Sexual Harassment in the Advertising Industry

Sexual harassment is a popular form of gender discrimination at workplace and it is barred by the federal and state governments. According to the existing laws, it is prohibited to harass or discriminate workers or job applicants based on their gender. The advertising domain is an expansive industry composed of media houses, advertising agencies, marketing and public relation companies that connects manufacturers with their customers.

In recent years, the advertising industry has been in the spotlight due to the rising number of complaints regarding sexual harassment, with most victims being women. These victims report to have been harassed, discriminated against, and sexually assaulted at one time by work colleagues, managers, or customers. Furthermore, some harassment claims touch on colleagues of the same gender and even those of the opposite gender. In addition, sexual harassment can involve uninvited sexual advances, appeal for sexual favors to get employment benefits, pressure for sexual favors to close a sales deal, and displaying offensive posters that are regarded as embarrassing or annoying.

Many people have boldly stepped forward as victims of sexual harassment in the advertising industry, leading to the removal of famous figures who have abused their power through illegal conduct. Therefore, advertising agencies can create a safer work setting for employees by understanding the underlying causes of sexual harassment and being cautious. Below are five common causes of sexual harassment in the advertising industry.
1. Power disparity: involves senior officers intimidating and sexually harassing junior employees
2. Employees are under too much stress, thereby expressing their emotions to other colleagues
3. Many agencies have poorly managed policies and procedures in the workplace. Rules are likely to be broken if the company policies are not spoken
4. Employees do not understand what counts as sexual harassment at their workplace.
5. A relaxed workplace culture.

Sexual harassment often results in emotional and reputational damage to the victim. Therefore, upon effectively establishing a sexual harassment case in court, a victim can recuperate damages incurred. The most common damages are compensatory damages, punitive damages, back pay, and front pay. Back pay is presented to victims who have had their employment terminated due to sexual harassment.

The back pay is calculated based on the victim’s earnings, bonuses, vacations, and retirement benefits that the victim would have earned from the time of termination to the date of the award. Front pay is awarded if the victim was terminated to compensate for the income loss suffered from the judgment date into the future. It is calculated based on the victim’s age, the length of employment, and the possibility of finding a similar job with a different employer.

Sexual harassment is a complex topic that many people shy away from in the workplace. In the advertising industry, several agencies conduct sexual harassment training once a year. Unfortunately, employees tend to be forgetful of the activity. Therefore, to reduce the number of sexual harassment cases in the workplace, it is imperative to create a culture of accountability and awareness through regular enhanced training on sexual harassment.

If you happen to be sexually assaulted in the advertising industry, you should consult an attorney about your possible claims. More so, you will enjoy legal representation against advertisers and other employers. Even though no policy can eliminate the problem of sexual harassment, creating awareness helps reduce the practice. These policies aim to create a safer workplace for men and women and prevent negative actions in the advertising industry.

Free Consultation


Shortly after beginning medical school, I experienced some academic difficulties. After seeing my physicians, I was diagnosed with ADHD. After I started receiving specific treatment for ADHD, I requested the school to accommodate me for the disability as recommended by my physician. One of the requests made was for extended time to take my exams. The extension of time was granted...

~Kenneth Broodo, Esq.

Partner at Gardere Wynne Sewell LLP
I hired Lenard Leeds, Esq. to assist me with my wrongful termination. I was let go of my position because of my age. I was not only told to take a decrease in pay but also required to work fewer hours to do the same job. Additionally, they kept asking me “When are you going to retire?” I visited the...


I want to thank you again for assisting me in overseeing my issues with my employer. This is the second time I have used Lenard Leeds, Esq. to fight for me. This time I was a National Sales Manager of a drug company, where acts of discrimination based on my age, national origin and retaliation took place. Mr. Leeds and...

~Law Professor

Discrimination Case

$19 Million

Settlement Secured in a National Origin
View More

Request Free Consultation

Please fill out the form below to receive a free consultation, we will respond to
your inquiry within 24-hours guaranteed.


One Old Country Road, Suite 347 Carle Place, NY 11514


get directions


101 Greenwich Street, 22nd Floor New York, NY 10006


get directions
Call Now!