The Harassment Glossary for Entertainment Industry Workers
Why Language Matters in Reporting Abuse
In the high-pressure, high-profile world of film and television, abuse doesn’t always show up in obvious ways. It’s not always a scream or a threat. Sometimes, it’s a “joke,” a subtle power play, or a pattern of disrespect that slowly wears someone down. The problem? If you can’t identify it, you may not know whether it's okay, even with helpful resources available .
Having a shared vocabulary is critical. For victims or survivors, it brings clarity. For allies, it opens the door to action. For the industry as a whole, it builds accountability. Understanding these terms is also essential for accessing legal protections and upholding your rights in the film industry.
This glossary is built to help you, no matter your role on set, identify harmful behavior, talk about it clearly, and seek the support you deserve.
Understanding Harassment Policy in the Entertainment Industry
A harassment-free workplace is not just a goal; it’s a legal requirement for employers in the film industry, from production companies to talent agencies. A robust bullying and harassment policy is the foundation for preventing and addressing unwanted conduct, including sexual harassment, on set and in all industry workplaces.
A well-crafted harassment policy should define harassment, discrimination, and bullying clearly and outline unacceptable behaviors. It must also outline straightforward procedures for reporting and resolving incidents, ensuring that every employee knows how to seek help and what to expect from the process.
Production companies are expected to take reasonable steps to prevent harassment, such as offering training and practical resources for employees and department heads. MyConnext.org is a valuable resource for anyone experiencing bullying or harassment in the industry, offering helpful support and guidance.
Foundational Terms to Know
Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal/physical conduct of a sexual nature that affects a person’s work environment or job security.
Workplace Harassment: Harassment that occurs in the workplace, including but not limited to sexual harassment, bullying, and other forms of unwanted conduct.
Workplace Bullying: Persistent, intimidating behavior intended to undermine, control, or humiliate a coworker, often rooted in power imbalances. Note that bullying is not legally prohibited at this time, but many production companies prohibit it under their policies.
Discrimination: Unequal treatment based on race, gender, sexual orientation, age, ability, or other protected identity.
Unlawful Discrimination: Discrimination that is prohibited by law, such as that based on protected characteristics under the Civil Rights Act or relevant state law.
Hostile Work Environment: A setting where discriminatory or harassing behavior makes it difficult for someone to do their job comfortably.
Offensive Environment: A workplace where conduct creates a hostile, degrading, or humiliating atmosphere.
Legal Rights: Employees have specific legal rights to protection from harassment and discrimination in the workplace.
Microaggressions: Subtle, often unintentional comments or behaviors that express bias or reinforce harmful stereotypes.
Gaslighting: A manipulation tactic that makes someone question their memory, perception, or sanity, often used to dismiss reports of abuse.
Additional Terms to Know
Quid Pro Quo: A form of harassment where career advancement or opportunities are offered in exchange for sexual or personal favors.
Retaliation: Punishment or career consequences faced after reporting misconduct or setting boundaries.
Power-Based Harassment: Abuse of authority—often by a producer, director, or showrunner—to intimidate, silence, or manipulate lower-ranking crew or cast.
Grooming (Mentorship Context): Building trust and emotional dependency under the guise of mentorship, only to cross professional or personal boundaries later.
Bystander Complicity: When individuals witness abuse and stay silent, knowingly or unknowingly enabling the harm to continue.
Collective Bargaining Agreements: Contracts negotiated by unions that set employment terms, protections, and grievance procedures for covered workers.
Union Representation: Support and advocacy provided by unions for their members in workplace disputes.
Employee Status: The legal classification of a worker as an employee, with associated rights and protections.
Independent Contractors: Workers who are self-employed, with different legal protections than employees.
Employment Status: Refers to whether a worker is classified as an employee, an independent contractor, or a member of another category, which affects their rights.
Production Company: The business entity responsible for producing film or TV content, with legal obligations to workers.
Prevention and Education: Building a Culture of Respect
Preventing harassment starts with education and a commitment to respect at every level of the film industry. Production companies should invest in training that addresses harassment, bullying, and discrimination to prevent sexual harassment. These sessions help ensure that all employees understand their rights and responsibilities, and that everyone is equipped to recognize and prevent harmful behavior.
Employees should be encouraged to seek support and report any incidents of harassment, knowing they are protected from retaliation. Department heads and union officials play a crucial role in this process—they must be trained to spot the signs of harassment, provide support to those experiencing bullying, and take appropriate action.
Promoting a culture of respect and inclusivity should be a priority across all television productions, film sets, and industry workplaces. By working together, employers, employees, and unions can create an environment where everyone feels safe, valued, and supported.
Trauma-Informed Language to Support Survivors of Sexual Harassment
Survivor vs. Victim: “Survivor” emphasizes strength and agency, while “victim” may be used in legal contexts. Use the term the individual prefers.
Triggering Behavior: Words or actions that reignite trauma or emotional distress for someone with lived experience.
Emotional Labor: The unpaid effort required to maintain a calm, professional demeanor despite ongoing harm or disrespect.
Psychological Safety: The ability to speak up, express discomfort, or make mistakes without fear of retaliation.
Secondary Trauma: Emotional distress experienced by those who hear about or witness abuse—common in ally or support roles.
Boundary Violations: Behavior that disregards or crosses someone’s personal or professional limits.
