The recent ‘I’m asking for it’ campaign from Right to Equality by CPB London boldly challenges societal attitudes towards sexual violence and consent. With its intentionally provocative title, I can see how it is pushing the government towards adopting the "affirmative consent" model, emphasising the importance of active, voluntary, and mutual participation in sexual activity.

By reclaiming a phrase commonly used to justify sexual violence, the campaign flips the narrative, highlighting the urgent need for legal reform. As it rolls out across various platforms, the work is truly challenging viewers to reconsider their perceptions and advocate for meaningful change in how society approaches sexual consent and violence.

It raises an issue we often get asked at timeTo, namely - what is sexual harassment? To understand this, you need to know what it means to cross the line into unacceptable behaviour. This requires education around sexual harassment and consent - something that’s also required for this national campaign to work.

Clearly understanding what sexual harassment is and the many forms it can take can help create a safe working environment for all. We asked a number of our endorsers to submit some questions they may have anonymously, so we can all grasp a better understanding of what constitutes as sexual harassment.

How can I avoid sexual harassment when some people may find my actions offensive? For example, using the term 'love' as a friendly gesture.

Every individual has different boundaries, therefore to understand better how people prefer to be addressed we would suggest asking the people around you, e.g. do you mind when I use the term ‘love’ when talking to you? While we may not intend to make anyone feel uncomfortable, if the impact of our words or actions causes harm to another person, always apologise, acknowledge the behaviour/language and make a conscious effort to change this moving forward.

If in doubt, using someone’s name is the safest bet!

If a co-worker or manager comments on my clothing or appearance, is that sexual harassment?

The Equality Act 2010 defines sexual harassment as unwanted conduct of a sexual nature, which has the purpose or effect of violating the dignity of a worker, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

The crucial word in the definition is ‘unwanted’.

If you feel uncomfortable about the comments on your appearance, a first step could be to approach the colleague or manager and explain that the comments are unwelcome and are making you feel uncomfortable. If the comments are of a sexualised nature, please report to your HR team or speak to NABS for a confidential, compassionate ear for some advice on what to do next.

Is sexual harassment ever a criminal matter?

Sexual harassment can cover a range of unwelcome behaviours from seemingly trivial banter to criminal sexual assault.

If you believe the conduct may amount to criminal behaviour, such as rape, sexual assault, stalking, indecent exposure, upskirting or offensive communications it may be necessary to report the matter to the police and cooperate with a criminal investigation or prosecution.

If I have experienced sexual harassment without any physical evidence, is it still possible to report?

It is possible to report sexual harassment without any physical evidence. Often, harassment will not begin with physical contact. It may be unwelcome comments; sexualised jokes; inappropriate messages on email; touching without consent; sharing sexually inappropriate images or videos.

Make a detailed note of what was said, date, time, location, how you felt in that moment and after and note down anyone else who was present. Talk to an appropriate person in your business: perhaps your line manager, HR department or another senior leader in the business.

You may also need to put it formally in writing, keeping a copy for yourself, and follow your company’s grievance or bullying and harassment procedure, so keeping a diary or list detailing the times you have been harassed will become a useful reference for the reporting and investigation process. Again, you can speak to NABS for a completely independent chat and they can provide you with some options and what to expect.