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Quizzes > Business & Finance > Marketing & Management

Sexual Harassment Awareness Quiz - Test Yourself Now!

Think you can ace our harassment questions and answers? Dive in now!

Difficulty: Moderate
2-5mins
Learning OutcomesCheat Sheet
Paper art illustration for sexual harassment quiz on a sky blue background

Curious about your grasp of respectful workplace behavior? Jump into our Free Sexual Harassment Quiz to challenge your understanding of boundaries and conduct. Whether you're a long-time team member or new to the office, this sexual harassment test delivers harassment questions and answers and essential workplace harassment questions and answers to sharpen your insight. Take our "am i being sexually harassed quiz" to explore scenarios that clarify grey areas and equip you to spot inappropriate conduct early. Ready to level up your awareness? Check out workplace harassment quiz answers or our workplace safety quiz with answers . Dive in now, know your rights, and help foster a supportive environment!

What is the best definition of workplace sexual harassment?
Consensual flirting that both parties enjoy
Unwelcome sexual advances or conduct that creates a hostile environment
Any off-duty relationship between employees
Performance evaluations based solely on personal opinion
Workplace sexual harassment is defined as unwelcome sexual advances or conduct that creates a hostile environment or is a term or condition of employment. This definition is supported by federal guidelines. EEOC Sexual Harassment Guidance
Which of the following scenarios is an example of quid pro quo sexual harassment?
A coworker telling jokes about a protected class
A supervisor promising a promotion in exchange for a date
Two employees exchanging friendly emails
A manager offering training to all staff
Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions. A supervisor promising a promotion for a date is a textbook example. EEOC Quid Pro Quo Guidance
Which federal law explicitly prohibits workplace sexual harassment based on gender?
Americans with Disabilities Act
Title VII of the Civil Rights Act of 1964
Fair Labor Standards Act
Family and Medical Leave Act
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin, including sexual harassment. Title VII Overview
What term describes behavior that is so verbal or physical it unreasonably interferes with an employee’s work performance?
Hostile work environment
Constructive criticism
Team building
Performance management
A hostile work environment exists when unwelcome conduct is so severe or pervasive that it interferes with an employee’s work performance. Hostile Work Environment
Who can be a victim of workplace sexual harassment?
Only female employees
Only employees under 40 years old
Anyone regardless of gender or age
Only hourly employees
Anyone can be a victim of sexual harassment, regardless of gender, age, or employment status. Federal law protects all employees. EEOC Protected Classes
Harassment becomes unlawful when it is:
Unwelcome and based on a protected characteristic
Friendly and consensual
Discussed in employee break rooms
Mentioned only once
Harassment is unlawful when it is unwelcome and based on a protected characteristic such as sex, creating a hostile or abusive work environment. EEOC Harassment Types
Which government agency is responsible for enforcing federal laws against workplace sexual harassment?
Occupational Safety and Health Administration (OSHA)
Equal Employment Opportunity Commission (EEOC)
National Labor Relations Board (NLRB)
Department of Labor (DOL)
The EEOC enforces federal laws prohibiting workplace discrimination and harassment, including sexual harassment. EEOC Overview
If you experience or witness sexual harassment, the first step is to:
Post about it on social media
Confront the harasser aggressively
Report it to your supervisor or HR
Ignore it and hope it stops
The appropriate first step is to report the behavior to a supervisor or your HR department so the employer can address and investigate the complaint. Reporting Harassment
A coworker emails you explicit jokes and continues after you ask them to stop. What type of harassment is this?
Hostile work environment harassment
Quid pro quo harassment
Career development
Performance feedback
Persistent unwelcome emails that create an offensive or intimidating environment qualify as hostile work environment harassment. Hostile Environment
Your manager implies that a raise depends on going on a date. What should you do first?
Accept to secure the raise
Report the demand to HR
Tell other coworkers for advice
Ignore and hope it stops
Quid pro quo harassment by a manager should be reported immediately to HR to initiate an investigation and protect your rights. EEOC Guidance
Which step is typically included in an employer’s internal harassment investigation?
Immediate termination of all accused parties
Interviewing the complainant and witnesses
Posting details on the company intranet
Publicizing results to the entire staff
A thorough investigation includes interviewing the complainant, the accused, and any witnesses to gather facts before deciding on corrective action. SHRM Investigation Guide
