How to Recognize and Respond to Power-Based Harassment
When “Respect” Is One-Sided
Breaking into film and television often means long hours, freelance gigs, and doing whatever it takes to “get your foot in the door.” But what happens when that door is held open by someone who abuses their position?
In creative environments, harassment doesn’t always look like aggression. It can show up in the form of “mentorship” or emotional manipulation—especially when there’s a power imbalance. For early-career creatives, recognizing it can be hard. Many feel bullied by those in power, leading to significant emotional distress. Responding to it can feel impossible.
The struggle to distinguish between normal workplace challenges and power-based harassment is real. It's important to identify subtle forms of mistreatment to protect yourself and others.
This post is your guide. You are not imagining things, and you are not alone. Talking openly about these experiences is crucial for raising awareness and supporting others.
What Is Power-Based Harassment?
A clear definition of power-based harassment is that it involves conduct where someone in a position of authority uses their power to manipulate, coerce, or harass a target, distinguishing it from other types of bullying or harassment by the specific abuse of power dynamic.
Here are specific examples of power-based harassment:
Sexual advances framed as career opportunities
Inappropriate texts or late-night messages from directors or producers
Emotional pressure masked as “professional expectations”
Threats or punishments for setting boundaries
Gaslighting to make you question your perception of events
Humiliating comments or actions that undermine your dignity
Threatening messages or making you feel threatened for asserting your rights
Physically blocking your way or using varying degrees of physical intimidation
There are other types of harassment, including those based on gender. Anyone can be affected; anyone can be a perpetrator and anyone can be a target.
Workplace bullying and other workplace issues can have a serious impact on a person's life, and most people may not realize the full extent until they or someone they know becomes a victim. Victims may experience emotional, psychological, and professional harm, sometimes leading them to seek a new job as a way to recover.
It is important to raise awareness, report incidents, and understand the laws and legal protections that exist for employees and victims. All incidents should be reported, regardless of employment status, including if you are self-employed.
In the entertainment industry, these behaviors are often dismissed as “just part of the business.” But they’re not. They are abuse.
Types of Harassment You Might Encounter
Workplace harassment isn’t always obvious, and it can take many forms—some subtle, some overt. Understanding the different types of bullying behavior and harassment is the first step to protecting your well-being and mental health.
Verbal abuse: This includes unwanted words, insults, offensive jokes, or constant criticism that chip away at your confidence and create a hostile work environment.
Physical harassment: Threats, intimidation, or any form of physical violence are never acceptable. Even non-violent physical acts, like blocking your way or invading your personal space, can be forms of harassment.
Discriminatory harassment: When someone targets you based on protected characteristics—such as your national origin, sex, disability, age, or other protected classes—it’s not just bullying, it’s discrimination.
Hostile work environment harassment: Sometimes, repeated negative behavior or bullying creates an atmosphere so toxic that it’s hard to do your job. This can include ongoing verbal abuse, exclusion, or intimidation.
Cyberbullying: In today’s digital world, harassment can happen online—through emails, texts, or social media. Cyberbullying can be just as damaging as in-person abuse, and most employers are responsible for addressing it.
Retaliation harassment: If you report harassment or participate in an investigation and then face negative consequences—like being excluded from meetings or projects—that’s retaliation, and it’s illegal.
Third-party harassment: Sometimes, the bully isn’t a colleague but a client, vendor, or someone else you interact with at work. Employers still have a duty to address this behavior and protect employees.
Recognizing these different types of workplace harassment is crucial for your health and safety. If you experience any of these behaviors, know that you’re not alone—and that you have the right to a safe workplace environment.
Red Flags You Should Never Ignore
Power-based harassment can be subtle, especially at first. Watch for these warning signs:
They control your access to opportunities
They hint—or directly say—that your career depends on how you respond to them.
They blur personal and professional boundaries
You’re invited to drinks, private meetings, or inappropriate conversations that feel off but hard to refuse.
You feel like you can’t say no
You're afraid to upset them or “ruin the vibe.” You say yes to things out of fear, not choice.
You’re afraid to tell someone
You worry that speaking up will make you look ungrateful, dramatic, or get you blacklisted.
You’re constantly second-guessing
You wonder if you’re imagining things or “being too sensitive.” That’s not your fault—that’s conditioning.
Recognizing a Hostile Work Environment
A hostile work environment goes beyond a single rude comment or a bad day at the office. It’s created when bullying behavior, discriminatory harassment, or ongoing verbal abuse becomes so severe or persistent that it interferes with your ability to do your job.
Signs of a hostile work environment include:
Constant stress or anxiety about going to work or interacting with certain colleagues
Feeling intimidated, isolated, or targeted by negative behavior, whether it’s physical, verbal, or emotional
Experiencing or witnessing discriminatory harassment based on protected characteristics like sex, disability, or national origin
Walking on eggshells, never knowing when the next incident will occur
A toxic workplace environment can take a serious toll on your mental health, leading to burnout, depression, or even physical health issues. That’s why it’s so important for employers to implement policies, provide training, and encourage employees to report incidents.
If you find yourself in a hostile work environment, remember: you have the right to report what’s happening. Employers are required to take all reports of harassment based on a protected characteristic seriously and address the situation promptly. Depending on your employer, they may also prohibit power-based harassment or bullying. Creating a safe and respectful workplace is everyone’s responsibility, and it starts with recognizing when things have gone too far.
The Impact on Your Confidence and Career
Abuse from someone in power doesn’t just hurt in the moment—it can derail your entire creative path.
