Addressing Sexual Harassment in the Hospitality Industry: A Growing Concern for Teen Workers

Oct 08, 2024

Sexual harassment is a widespread issue in many industries, but one of the sectors most affected is hospitality. With its informal atmosphere, fast-paced environment, and reliance on customer service, the hospitality industry can be challenging for workers of all ages. However, teens, especially those who are working in their first jobs, are particularly vulnerable. Inappropriate comments, unwelcome physical advances, and sexually suggestive behavior are distressingly common experiences for young workers in bars, restaurants, and hotels. This article dives into the reality of harassment faced by teens in hospitality, exploring the reasons behind its prevalence and offering solutions to create safer workspaces.

The Prevalence of Sexual Harassment in Hospitality

Sexual harassment within the hospitality industry is more common than most people realize. According to a recent report from NOS, around 1,200 teenagers under the age of 18 shared stories of inappropriate behavior in their workplaces. These incidents ranged from customers making sexual comments to colleagues and even managers engaging in harassment. The report highlights that over half of the affected workers are under 25 years old, showing that youth, particularly those entering the workforce for the first time, are disproportionately targeted.
The culture of hospitality—long shifts, high-pressure environments, and working closely with customers—often blurs the lines of what is acceptable. Many teens don’t feel empowered to speak up or are unsure of how to handle such situations, which contributes to the continuation of this behavior. With most offenders being customers, young employees face the challenge of addressing the issue while maintaining professionalism.

Customer Misconduct: The Biggest Culprit

In the hospitality industry, customers are the most common perpetrators of sexual harassment. From inappropriate comments to physical contact, many young workers report that they feel uncomfortable and unsafe while on the job. One 18-year-old bartender shared her experiences of being propositioned and even offered money in exchange for sexual favors. Such interactions often leave teens feeling powerless, unsure how to respond, and concerned about their job security if they speak up.
Additionally, many workers report experiencing unwanted physical contact, such as having their butts slapped or pinched while walking through crowded bars or restaurants. These incidents are not isolated and occur regularly, yet victims are often unsure of how to react, leading to a continuous cycle of inappropriate behavior.

Workplace Culture and the Informal Atmosphere

The hospitality industry often fosters an informal atmosphere, which can blur boundaries and create an environment where inappropriate behavior is not only tolerated but normalized. Small teams working together in high-pressure situations to ensure guests have a pleasant experience may become overly familiar with one another. This informality can create a culture where sexual remarks or physical advances are brushed off as jokes or harmless fun, particularly when dealing with younger employees who may be unsure of workplace norms.
In these settings, it becomes challenging for teens to discern what behavior is acceptable. Many feel pressured to accept inappropriate advances or comments, believing it’s just part of the job. For young employees new to the workforce, this creates a dangerous precedent where sexual harassment is perceived as something they have to endure rather than something they can stand up against.

Harassment from Colleagues and Superiors

While customer misconduct is a major issue, harassment from colleagues or superiors is equally concerning. In some cases, teens report inappropriate behavior coming from their own bosses or coworkers. A 16-year-old worker revealed that his boss, a woman in her 40s, regularly made suggestive comments toward him and even touched him inappropriately. Due to the power dynamic, the young worker felt trapped—unable to speak up out of fear of losing his job or facing retaliation.
This type of harassment is particularly damaging because it undermines the trust employees should have in their superiors. When the very individuals responsible for creating a safe work environment are the ones violating boundaries, it sends a clear message that reporting the behavior may lead to further isolation or dismissal, leaving young workers feeling powerless and unsupported.

The Vulnerability of Teen Workers

Teenagers are particularly vulnerable in these situations because of their inexperience. For many teens, jobs in hospitality are their first real employment experience, and they may not yet understand their rights or what constitutes acceptable workplace behavior. When surrounded by more experienced colleagues who may laugh off inappropriate jokes or comments, teens may believe they have to do the same to fit in.
This lack of experience also makes them less likely to report incidents. Many teens fear they will not be taken seriously, or worse, that they could lose their job for speaking out. As a result, they often internalize the behavior or dismiss it as something they need to tolerate, which can have long-term psychological effects, including anxiety, stress, and a lack of confidence in future workplaces.

