A recent ILO survey of company policies on sexual harassment revealed this to be the centerpiece of their policies. This is what distinguishes it from friendly behaviour which is welcome and mutual. The ILO's experience indicates that even when the phenomenon in a particular society is denied by some, its existence is equally positively asserted by those who suffer from it, indicating that lack of awareness of its existence does not necessarily mean that it is not present. Moreover, there is a growing body of empirical research, including case law, documenting the incidence of sexual harassment at work. For employees, the consequences of sexual harassment for the victim can be devastating.
Sexual harassment leads to frustration, loss of self-esteem, absenteeism and decreased productivity.
For enterprises , in addition to the negative effects mentioned previously, sexual harassment can even be the cause behind valuable employees quitting or losing their jobs when they had otherwise demonstrated good performance. Allowing a climate of tolerance of sexual harassment leaves the enterprise with a poor image, assuming victims are complaining and making their situations public. Furthermore, in a growing number of countries where court action may successfully result in damages and fines, financial risks are increasing. The consequences for society as a whole are that sexual harassment impedes the achievement of equality, it condones sexual violence and has detrimental effects on the efficiency of enterprises, hindering productivity and development. It's victims can be workers in the public service, in large and small enterprises, in services and shops, on plantations and farms, and entrepreneurs and traders in marketplaces.