Which of the following is NOT a sign of a hostile work environment?
Persistent crude jokes directed at a person
Repeated unwelcome physical contact
Occasional friendly compliments
Display of offensive images
Occasional friendly compliments that are welcome do not constitute a hostile environment. The other options are unwelcome, repeated, and offensive. EEOC Harassment Types
After filing an internal complaint, you still face retaliation. What can you do next?
File a charge with the EEOC
Resign immediately without notice
Post negative reviews online
Ignore the behavior
If internal procedures fail, you can file a formal charge with the EEOC within the statutory time limit to seek legal remedy. How to File a Charge
Which behavior is likely to establish a hostile work environment?
A single off-color comment
Repeated derogatory remarks about gender
Private performance review
Mandatory safety training
Repeated derogatory remarks about a protected characteristic can create an abusive environment that interferes with work performance. EEOC Guidelines
Which factor increases the likelihood that conduct will be deemed severe or pervasive?
The conduct is isolated and infrequent
The conduct is welcome and mutual
The conduct occurs repeatedly over time
The conduct happens only outside work
Repeated conduct over time contributes to a finding that the environment is hostile or abusive under legal standards. EEOC Severe or Pervasive
What is the recommended timeframe for an employer to complete a harassment investigation?
Within 30 calendar days
At least 180 days
After one year
No formal timeframe is needed
Best practices suggest completing investigations within 30 calendar days to ensure prompt resolution and fairness. SHRM Best Practices
Which Supreme Court case first recognized hostile work environment sexual harassment under Title VII?
Meritor Savings Bank v. Vinson
Brown v. Board of Education
Roe v. Wade
Griggs v. Duke Power Co.
Meritor Savings Bank v. Vinson (1986) established that a hostile work environment constituted sexual harassment under Title VII. Meritor v. Vinson
What legal standard requires that harassment be "severe or pervasive"?
Objective and subjective reasonable person standard
Preponderance of the evidence only
Beyond a reasonable doubt
Clear and convincing evidence
The severe or pervasive standard uses both an objective (reasonable person) and subjective (victim’s perspective) test to assess hostile environment claims. EEOC Harassment Guidance
Under the Faragher-Ellerth defense, when can an employer avoid liability for supervisor harassment?
When the employee did not suffer any economic harm
When no one witnessed the harassment
When the employer exercised reasonable care and employee unreasonably failed to use it
When the complaint was filed more than one year later
Under Faragher-Ellerth, an employer is liable unless it can prove it exercised reasonable care to prevent and correct harassment and the employee unreasonably failed to take advantage of preventive or corrective opportunities. Faragher-Ellerth Defense
What is the typical statute of limitations to file a charge with the EEOC?
90 days
180 days
One year
Two years
Generally, you must file a charge with the EEOC within 180 days of the alleged unlawful practice, though state deadlines may vary. EEOC Filing Deadlines
Which act strengthened remedies for discrimination and harassment in 1991?
Civil Rights Act of 1991
Equal Pay Act
ADA Amendments Act
Family Medical Leave Act
The Civil Rights Act of 1991 provided for compensatory and punitive damages in discrimination lawsuits and clarified employer liability for harassment. Civil Rights Act of 1991
Which framework is used to analyze an employer’s liability for coworker harassment?
Defendant’s rebuttal framework
Faragher-Ellerth affirmative defense
Negligence standard requiring knowledge and failure to act
Strict liability without regard to employer action
Employer liability for coworker harassment typically uses a negligence standard, where the employer knew or should have known and failed to take prompt corrective action. EEOC Framework
Under EEOC guidelines, which factor is NOT considered when evaluating harassment severity?
Frequency of the conduct
Severity or physical threat
Employer’s profit margin
Effect on employee’s work performance
The employer’s profit margin has no bearing on harassment severity. Frequency, severity, and impact on performance are key factors. EEOC Guidance
Which international instrument provides guidance on sexual harassment as a violation of human rights in the workplace?
UN Convention on the Rights of the Child
ILO Violence and Harassment Convention, 2019 (No. 190)
Geneva Conventions
Base Convention for World Health
The ILO Violence and Harassment Convention (No. 190) recognizes sexual harassment as a violation of a worker’s human rights and sets international standards for prevention. ILO Convention No. 190
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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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