The Role of Management in Addressing Harassment

One of the most troubling aspects of sexual harassment in the hospitality industry is the lack of management intervention. In many cases, young employees report that their complaints about inappropriate behavior go unanswered or are downplayed. Some managers view harassment as a minor issue or an unfortunate but inevitable part of the job. This dismissive attitude leaves teens feeling powerless and unsupported.
When victims report incidents, the response they receive from management can make all the difference. For example, one bartender mentioned that even when she asked her manager to remove overly aggressive guests, her concerns were ignored. In such cases, the reluctance to intervene not only enables harassment but reinforces a toxic work environment. Employees who see that complaints are not taken seriously are less likely to report future incidents, perpetuating the cycle of abuse.

When Harassment Goes Unreported

There are many reasons why sexual harassment in the hospitality industry often goes unreported, especially among teens. Fear of job loss is a primary concern. For many young workers, their job is a vital source of income, and the prospect of losing it because they spoke up about harassment is daunting. Additionally, the power imbalance between young employees and their supervisors or customers can further discourage reporting.
Many teens are also unsure about what constitutes harassment, especially when it comes to inappropriate comments or jokes. They may feel confused about whether their discomfort is valid or believe they are overreacting. This uncertainty, combined with a work culture that minimizes or even jokes about harassment, leads to many incidents going unaddressed.
Over time, this lack of action can erode a teen’s confidence, making them feel that their experiences do not matter or that they are powerless to change their situation. As a result, they may develop feelings of shame or self-blame, which can affect their mental health and future career choices.

The Need for Confidential Support Systems

One proposed solution to the harassment problem in the hospitality industry is the introduction of confidential support systems. Currently, there is no legal requirement for restaurants, bars, or hotels to provide employees with access to a confidential counselor. Without a formal channel for reporting harassment, young workers are left to navigate these issues on their own, often without guidance or support.
A bill currently under consideration in the Dutch Senate would require businesses with more than ten employees to appoint a confidential counselor. This counselor would be a trained professional who could help employees understand their rights, report incidents safely, and ensure appropriate action is taken. For teen workers, this could provide a lifeline, offering a safe space to address issues of harassment without fear of retaliation or being ignored.

Best Practices for Supporting Young Workers

Creating a safer work environment for young employees in the hospitality industry requires proactive steps from both employers and management. Implementing clear anti-harassment policies is essential. These policies should outline unacceptable behaviors, provide clear procedures for reporting incidents, and ensure that complaints are taken seriously without fear of retaliation.
Training is another crucial element. Employers should conduct regular training sessions that educate employees on identifying, reporting, and preventing harassment. This training should be tailored to include young workers, addressing their specific concerns and inexperience in handling such situations. Moreover, management must lead by example by intervening in cases of harassment and maintaining a zero-tolerance approach to inappropriate behavior.

Legal Frameworks and Protections for Young Employees

In many countries, labor laws are designed to protect young employees, but these protections are often underutilized or unknown to those who need them most. In the Netherlands, for instance, labor regulations outline that employees have the right to a safe and respectful work environment. However, the challenge lies in ensuring that young workers are aware of these protections and feel empowered to exercise their rights.
Harassment in the workplace is illegal, and companies have a duty of care to protect their employees. Ensuring that all staff, particularly young workers, understand the legal frameworks in place is essential for creating a safe workplace. When employers fail to address harassment, they not only jeopardize the well-being of their staff but also risk legal consequences.

The Role of Unions and Advocacy Groups

Labor unions and advocacy groups play a vital role in supporting young workers who experience sexual harassment in the hospitality industry. Organizations like CNV Vakmensen have been vocal about the need for stricter regulations and better workplace protections. These groups provide valuable resources, such as legal advice and support services, to young employees who may feel isolated or uncertain about how to handle harassment.
Unions can also advocate for industry-wide changes, pushing for mandatory confidential counselors and stricter enforcement of anti-harassment policies. Their influence can help shift workplace cultures that normalize inappropriate behavior and provide young workers with the confidence that they are not alone in their struggles.

