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Sexual harassment is bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors.^[1] In most modern legal contexts, sexual harassment is illegal. As defined by the US Equal Employment Opportunity Commission (EEOC)

                                hIt is unlawful to harass a person (an applicant or employee) because of that person's sex." Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. The legal definition of sexual harassment varies by jurisdiction. Sexual harassment is subject to a directive in theEuropean Union.

 laws surrounding sexual harassment exist, they generally do not prohibit simple teasing, offhand comments, or minor isolated incidents. In the workplace, harassment may be considered illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted, or when the victim decides to quit the job). The legal and social understanding of sexual harassment, however, varies by culture.

In the context of US employment, the harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer, and harassers or victims can be of any sex or gender.

It includes a range of actions from mild transgressions to sexual abuse or sexual assault.Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse (sexual and psychological) and bullying. For many businesses and other organizations, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making.

The concept of sexual harassment, in its modern understanding, is a relatively new one, dating from the 1970s onwards; although other related concepts have existed prior to this in many cultures. The term sexual harassment was used in 1973 in "Saturn's Rings", a report authored by Mary Rowe to the then President and Chancellor of MIT about various forms of gender issues.^[5] Rowe has stated that she believes she was not the first to use the term, since sexual harassment was being discussed in women's groups in Massachusetts in the early 1970s,

First or one of the first large organizations to discuss the topic (in the MIT Academic Council), and to develop relevant policies and procedures. MIT at the time also recognized the injuries caused by racial harassment and the harassment of women of color, which may be both racial and sexual. The President of MIT also stated that harassment (and favoritism) are antithetical to the mission of a university as well as intolerable for individuals.

In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brownmiller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: "Eight of us were sitting in an office ... brainstorming about what we were going to write on posters for our speak-out. We were referring to it as 'sexual intimidation,' 'sexual coercion,' 'sexual exploitation on the job.' None of those names seemed quite right. We wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with 'harassment.' 'Sexual harassment!' Instantly we agreed.

These activists, Lin Farley, Susan Meyer, and Karen Sauvigne went on to form Working Women's Institute which, along with the Alliance Against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s.

Still the term was largely unknown until the early 1990s when Anita Hill witnessed and testified against Supreme Court nominee Clarence Thomas. Since Hill testified in 1991, the number of sexual harassment cases reported in US and Canada increased 58 percent and have climbed steadily.

Sexual harassment may occur in a variety of circumstances—in workplaces as varied as factories, school, academia, Hollywood and the music the perpetrator is in a position of power or authority over the victim (due to differences in age, or social, political, educational or employment relationships) or expecting to receive such power or authority in form of promotion. Forms of harassment relationships .

• The perpetrator can be anyone, such as a client, a co-worker, a parent or legal guardian, relative, a teacher or professor, a student, a friend, or a stranger.
• The victim does not have to be the person directly harassed but can be a witness of such behavior who finds the behavior offensive and is affected by it.
• The place of harassment occurrence may vary from school, university, workplace and other.
• There may or may not be other witnesses or attendances.
• The perpetrator may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful.
• The incident can take place in situations in which the harassed person may not be aware of or understand what is happening.
• The incident may be one time occurrence but more often it has a type of repetitiveness.
• Adverse effects on the target are common in the form of stress and social withdrawal, sleep and eating difficulties, overall health impairment, etc.
• The victim and perpetrator can be any gender.
• The perpetrator does not have to be of the opposite sex.
• The incident can result from a situation in which the perpetrator thinks they are making themselves clear, but is not understood the way they intended. The misunderstanding can either be reasonable or unreasonable. An example of unreasonable is when a woman holds a certain stereotypical view of a man such that she did not understand the man’s explicit message to stop.

With the advent of the Internet, social interactions, including sexual harassment, increasingly occur online, for example in video games.

According to the 2014 PEW research statistics on online harassment, 25% of women and 13% of men between the ages of 18 and 24 have experienced sexual harassment while online.

One of the difficulties in understanding sexual harassment, is that it involves a range ofbehaviors. In most cases (although not in all cases) it is difficult for the victim to describe what they experienced. This can be related to difficulty classifying the situation or could be related to stress and humiliation experienced by the recipient. Moreover, behavior and motives vary between individual cases.

Dzeich et al. has divided harassers into two broad classes:

• Public harassers are flagrant in their seductive or sexist attitudes towards colleagues, subordinates, students, etc.
• Private harassers carefully cultivate a restrained and respectable image on the surface, but when alone with their target, their demeanor changes.

Langelan describes four different classes of harassers.^[17]

• Predatory harasser who gets sexual thrills from humiliating others. This harasser may become involved in sexual extortion, and may frequently harass just to see how targets respond. Those who don't resist may even become targets for rape.
• Dominance harasser: the most common type, who engages in harassing behavior as an ego boost.
• Strategic or territorial harassers who seek to maintain privilege in jobs or physical locations, for example a woman's harassment of male employees in a predominantly female occupation.

Street harasser: Another type of sexual harassment performed in public places by strangers. Street harassment includes verbal and nonverbal behavior, remarks that are frequently sexual in nature and comment on physical appearance or a person's presence in public.

Sexual harassment and assault may be prevented by secondary school, college and workplace education programs. At least one program for fraternity men produced "sustained behavioral change.

Many sororities and fraternities in the United States take preventative measures againsthazing and hazing activities during the participants' pledging processes (which may often include sexual harassment). Many Greek organizations and universities nationwide have anti-hazing policies that explicitly recognize various acts and examples of hazing, and offer preventative measures for such situations.

Effects of sexual harassment can vary depending on the individuality of the recipient and the severity and duration of the harassment. Often, sexual harassment incidents fall into the category of the "merely annoying. In other situations harassment may lead to temporary or prolonged stress and/or depression depending on the recipient's psychological abilities to cope and the type of harassment, 

 social support or lack thereof for the recipient. Psychologists and social workers report that severe/chronic sexual harassment can have the same psychological effects as rape or sexual assault. Victims who do not submit to harassment may also experience various forms of retaliation, including isolation and bullying.

As an overall social and economic effect every year sexual harassment deprives women from active social and economic participation, and costs hundreds of millions of dollars in lost educational and professional opportunities for mostly girls and women. However, the quantity of men implied in these conflicts is significant.

Sexual harassment, by definition, is unwanted and not to be tolerated. However, there often are a number of effective ways for offended and injured people to overcome the resulting psychological effects, remain in or return to society, regain healthy feelings within personal relationships when they were affected by the outside relationship trauma, regain social approval, and recover the ability to concentrate and be productive in educational, work, etc. environments.

This may include stress management and therapy, cognitive-behavioral therapy. Friends and family support, etc.

Immediate psychological and legal counseling are recommended since self-treatment may not release stress or remove trauma, and simply reporting to authorities may not have the desired effect, may be ignored, or may further injure the victim at its response.

A 1991 study done by K.R. Yount found three dominant strategies developed by a sample of women coal miners to manage sexual harassment on the job: the "lady", the "flirt", and the "tomboy". The "ladies" were typically the older women workers who tended to disengage from the men, kept their distance, avoided using profanity, avoided engaging in any behavior that might be interpreted as suggestive.

They also tended to emphasize by their appearance and manners that they were ladies. The consequences for the "ladies" were that they were the targets of the least amount of come-ons, teasing and sexual harassment, but they also accepted the least prestigious and lowest-paid jobs.