Reporting Terms You May Encounter in Workplace Harassment
Informal vs. Formal Reporting: Informal = speaking to an ombuds or mentor. Formal = filing a complaint through a supervisor, department head, or other designated channels like HR. A formal complaint can also be made through a state or federal agency that deals with harassment or discrimination in the workplace.
Anonymous Reporting: Reporting incidents to an employer without revealing your identity—often through digital tools like MyConnext.
Ombuds: A neutral, confidential professional who helps workers navigate conflict and reporting options without taking sides.
Duty to Report: Some individuals (like supervisors) are legally required to report certain types of misconduct.
Mediation: A voluntary, facilitated process to resolve conflict between parties.
Conflict Resolution vs. Complaint: Resolution = dialogue, often to increase understanding. Complaint = a verbal or written report of behavior deemed inappropriate by the person making the report. It may lead to formal investigation or disciplinary process.
Reporting Process: The steps and procedures for reporting workplace issues, including how to raise a concern, document incidents, and follow up. The reporting process should be clearly communicated during onboarding and/or other means.
Remain Anonymous: The option to report incidents, such as bullying or harassment, without revealing your identity.
Written Record: A typed or handwritten description of concerns or experiences. Maintaining a written record is important when reporting issues, raising concerns, or documenting incidents.
Arbitration Service: A resource for resolving workplace disputes outside of court. Arbitration services provide guidance and options for dispute resolution, such as arbitration, to address issues like discrimination and bullying among employees.
Concern: Any issue or complaint raised by an employee regarding workplace behavior or safety. Addressing concerns promptly through appropriate channels is essential for maintaining a safe and respectful work environment.
Consequences of Harassment: What Happens Next
The impact of harassment in the film industry can be profound, affecting mental health, job security, and professional reputation. For employers, failing to address harassment can result in being held legally liable.
Employees who experience harassment have the right to seek support and, in some cases, compensation. Arbitration services and formal complaint processes are available to help resolve disputes and ensure fair treatment. Production companies should have clear procedures in place for reporting and addressing incidents.
Entertainment unions, such as the Writers Guild, offer guidance and representation for employees experiencing harassment. They can advise on reporting bullying, navigating the formal complaint process, and accessing additional support.
In certain cases, harassment may constitute criminal activity, requiring immediate action and reporting to authorities. Employers must understand their responsibilities and act swiftly to protect their employees and uphold industry standards.
By taking prompt, effective action, employers can minimize the consequences of harassment, support those affected, and foster a safe, respectful workplace culture.
The Role of Leadership
Consequences of Harassment: What Happens Next
The impact of harassment in the film industry can be profound, affecting mental health, job security, and professional reputation. For employers, failing to address harassment can result in being held legally liable, facing employment tribunal claims, fines, and other serious penalties.
Employees who experience harassment have the right to seek support and, in some cases, compensation. Arbitration services and formal complaint processes are available to help resolve disputes and ensure fair treatment. Production companies should have clear procedures in place for reporting and addressing incidents, including providing support to those affected.
Entertainment unions, such as the Writers Guild, offer guidance and representation for employees experiencing harassment. They can advise on reporting bullying, navigating the formal complaint process, and accessing additional support.
In certain cases, harassment may constitute criminal activity, requiring immediate action and reporting to authorities. Employers must understand their responsibilities and act swiftly to protect their employees and uphold industry standards.
By taking prompt, effective action, employers can minimize the consequences of harassment, support those affected, and foster a safe, respectful workplace culture.
Consequences of Harassment: What Happens Next
The impact of harassment in the film industry can be profound, affecting mental health, job security, and professional reputation. For employers, failing to address harassment can result in being held legally liable, facing employment tribunal claims, fines, and other serious penalties.
Employees who experience harassment have the right to seek support and, in some cases, compensation. Arbitration services and formal complaint processes are available to help resolve disputes and ensure fair treatment. Production companies should have clear procedures in place for reporting and addressing incidents, including providing support to those affected.
Entertainment unions, such as the Writers Guild of America, SAG-AFTRA, DGA, and IATSE, offer guidance and representation for employees experiencing harassment. They can advise on reporting bullying, navigating the formal complaint process, and accessing additional support.
In certain cases, harassment may constitute criminal activity, requiring immediate action and reporting to authorities. Employers must understand their responsibilities and act swiftly to protect their employees and uphold industry standards.
Employers can minimize the consequences of harassment, as the law requires support those affected, and foster a safe, respectful workplace culture by taking prompt, effective action.
Common Misused or Misunderstood Phrases
“Just joking”: Often used to mask harassment or devalue a survivor’s response. Intent does not erase harm.
“That’s just how the industry works”: A dangerous excuse used to normalize harmful power dynamics and silence victims.
Best Practice: Refers to recommended proactive measures and standards for employers, such as clear communication, contractual compliance, and strategies to prevent harassment and ensure a safe workplace that go above and beyond the legal requirements.
Final Thoughts: Identifying Harm Is the First Step to Stopping It
Language is power. When we understand the words behind the harm, we stop being passive observers and start becoming active participants in change.
Knowing the difference between “awkward” and “abusive,” “banter” and “boundary violation,” or “critique” and “control” gives us the tools to protect ourselves and each other.
If something feels wrong, name it. If you need support, reach out. And if you’re unsure, know that platforms like MyConnext.org and your local ombuds office can help clarify and guide you, without judgment, without pressure, and always on your terms.