Empowering Teens to Speak Out

For young workers to feel safe in their workplaces, they must be empowered to speak out against harassment. This begins with education and support. Teens should be made aware of their rights as employees and should know that harassment is never acceptable, regardless of the source. Clear reporting procedures, accessible confidential support, and a culture that encourages open communication are key to creating an environment where teens feel comfortable coming forward.
Additionally, creating peer support networks within the workplace can provide a sense of solidarity. When teens see their coworkers standing up to harassment or advocating for better treatment, they are more likely to feel confident in speaking up themselves. Employers and managers must actively encourage these behaviors to break the cycle of silence and ensure every incident is addressed appropriately.

Raising Awareness and Changing the Culture

Ultimately, addressing sexual harassment in the hospitality industry requires a culture shift. Employers must foster an environment of respect where boundaries are understood and maintained. Public awareness campaigns can also play a significant role in reshaping perceptions about acceptable behavior in hospitality settings. When both employees and customers are aware of the impact their actions have, the culture within these spaces can begin to change.
It’s also crucial that businesses take a proactive approach by monitoring their work environments, ensuring that all staff—especially younger, more vulnerable workers—feel safe. Through combined efforts from employers, advocacy groups, and legislators, the hospitality industry can become a more respectful and secure place for all workers.

Conclusion

Sexual harassment in the hospitality industry is a serious issue that disproportionately affects young workers. For many teens, hospitality is their first step into the workforce, but too often, it becomes a place where they face inappropriate behavior from customers, colleagues, or even bosses. Creating safer workplaces requires a collective effort—employers must implement clear policies, legislators need to enforce stricter protections, and young workers should be empowered to speak out.
With increased awareness and support, the industry can begin to address these issues more effectively, ensuring that all employees, regardless of their age, feel safe and respected in their workplaces.

FAQs

1. What can teens do if they experience harassment at work?

Teens should report harassment to their supervisor or HR department. If internal reporting doesn’t lead to action, seeking help from labor unions or legal resources can offer further protection and guidance.

2. How can employers prevent harassment in the hospitality industry?

Employers can implement clear anti-harassment policies, provide regular training on appropriate workplace behavior, and ensure that there is a confidential reporting process in place for employees to safely share concerns.

3. Is it common for customers to harass hospitality workers?

Yes, customer misconduct is one of the most common forms of harassment in the hospitality industry. Workers, particularly teens, often face inappropriate comments or physical advances from patrons.

4. Are there laws protecting teens from harassment at work?

Yes, in many countries, including the Netherlands, labor laws exist to protect employees from harassment. It is illegal for employers to ignore or downplay complaints, and employees have the right to work in a safe and respectful environment.

5. What role do confidential counselors play in preventing harassment?

Confidential counselors provide a safe space for employees to report harassment without fear of retaliation. They offer guidance, ensure proper reporting, and help create a more supportive workplace culture.

Important Links

U.S. Equal Employment Opportunity Commission (EEOC) - Sexual Harassment

https://www.eeoc.gov/sexual-harassment

Acas (UK) - Sexual Harassment at Work

https://www.acas.org.uk/sexual-harassment

Australian Human Rights Commission - Sexual Harassment Resources

https://humanrights.gov.au/our-work/sex-discrimination/guides/sexual-harassment

Canadian Human Rights Commission - Sexual Harassment in the Workplace

https://www.chrc-ccdp.gc.ca/en/complaints/what-discrimination/sexual-harassment

New Zealand Government - Employment New Zealand: Sexual Harassment

https://www.employment.govt.nz/resolving-problems/types-of-problems/bullying-harassment-and-discrimination/sexual-harassment/

SafeWork Australia - Workplace Sexual Harassment Guidelines