Introduction
Catcalling refers to shouting harassing, sexually suggestive, threatening, or derisive comments at someone publicly (Merriam-Webster). It often takes the form of unwanted whistles, leers, vulgar gestures, sexually explicit comments, and sexist remarks made toward someone in a public place (Merriam-Webster; Cambridge Dictionary).
In this article, we will examine the prevalence and impact of catcalling, discuss whether it is illegal, and answer the key question: Can you be fired for catcalling? We will look at workplace harassment laws, notable cases, and best practices for employers. The goal is to provide a comprehensive overview of the catcalling issue as it pertains to employment and the workplace.
What is Catcalling?
Catcalling refers to unwanted verbal and nonverbal behavior directed at someone in a public place. This includes:
- Whistling
- Honking horns
- Making kissy noises
- Comments about someone’s appearance like “Nice ass!” or “Looking good, baby”
- Requests for dates or sex like “Come on over here sweetheart” or “How about some fun tonight?”
- Following or stalking someone
- Blocking someone’s path
- Explicit gestures or body language like licking lips or grabbing one’s crotch
While catcalling may seem harmless to some, it can make targets feel threatened, angry, humiliated or objectified. It reflects an attitude of entitlement to comment on strangers’ bodies, and reinforces harmful gender stereotypes.
Prevalence of Catcalling
Catcalling is widespread in the United States and around the world. According to a study by Stop Street Harassment, 88% of women between ages 18-24 experienced some form of sexual harassment in public spaces. Across all age groups from ages 12 to over 55, wolf whistling and catcalling were among the most prevalent forms of harassment.
Additional studies confirm the pervasiveness of catcalling. A Cornell University study found that 85% of women in the U.S. experienced street harassment before age 17. Stop Street Harassment’s own surveys revealed that over 70% of all women had experienced catcalling by age 17. While people of all genders can be victims, catcalling disproportionately targets women and girls.
Impact of Catcalling
Catcalling often has profound negative impacts on victims. Many women report feeling objectified, unsafe, and anxious after being catcalled. According to one study by Ferguson, catcalling leads to increased self-objectification and body image concerns. Victims frequently feel as if their entire worth is being judged solely on their appearance. This causes many women to become hyperaware of their bodies and appearance in public spaces where catcalling is likely to occur.
In addition to feeling objectified, women often report feeling scared and anxious after being catcalled, unsure of the intentions of the harasser. As noted in an article by Modern Intimacy, many women see catcalling as threatening and intimidating, causing them to feel unsafe walking alone. Some women report being followed or grabbed by harassers. This sense of vulnerability and lack of safety in public areas can lead to anxiety, panic attacks, and other mental health effects.
Overall, catcalling frequently makes victims feel degraded, objectified, and fearful. These impacts underscore why many advocates argue that catcalling should be considered a form of sexual harassment and taken seriously. The emotional toll catcalling takes is immense and can negatively affect women’s mental health and quality of life.
Is Catcalling Illegal?
There are currently no federal laws in the United States that explicitly prohibit catcalling. However, many states and cities have laws against disorderly conduct, harassment, or intimidation that may apply to certain forms of catcalling.
For example, in New York, catcalling can potentially be charged as a violation of disorderly conduct laws or anti-harassment laws (source). In California, catcalling is considered sexual harassment and therefore illegal (source). Laws vary by location, but catcalling behaviors like sexually explicit comments, persistent unwanted attention, following someone, or blocking their path could potentially face charges.
While catcalling itself may not always lead to criminal charges, it may contribute to a harassment or hostile workplace claim in an employment context. Employers should be aware that allowing an environment where catcalling regularly occurs could expose them to liability.
Can You Be Fired for Catcalling?
In many cases, yes, you can be fired for catcalling in the workplace. Most private sector employees in the U.S. work “at-will,” which means the employment relationship can be terminated by either the employer or employee at any time for any reason, except for illegal discrimination or retaliation 1. This gives employers broad discretion to fire workers for misconduct, including inappropriate or offensive speech like catcalling.
