Beyond the Mistletoe: Confronting Sexual Harassment at Work Christmas Parties
Written by Annabelle Joseph
In her 2014 book, Everyday Sexism, Laura Bates shared testimonies from women who had experienced sexual harassment in the workplace. One woman recalled how a male boss said he’d love to bend her over. When she reported this to a female supervisor, she was told she was being “sensitive’’. Such accounts highlight the pervasive nature of workplace harassment and the societal tendency to dismiss or trivialise it.
A 2022 Randstad report found that 72% of women in the UK have either witnessed or experienced inappropriate behaviour from male colleagues. Despite efforts by British feminists in the early 1980s to tackle workplace harassment, it was not formally recognised within legal or governmental legislation until the early 2000s. Evidently, workplace harassment has long been entrenched, yet it has taken years to be revealed publicly, in part due to the normalisation of rape culture.
This culture, which trivialises and excuses sexual violence, continues to manifest in workplaces and beyond. Just weeks ago, celebrity chef Gregg Wallace was accused of inappropriate behaviour spanning 17 years. While Wallace denies the allegations, the claims point to the broader issue of workplace harassment and the societal structures that enable it.
Addressing this issue demands systemic change. It is vital that organisations take responsibility for creating safe and respectful spaces. It is vital that survivors are listened to and proactive steps are taken to prevent misconduct.
Recognising Sexual Harassment in the Workplace
Under the Worker Protection Act, employers are required to hold individuals accountable for sexual harassment. Employment Lawyer Alison Loveday defines sexual harassment as “unwanted behaviour of a sexual nature. It must have either violated someone’s dignity, whether it was intended or not, or created an intimidating, hostile, degrading, humiliating or offensive environment for them, whether it was intended or not.”
It is also important to note that the workplace isn’t limited simply to the office. Loveday says that “if an event or situation is in any way connected with work then it can fall under the workplace… and there could be a claim brought forward for sexual harassment”. This includes the annual “Christmas party”.
The festive season often brings a heightened risk of inappropriate behaviour. While work parties can be a time for celebration and bonding, they frequently reveal the underlying rape culture present in many workplaces. Recognising this is key to addressing and preventing the issue.
Rape culture at work: what does it look like?
Rape culture isn’t confined to physical violence; it also includes subtle behaviours that trivialise sexual misconduct. These behaviours can shift responsibility onto survivors, for example, by questioning what they wear or how they act.
At work Christmas parties, rape culture may manifest in:
‘Jokes’ or comments: Normalising inappropriate language or behaviour as harmless fun.
Boundary crossing: Using the relaxed nature of the event as an excuse to act inappropriately.
Power imbalances: Senior staff exploiting their control or influence over junior colleagues.
Dismissal of concerns: Ignoring or downplaying inappropriate behaviour when it is reported.
What should companies be doing? To combat and tackle rape culture, organisations must adopt proactive and systemic measures. Social events like Christmas parties should be spaces for respect and inclusivity, not harm.
Here are some tips from Everyone’s Invited on how workplaces can create a culture of respect and accountability all year round, not just at Christmas:
Reject the blame game:
Make it clear that the responsibility for misconduct lies solely with the perpetrator. Alcohol, attire, or the setting are never valid excuses.
Set clear expectations:
Communicate a zero-tolerance policy for harassment in all forms. Gently remind staff before events that professional boundaries remain in place, even during informal gatherings.
Empower bystanders:
Train employees to recognise problematic behaviour and intervene safely. Encourage active support for survivors by emphasising collective accountability, and discourage passive behaviour when witnessing sexual harassment.
Provide safe reporting channels:
Offer safe, confidential ways for staff to report misconduct. Ensure that survivors feel supported and their concerns are taken seriously.
Challenge harmful attitudes:
Training resources and workplace initiatives can educate employees about rape culture, consent, and respectful behaviour. Regular workshops and internal check-ins can help to shift workplace culture.
Lead by example:
It is essential that senior staff conduct themselves appropriately and actively address issues promptly if they arise. Evidence shows that leadership plays a crucial role in setting the tone for accountability and change.
Recognising and addressing harassment
Sexual harassment in the workplace is all too common, with behaviour ranging from inappropriate comments to unwelcome physical advances. Such actions, whether intentional or not, create hostile or offensive environments, and perpetuate rape culture.
Recognising harassment is the first step towards addressing it. According to the law, even a single instance of unwanted behaviour can constitute sexual harassment.
Employers have a legal and moral responsibility to ensure a safe and respectful workplace. Proactive measures, such as clear anti-harassment policies and training, can help prevent such issues and build lasting cultural change.
Support for survivors
If you experience sexual harassment at work, remember that you are not alone. Where possible, document incidents clearly and seek advice early. The law protects you from retaliation for coming forward. Support is available, and your voice matters. Together, we should all be trying to create workplaces that are not just safe during office hours but respectful and inclusive year-round.