You lose confidence in your voice, your talent, your instincts
You avoid future projects or people tied to the experience
You stay silent to survive
You burn out before your career even begins
Harassment and workplace bullying can deeply affect a person's life beyond their career, impacting mental health, personal well-being, and making recovery a long-term struggle.
Many talented creatives leave the industry not because they lacked skill, but because they didn't feel safe.
What You Can Do (Even If You Feel Powerless)
You don’t need to file a formal complaint or go public to take your power back. When documenting or responding to harassment, it’s important to maintain focus on the behavior and facts, rather than the individual, to address the situation effectively and avoid escalation. Start here:
Privately document every interaction
Write down what happened, when, where, and who was involved. Use neutral language and be consistent.
Talk to someone outside the production
A mentor, ombuds (a neutral, third-party, live point of contact to help you understand your options), union rep, or support group can help validate your experience.
Use confidential tools like MyConnext.org
Log incidents anonymously and securely. You can decide later whether to take further steps.
Remember: You don’t have to confront your harasser
There are many forms of action. Quiet ones count, too.
Prevention Strategies: Protecting Yourself and Others
Preventing workplace harassment and bullying isn’t just about reacting to problems—it’s about creating a culture where everyone feels safe and respected. Here’s how you and your employer can make a big difference:
Education and training: Regular training helps employees recognize bullying and harassment, understand their rights, and learn how to respond.
Clear anti bullying policies: Most employers should have written policies that define unacceptable behavior and outline steps for reporting and addressing incidents.
Know your rights: Understanding your rights and responsibilities empowers you to speak up and protect yourself if bullying persists.
Support each other: Being an ally means listening, offering support, and standing up for colleagues who are targeted. Together, employees can create a more positive workplace environment.
Encourage reporting: Reporting harassment based on a protected characteristic or bullying is crucial. Check with your employer to see if they also prohibit bullying behaviors in addition to harassment based on a protected characteristic.
Access resources: Employers or unions may provide resources like counseling, support groups, or legal assistance to help employees recover and feel safe.
Lead by example: Managers and leaders set the tone. When they model respectful behavior and address issues promptly, it sends a clear message that harassment won’t be tolerated.
By focusing on prevention and support, everyone in the workplace can help create an environment where bullying and harassment have no place.
How to Set Boundaries Without Losing Work
This is tricky, but it’s possible to protect yourself. Consider:
Scripted responses like:
“Let’s keep this professional.”
“I’d prefer to stick to set-related topics.”
“That makes me uncomfortable—please stop.”Document reactions if they retaliate. Silence, exclusions, or sudden criticism may be part of a pattern.
Know your union protections: SAG-AFTRA, IATSE, DGA, and WGA have protocols.
Have an exit plan: If you need to step away, know your options. Your safety is not worth sacrificing.
The Role of HR: What to Expect and How to Engage
Depending on your production, Human Resources (HR) may be a key resource when it comes to addressing workplace harassment and bullying. If HR is available to you, here’s what you can expect—and how to make the most of their support:
Reporting incidents: If you experience or witness harassment, you can report it to HR. They are required to take your concerns seriously and act promptly.
Confidentiality: HR should protect your identity and keep your report as confidential as possible, so you can feel safe coming forward.
Investigation and action: HR will investigate your report, gather information, and take appropriate disciplinary action if necessary. Their goal is to address the behavior and prevent it from happening again.
Support and resources: HR can connect you with counseling, legal assistance, or other resources to support your well-being.
Proactive culture-building: HR isn’t just there to react—they should also provide training, promote a culture of respect, and help create a safe workplace environment for everyone.
Ongoing communication: You can expect HR to keep you informed about the process and any steps being taken to address your concerns.
Remember, HR is there to support employees and help create a respectful, inclusive workplace. If you’re unsure about how to report or what to expect, don’t hesitate to ask questions or seek guidance.
Taking Legal Action: When and How to Escalate
Sometimes, despite your best efforts, workplace harassment or bullying continues—and legal action becomes necessary to protect your rights and well-being.
Start with documentation: Keep detailed records of every incident, including dates, times, what happened, and who was involved. This documentation is crucial if you need to escalate your concerns.
Report internally first: Before taking legal steps, report the harassment to HR or your supervisor. Give your employer a chance to address the issue.
Consult an employment lawyer: If the problem isn’t resolved, or if you face retaliation, an employment lawyer can help you understand your options and guide you through the process.
Filing a complaint: You may be able to file a complaint with the Equal Employment Opportunity Commission (EEOC) or a state agency, or even pursue a lawsuit if necessary.
Potential outcomes: Legal action can result in compensation for lost wages, damages for emotional distress, or changes to workplace policies.
Support matters: Taking legal action can be stressful, but support from a lawyer, HR, or a support group can make a big difference.
Employer responsibility: Employers who fail to address harassment or bullying can face serious legal consequences, including fines and damages.
Legal action is often a last resort, but it’s sometimes necessary to create real change and ensure a safe, respectful workplace environment for yourself and others. Don’t be afraid to stand up for your rights—you deserve to feel safe and supported at work.
Final Thoughts
You shouldn’t have to “earn” respect by tolerating abuse. You shouldn’t have to choose between your career and your safety.
Power-based harassment is real. It’s harmful. And it thrives on silence and fear. But you don’t have to face it alone.
There are tools. There are people. There is power in documentation, in setting boundaries, and in telling your story, when and how you choose.
You deserve to create without fear. You deserve to be believed. You deserve to be safe.