By Matt Harrington, BCBA · Behaviorist Book Club · Research-backed answers for behavior analysts
Sexual harassment generally falls into two categories: quid pro quo and hostile work environment. Quid pro quo harassment occurs when professional benefits such as employment, promotion, or favorable evaluations are conditioned on sexual compliance, either explicitly or implicitly. Hostile work environment harassment involves conduct that is severe or pervasive enough to create an intimidating, offensive, or hostile working environment. This includes sexual comments, unwanted touching, suggestive messages, display of sexual material, and persistent unwanted romantic or sexual attention. Both forms constitute ethical violations under the BACB Ethics Code and may also violate employment law.
Yes. Code 1.15 (Reporting Violations by Others) requires behavior analysts to take appropriate action when they become aware of ethical violations by other behavior analysts, including harassment. This obligation applies whether you are the direct target, a witness, or someone who learns about the harassment from a colleague. The specific form of appropriate action may vary depending on the circumstances, but the obligation to act is clear. Failing to report known harassment allows the behavior to continue and may result in additional harm to the target and others.
The BACB accepts formal complaints through its ethics reporting system, accessible on the BACB website. A complaint should include the name and certification number of the individual being reported, a detailed description of the alleged violations including specific dates, locations, and behaviors, any supporting documentation such as communications, witness statements, or organizational records, and the specific Ethics Code provisions you believe were violated. The BACB reviews complaints for jurisdictional appropriateness and evidentiary sufficiency before opening an investigation. Filing a complaint is a serious action with potential consequences for both the respondent and the reporter, and it should be undertaken with careful preparation.
After a complaint is filed, the BACB reviews it to determine whether it falls within their jurisdiction and whether sufficient information has been provided. If the complaint proceeds, the BACB notifies the respondent and provides an opportunity to respond. An investigation follows, which may include review of documentation, interviews with relevant parties, and consideration of contextual factors. If the investigation finds that an ethical violation occurred, the BACB can impose sanctions ranging from a reprimand to decertification. The process can take considerable time, and the reporter should be prepared for a potentially lengthy timeline.
The BACB Ethics Code prohibits retaliation against individuals who file complaints in good faith. Many jurisdictions have employment laws that protect whistleblowers and individuals who report harassment from workplace retaliation. However, the practical reality is that reporting can still result in social consequences, strained professional relationships, and organizational pressure. Documenting any retaliatory behavior, seeking legal counsel about protections in your jurisdiction, and building a support network of trusted colleagues are all important steps for protecting yourself when reporting.
Listen without judgment when a colleague discloses harassment. Believe their account and validate their experience. Offer practical support such as helping document incidents, accompanying them to meetings with supervisors or HR, or providing witness statements if you have observed relevant behavior. Respect their autonomy in deciding how to respond; reporting is the target's decision to make, though you may have your own independent obligation to report. Maintain your professional relationship with them regardless of what they decide. Refuse to participate in any retaliation or social ostracism directed at them if they do report.
When internal channels fail, external reporting becomes essential. File a complaint with the BACB if the harasser holds BACB certification. Contact the Equal Employment Opportunity Commission or your state's equivalent agency to file a workplace discrimination complaint. Consult with an employment attorney about your legal options. Document the organizational failure to respond, as this information may be relevant to legal proceedings and BACB complaints. Consider whether you can safely continue working in the organization or whether your well-being and professional integrity require seeking employment elsewhere.
Sexual harassment can occur in any professional relationship, including peer-to-peer interactions, supervisory relationships, relationships with clients or their family members, and interactions at professional events. While supervisory relationships involve power differentials that create particular vulnerability, peer harassment can also create hostile work environments and constitute ethical violations. The BACB Ethics Code provisions on nonharassment apply to all professional interactions, not only hierarchical ones. Any behavior analyst who engages in harassment in a professional context is subject to ethical complaint regardless of their relationship to the target.
Not every inappropriate comment or boundary violation constitutes reportable sexual harassment, though all inappropriate professional behavior deserves attention. Key factors that distinguish reportable harassment include: the behavior is sexual or gender-based in nature, it is unwelcome, it is severe enough to create a hostile environment or involves a quid pro quo dynamic, and a reasonable person would find it offensive or intimidating. A single isolated comment may not meet the threshold of a hostile environment, but a pattern of behavior over time generally does. Quid pro quo situations are reportable even as single incidents. When in doubt, document the behavior, consult with a trusted colleague or advisor, and err on the side of reporting.
Reporting harassment can lead to significant emotional distress including anxiety, anger, grief, and self-doubt. Professional consequences may include strained relationships with colleagues who side with the respondent, retaliation from the organization, and career disruption. Prepare by securing emotional support through therapy or counseling, building a network of trusted colleagues who will stand by you, consulting with an attorney about your legal protections, documenting everything meticulously, and connecting with professional organizations or advocacy groups that support reporters. Remember that the fallout of reporting, while real, is not the reporter's fault. The responsibility lies with the individual who engaged in harassment and the systems that allowed it to persist.
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All behavior-analytic intervention is individualized. The information on this page is for educational purposes and does not constitute clinical advice. Treatment decisions should be informed by the best available published research, individualized assessment, and obtained with the informed consent of the client or their legal guardian. Behavior analysts are responsible for practicing within the boundaries of their competence and adhering to the BACB Ethics Code for Behavior Analysts.