stop
Sending team-wide updates on project timelines
Requesting agenda items for a meeting
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Under typical policies, who can be a harasser in a workplace sexual harassment case?
Only employees within the same department
A supervisor, coworker, contractor, client, or visitor
Only someone of the opposite sex
Only direct supervisors
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What is the most appropriate first step for a manager who receives a direct report's complaint of sexual harassment?
Wait until the next annual review to address it
Tell the employee to resolve it themselves before escalating
Promise a specific outcome before reviewing facts
Listen, document, and promptly follow the company's reporting and escalation procedures
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Which documentation practice is most helpful when reporting harassment?
Keeping detailed contemporaneous notes with dates, times, locations, witnesses, and what was said/done
Relying solely on secondhand accounts
Deleting messages to avoid embarrassment
Only recalling events from memory months later
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Which statement about confidentiality in harassment investigations is most accurate?
Managers should discuss details freely to gather opinions
Information is shared only with those who need to know to investigate and resolve
Absolute secrecy can always be guaranteed
The complainant loses the right to privacy upon reporting
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Which of these is the best example of third-party harassment?
A vendor delivers materials late
A client repeatedly makes sexual jokes to an employee during meetings
Two peers argue about project scope
A customer complains about pricing
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What is a key element in determining whether conduct is sexual harassment under a hostile work environment theory?
Whether the target previously received a promotion
Whether the conduct occurred outside office hours
Whether the conduct was severe or pervasive enough to alter work conditions
Whether the conduct was intended as a joke
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Which example most clearly illustrates unlawful retaliation after a harassment complaint?
Changing a schedule for legitimate business reasons explained in writing
A poor performance review supported by prior documented coaching
A planned organizational restructure announced months earlier
Isolation and reassignment to undesirable tasks immediately after a good-faith report
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Which factor best distinguishes welcomed conduct from unwelcomed conduct in harassment analysis?
Whether the person smiled at any point
Whether the person explicitly or implicitly indicated the conduct was unwanted
Whether the conduct occurred at lunch
Whether the conduct involved any physical contact at all
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Which of the following is the clearest example of quid pro quo, not just hostile environment?
Repeated off-color jokes in team chats despite objections
A supervisor threatens to deny a raise unless an employee goes on a date
Two peers consensually dating with no job impact
A coworker posts a nonsexual meme in a private group
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Sexual harassment protections apply to which of the following characteristics?
Only marital status
Sex, sexual orientation, gender identity, and pregnancy-related status
Only biological sex at birth
Only employees with supervisory duties
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Which action best exemplifies bystander intervention aligned with most workplace policies?
Ignore the behavior to avoid conflict
Confront the person later in private if safe, and report or support the target per policy
Publicly shame the alleged harasser on social media
Spread the story to gather support informally
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Which behavior is least likely to be harassment under typical policies?
Conditioning a benefit on sexual favors
A single, mild, nonsexual compliment unrelated to appearance, with no repetition after neutrality is shown
Displaying sexually explicit images in a shared workspace
Persisting with sexual comments after a coworker objects
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Which term describes an employer's responsibility to take reasonable steps to stop and prevent harassment once it knows or should know about it?
Strict liability
Vicarious indemnity
At-will governance
Affirmative duty to act
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Which standard is commonly applied to judge if conduct is objectively harassing in a hostile environment case?
Reasonable person in the complainant's position
Company's stock performance
Harasser's personal intent
Length of the complainant's employment
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Which option is an appropriate interim measure during an investigation?
Delaying all action until the next quarter
Sharing all details of the complaint with the entire team
Placing involved parties on separate reporting lines temporarily to prevent contact
Transferring the complainant to a worse shift without consent
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When is an employer typically vicariously liable for a supervisor's quid pro quo harassment?
When a tangible employment action is taken based on submission to or rejection of sexual conduct
Only if the harassment occurs offsite
Only if the victim is an executive
Never; only the supervisor is liable
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Which scenario best describes unlawful sexual favoritism risk?
Recognition for documented performance
Merit-based promotion after fair competition
A manager grants raises only to employees who flirt with them
Randomized prize drawing at a town hall
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Which of the following best describes a manager's duty after observing potential harassment, even without a complaint?
Ask around casually without documentation
Warn the team not to document anything
Proactively address and report per policy to ensure safety and compliance
Take no action until a formal complaint is filed
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Study Outcomes

  1. Understand Harassment Definitions -

    Differentiate between verbal, non-verbal, and physical forms of sexual harassment to gain clarity on what constitutes inappropriate behavior in the workplace.

  2. Identify Red Flags -

    Recognize key indicators and subtle warning signs of harassment through targeted sexual harassment questions and answers.

  3. Analyze Realistic Scenarios -

    Apply critical thinking to workplace harassment questions and answers by evaluating hypothetical situations for potential misconduct.

  4. Apply Prevention Techniques -

    Implement practical strategies and best practices to foster a respectful and harassment-free work environment.

  5. Evaluate Personal Experiences -

    Use the "Am I Being Sexually Harassed?" quiz framework to assess your own interactions and determine if they cross the line.

  6. Navigate Reporting Procedures -

    Learn the steps and resources available for reporting incidents and seeking support when sexual harassment occurs.

Cheat Sheet

  1. Definition and Types of Sexual Harassment -

    Sexual harassment is unwelcome conduct of a sexual nature - verbal, non-verbal or physical - that violates one's dignity (EEOC.gov). The two main types are quid pro quo (advancement in exchange for sexual favors) and hostile environment (offensive comments or behavior). Remember "QH" for quick recall: Q for Quid pro quo, H for Hostile environment.

  2. Quid Pro Quo vs. Hostile Environment -

    Quid pro quo occurs when job benefits hinge on sexual compliance, while hostile environment involves pervasive or severe misconduct that alters work conditions (SHRM.org). A simple mnemonic: "Job for Joy" helps you recall quid pro quo, and "Harsh Huddle" reminds you of hostile environment scenarios.

  3. Recognizing Red Flags -

    Key indicators include unwelcome touching, persistent jokes of a sexual nature, explicit messages, or displaying sexual imagery (National Academies Press). Spotting patterns - like repeated gestures - can help you answer "Am I being sexually harassed?" quickly.

  4. Reporting Procedures and Legal Protections -

    Document dates, times, witnesses and details, then report to HR or an appropriate authority per company policy (Office for Civil Rights, HHS.gov). Federal laws like Title VII protect you from retaliation; filing deadlines typically run 180 days after the incident.

  5. Building a Respectful Workplace Culture -

    Encourage bystander intervention using the "4D" model: Direct, Distract, Delegate and Delay (Catalyst.org). Regular training and clear policies help everyone engage in a culture of respect and safety.

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