Stereotypes and the Credibility of Sexual Harassment Claims

 Posted on July 05, 2026 in Sexual Harassment

Every human being, no matter how enlightened, accepting, or empathetic, has biases. Biases can be enhanced by stereotypes, which together can cause prejudices, which lead us to discriminate (positively or negatively) against others.

This cognitive bias exists for a reason; it allows human beings to analyze a new situation quickly. This helps our brains sift through the millions of pieces of information we receive, but it can also lead to errors in reasoning.

While stereotyping others can be relatively innocuous, it can also cause serious consequences for those who are stereotyped. A prime example is the fact that sexual harassment claims by "non-typical" women are often perceived as less credible. In short, less "feminine" women, overweight women, LGBTQ women, or other non-stereotypical women may not be believed when they report sexual harassment.

Imagine being the victim of sexual harassment in the workplace, yet your story is brushed off because you do not look like others think a female harassment victim "should" look. If you are the victim of sexual harassment in the workplace in 2026, it is crucial that you speak to a knowledgeable Wheaton, IL sexual harassment lawyer. At Mirabella, Kincaid, Frederick & Mirabella, LLC, we will strongly advocate on your behalf, fighting against any stereotypes to seek the justice you deserve.  

How Common Is Workplace Sexual Harassment Against Women?

Unfortunately, workplace sexual harassment is common, yet still rarely reported. More than 60 percent of all women say they have experienced some level of sexual harassment in the workplace, with that figure rising to 90 percent in certain industries.  

Among women who have experienced workplace sexual harassment, one in seven choose to change jobs rather than report the incident or incidents. Overall, more than 85 percent of women who experience sexual harassment never file a formal legal charge, and 70 percent do not even make an internal complaint.

Not All Women Receive Justice, Legal Protection, or Fairness When They Report Sexual Harassment

Not only is a sexual harassment claim deemed less credible when reported by a woman who is not perceived as overtly feminine, but the act itself is believed to be less psychologically harmful to a female who is not considered attractive.

In Western society, the stereotypical woman is perceived as attractive, thin, and relatively young. The stereotypical woman dresses in a feminine manner and has hobbies like shopping and watching romantic movies.

This means that, for example, a middle-aged, slightly overweight woman who prefers wearing pants to frilly dresses and loves sports may be viewed differently, to the point of not having her story believed when reporting sexual harassment.

How Do Sexual Harassment Statistics Differ Based on Race, Disability, and Other Protected Characteristics?

Stereotyping affects more than whether a woman's appearance influences her credibility. It also reinforces and compounds bias based on race, disability, sexual orientation, gender identity, national origin, and other characteristics protected under both Title VII of the Civil Rights Act and the Illinois Human Rights Act.

Research consistently shows that women of color report experiencing workplace sexual harassment at higher rates than white women, yet they are often less likely to have their claims taken seriously or resolved in their favor. Studies have found that Black women, in particular, are more likely to face both racial and sexualized harassment simultaneously. This can make it harder for investigators or juries to separate the two forms of misconduct when evaluating a claim.

Women with disabilities face a similar pattern. Data collected by disability advocacy organizations shows that women with disabilities experience sexual harassment at rates equal to or higher than women without disabilities. Yet their claims are frequently dismissed based on assumptions about their credibility, their ability to accurately perceive what happened, or a stereotype that they are not viewed as sexually desirable and therefore unlikely targets.

LGBTQ employees face their own layer of bias, since harassment against them is sometimes minimized or reframed by employers as teasing or a personality conflict rather than being recognized as unlawful harassment connected to sexual orientation or gender identity.

When and Why Are Sexual Harassment Claims Not Taken Seriously?

Sexual harassment claims are dismissed or minimized for a range of reasons, many of which have little to do with whether the harassment actually happened.

Common reasons claims are not taken seriously include the following:

• The accused person holds a position of power or seniority, and coworkers or supervisors are reluctant to challenge that authority.
• The victim delayed reporting the harassment. This is sometimes wrongly treated as a sign the harassment was not serious, even though delayed reporting is extremely common.
• The workplace culture normalizes inappropriate jokes or comments, making a single incident seem minor when viewed in isolation.
• The victim does not match a decision maker's internal idea of what a credible victim looks or acts like.
• The company is concerned about reputational or financial harm and prioritizes protecting the accused employee or the business over addressing the complaint.
• A lack of witnesses or documentation leads investigators to default to disbelief rather than a fair evaluation of the available evidence.

Under the Illinois Human Rights Act, employers have an affirmative obligation to address workplace harassment once they are made aware of it, and failing to take a complaint seriously can itself become part of a larger legal claim against the employer, separate from the harassment itself.

Sexual Harassment is Not Just About Sex

Although sexual harassment can and does happen to men in the workplace, it remains a predominantly female problem. Surprisingly, workplace sexual harassment is rarely about sexual desire; rather, it is about control and power. If sexual harassment comes from a superior, that person likely knows he or she can get by with the sexual harassment because the employees need their jobs too much to quit.

Some men in authority sexually harass females who work for them as a way of asserting dominance. Being sexually harassed is bad enough. Not being believed when reporting sexual harassment because of one's appearance makes the harassment that much worse.

Contact a DuPage County, IL Sexual Harassment Lawyer

Sexual harassment in the workplace can lead to emotional and physical distress, absenteeism, reduced job performance, and low morale and self-esteem. When you choose a highly-skilled, compassionate Wheaton, IL sexual harassment lawyer from MKFM Law, you have taken an important step toward real justice. Contact Mirabella, Kincaid, Frederick & Mirabella, LLC at 630-665-7300 to schedule an initial attorney meeting.