From Harassment to Sextortion: Unpacking the Full Spectrum of Sexual Misconduct

These definitions have become the standard reference for humanitarian and protection actors. They emphasize that SEA by staff constitutes gross misconduct and mandate zero tolerance, including the prohibition of sexual relationships with beneficiaries. However, they focus primarily on staff-to-beneficiary misconduct and do not fully capture the broader range of sexual misconduct occurring within institutions themselves—between colleagues, across reporting lines, or in professional and transactional settings.

As understanding of power dynamics has evolved, so too has the need for a broader, more precise vocabulary to describe forms of misconduct not always covered under SEA frameworks.

Sexual Misconduct: The Broadest Category

Sexual misconduct is an umbrella term for any inappropriate sexual behavior that violates professional, ethical, or institutional standards. It includes behavior that may not rise to the level of harassment or criminal conduct but still violate professional norms and contribute to unsafe or uncomfortable environments.

Organizations must take all forms of misconduct seriously to prevent escalation. When left unaddressed, minor infractions can erode workplace trust, creating an environment where more serious violations are tolerated and accountability becomes increasingly difficult.

Sexual Harassment: A Hostile Work Environment

Sexual harassment involves unwanted sexual advances, verbal remarks, or physical actions that create a hostile workplace or professional setting. It is often normalized, dismissed, or tolerated, particularly in male-dominated industries.

Unchecked harassment establishes a pattern of behavior that signals to victims and perpetrators alike that misconduct will not be addressed. When organizations fail to act early, they reinforce the power dynamics that allow more egregious abuses to thrive.

Sexual Abuse: Violation of Bodily Autonomy

Sexual abuse involves any actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. It includes acts such as assault, molestation, or rape. These are violations of bodily autonomy and, in most legal systems, are considered criminal offenses.

In some organizations, sexual abuse between staff may be handled under sexual harassment policies due to jurisdictional definitions tied to workplace conduct. However, it is crucial to recognize that sexual harassment and sexual abuse can occur in any context, whether involving colleagues, beneficiaries, or external actors.

Organizations must ensure that survivors have access to confidential, safe, and trauma-informed reporting mechanisms, and that these reports lead to timely, competent investigations and clear accountability.

Sexual Exploitation (within Sexual Corruption): When Power Becomes a Currency

Sexual exploitation refers to the abuse of a position of power, trust, or vulnerability for sexual purposes—often involving an unspoken or transactional exchange of sex for access, protection, or opportunity. This is the form of misconduct most commonly addressed in PSEA frameworks, but it also occurs within internal hierarchies, particularly in environments with weak oversight or limited economic alternatives.

This form of misconduct is often normalized or misclassified due to institutional cultures that ignore power differentials in “consensual” relationships. As such, sexual exploitation within sexual corruption is not always overt—making it difficult to identify, report, or investigate.

Organizations must recognize that power can distort consent, and that systemic abuse often hides behind informal arrangements or patterns of silence. Policies should address both external exploitation (e.g., aid recipient cases) and internal misconduct between staff and leadership.

Sextortion: The Ultimate Coercion

Sextortion is a specific and particularly coercive form of sexual exploitation, in which someone abuses their position of authority to demand sexual favors in exchange for avoiding harm or gaining access to essential services, decisions, or legal outcomes. It blends elements of corruption, coercion, and sexual abuse.

Sextortion is now recognized by many legal and anti-corruption bodies as a form of corruption, where sex replaces money as the bribe. It exploits institutional authority and individual vulnerability, and thrives in systems where oversight is weak or where reporting channels lack independence or survivor protection.

To address sextortion, organizations must look beyond traditional safeguarding frameworks and implement anti-corruption and accountability measures that treat sex-for-favor exchanges with the same seriousness as financial bribery or fraud.

Why Organizations Must Take Early Action

Sexual misconduct follows patterns. When early behaviors are ignored, normalized, or tolerated, they create the conditions in which more severe forms of abuse can flourish. If an organization does not take harassment seriously, it is unlikely that victims will trust its response to corruption, abuse, or sextortion.

Integrity starts with action. Organizations that address misconduct at every level—not just at crisis points—build trust, accountability, and safer workplaces. Institutions must move beyond compliance to cultural change, ensuring that integrity is not just a policy but a lived reality.

What Integrity Professionals & Employers Can Do

Organizations seeking to strengthen their safeguarding frameworks, misconduct policies, and response mechanisms must take a proactive, systemic approach to prevention and accountability. Addressing sexual misconduct effectively requires more than compliance—it demands a cultural shift that prioritizes early intervention, transparency, and survivor-centered reporting mechanisms.

To build a safer and more accountable workplace, integrity professionals and organizations should:

Sexual misconduct is not just a legal risk—it is a structural issue that undermines trust, workplace safety, and institutional integrity. Organizations that fail to act not only expose themselves to reputational damage but also weaken the very safeguarding mechanisms meant to protect their people.

If your organization is looking to strengthen its sexual misconduct policies, improve response systems, or conduct an independent safeguarding investigation, STB Integrity specializes in building robust frameworks that prioritize transparency, accountability, and survivor-centered approaches.

📩 Get in touch to learn how we can support your safeguarding and integrity efforts.