Many company policies prohibit harassment, bullying, or unprofessional conduct. Catcalling co-workers or customers may violate these codes of conduct and can justify termination. For example, a garbage collector in the Philippines was fired after a video showed him catcalling a female student 2,3. His employer determined the behavior was sufficient grounds for dismissal.
In cases where catcalling contributes to a hostile work environment based on gender, employers can face liability for allowing harassment. Proactively addressing catcalling through training, policies, and discipline reduces legal risks and protects employee well-being.
Workplace Harassment Laws
In the United States, workplace harassment is prohibited under federal law. The primary law covering this area is Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex and national origin. This includes protections against harassment in the workplace.
Specifically, Title VII makes it unlawful for an employer to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment, because of their race, color, religion, sex, or national origin. This means employers have a duty to prevent and address harassing behaviors that create a hostile work environment.
Title VII provides strong protections around sexual harassment in particular. According to the EEOC, unlawful sexual harassment occurs when enduring the offensive conduct becomes a condition of continued employment, or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
Examples of potentially unlawful sexual harassment behaviors include unwanted sexual advances, inappropriate touching, offensive remarks about appearance, sharing sexually explicit content, and making offensive sexual jokes. Employers must take reasonable care to prevent and promptly correct any harassing behavior that is based on sex or creates a hostile work environment.
Notable Cases
In December 2017, a garbage collector employed by the Quezon City government in the Philippines was fired for catcalling a female student. The incident was caught on video and went viral, garnering widespread public backlash. The city government announced the firing, stating “we do not tolerate lewd acts” (Source).
In 2018, a New York City construction worker was fired after a video showed him making lewd comments to a woman passing by the work site. His employer, Navillus Tile, said the behavior violated company policy and would not be tolerated (Source).
These high-profile firings sent a clear message that catcalling on the job can lead to serious workplace consequences. The visibility of these cases likely discouraged similar behavior from other workers concerned about losing their jobs.
Best Practices for Employers
Employers should take steps to prevent and address catcalling in the workplace. Here are some best practices:
Implement a clear anti-harassment policy that defines prohibited conduct like catcalling and outlines the complaint process. Make sure all employees are aware of the policy (https://www.eeoc.gov/employers/small-business/5-how-can-i-prevent-harassment).
Provide regular anti-harassment training to employees at all levels. Training should explain what constitutes harassment, how to report it, and consequences for violators. Roleplaying exercises can help prepare employees to intervene when witnessing inappropriate conduct (https://www.360training.com/blog/preventing-sexual-harassment-workplace).
Have a procedure in place for promptly investigating any harassment complaints. Take appropriate corrective action after determining what happened. Follow-up with the complainant to ensure the behavior has stopped (https://www.eeoc.gov/employers/small-business/5-how-can-i-prevent-harassment).
Encourage employees to report catcalling or other unwelcome behaviors they experience or observe at work. Make it clear retaliation will not be tolerated against those who come forward.
Consider bystander intervention training to empower employees to speak up when witnessing inappropriate conduct.
Be vigilant in enforcing the anti-harassment policy consistently. Hold all employees accountable for meeting behavior expectations.
Conclusion
In summary, while catcalling may seem harmless to some, it can constitute workplace harassment and even sexual harassment in some cases. Though catcalling is not outright illegal in most regions, it can violate company policies and anti-discrimination laws protecting employees from harassment in the workplace. Employers have a duty to maintain a harassment-free environment, and can face liability for failing to address harassing behaviors like catcalling. Though enforcement is still lacking, there are an increasing number of cases where harassers have faced consequences, from reprimands to termination. To avoid potential issues, it is wise for companies to have clear anti-harassment policies, training on appropriate workplace conduct, and procedures for reporting and investigating complaints. Though catcalling may not always lead directly to firing, it reflects poorly on the perpetrator and company culture, and is best avoided. In summary, catcalling has no place in a professional environment and those who engage in it may face disciplinary action including termination in some cases, though enforcement remains inconsistent.