January 25: what is the significance behind this date?
The annual National Day Against Sexism highlights a persistent problem: sexism remains deeply rooted in people’s minds and behaviors, particularly in the workplace.
How can this persistence be explained? What are the most common forms of sexism and sexual harassment in the workplace? And above all, what can each of us do to reduce these inequalities?
What are we talking about?
Definition of sexism...
We refer to sexist behavior as “any behavior related to a person’s gender, with the purpose or effect of violating their dignity or creating an environment that is intimidating, hostile, degrading, humiliating, or even offensive” (Article L1142-2-1, Labor Code).
Generally considered to be the product of a patriarchal social structure, sexism is based on an ideology founded on the belief that women are inferior to men. It manifests itself in various ways: gestures, words, actions, and behavior… ranging from the most benign (comments…) to the most serious (violence, rape, homicide…). These actions aim to discredit, marginalize, belittle, or mistreat women and have repercussions on them, such as self-confidence, psychological and physical well-being, and behavioral changes.
... which may involve sexual harassment
Sexual harassment does not exclude sexist behavior; quite the contrary.
According to its legal definition, sexual harassment is characterized by repeatedly subjecting a person to sexist or sexual comments or behavior that undermines their dignity due to its degrading or humiliating nature, creating an intimidating, hostile, or offensive environment for them.
Furthermore, we can consider sexual harassment as grounds for prosecution:
- When a person is exposed to comments or behavior of a sexist or sexual nature from several people who have conspired together, without any of them acting repeatedly;
- When a person is subjected to sexist or sexual remarks or behavior from several individuals who have not acted in concert but know that this person has already been the victim of such behavior.
Alarming figures...
According to the report by the High Council for Equality (HCE) for the year 2025-2026:
- 94% of women aged 15 to 24 find it harder to be a woman today, compared to 67% of men in the same age group;
- 4 in 10 women say they have experienced injustice or humiliation because of their gender;
- 76% of employees believe that gender parity is not respected in the workplace.
... which reflect reality more than ever
Sexism is not only manifested through isolated remarks: it shapes professional disparities. The net pay gap between women and men stands at 14.2% in full-time equivalent terms, rising to 23.5% in the private sector. In addition, 80% of part-time jobs are held by women, who have less access to the most lucrative positions (Report of the High Council for Equality, 2025).
Sexism is therefore firmly entrenched in our system: it impacts recruitment processes, career advancement, pay, and even the distribution of daily responsibilities.
What are the most common forms of sexist behavior and sexual harassment in the workplace?
Inappropriate remarks...
“Benign” sexist remarks are often underestimated, even though they create a hostile atmosphere. Jokes, nicknames, comments about appearance… obscene or degrading comments continue to thrive in the workplace. According to the IPSOS barometer (Stop au Sexisme Ordinaire en Entreprise, 2025):
- 3 out of 4 women report having been subjected to sexist jokes, a problem that has not decreased since 2023.
- Nearly 40% of women said they had been addressed by a man using a sexist term (“my dear,” “Miss,” etc.), although one in two men consider these expressions to be well-intentioned or even commendable.
- 2 out of 3 women reported having been confronted with sexist behavior during meetings, situations that 64% of their male colleagues do not see.
... to false seduction
Such deviant behavior, particularly when motivated by hierarchical power that allows constraints to be imposed, can lead to cases of sexual harassment: this abuse of power, manifested by threats concerning employment conditions, acts of blackmail linked to promotion or dismissal in order to obtain sexual favors, etc., is clearly considered harassment.
However, it is difficult to distinguish between overt sexual harassment and a simple attempt at seduction that has been misinterpreted, a paranoid interpretation, or malicious manipulation.
It is the responsibility of company managers to put measures in place to combat sexual harassment and to act promptly to put an end to it if it occurs.
And what about... "benign" sexism?
Often disguised as protection or praise, benevolent sexism is particularly insidious because it helps reinforce gender stereotypes. It can manifest itself in several ways:
- “Paternalistic” attitudes: for example, “I’m not going to give you that complicated client’s file, it would be too complex for you”;
- Unwelcome compliments based on presumed feminine qualities: “Women have a natural gift for communication,” or on clothing: “That red dress looks really good on you”;
- Putting someone on a pedestal that confines them to gendered roles.
The risk of benevolent sexism lies in the fact that it can be perceived as caring, when in reality it limits professional prospects and perpetuates invisible barriers.
How can we prevent sexism at work?
Equip teams
Prevention is mainly achieved through a culture of consent and zero tolerance for sexist behavior. To change the situation, companies need to:
- Train all employees, including managers, to identify unconscious biases and microaggressions;
- Set up accessible and anonymous reporting channels;
- Explicitly state the penalties for non-compliance.
Raise awareness...
At Daesign, we offer Rapid Learning based on essential knowledge as part of an awareness and prevention approach. Perpetrators, victims, observers… This module examines the subject from different angles, with the aim of conveying a clear and understandable message to everyone.
The objective of this Savvy Learner is to:
- Recognize stereotypes.
- Challenge your perceptions: what is your opinion on this subject? Statistics on sexist and sexual harassment. Have you mentioned consent?
- Be familiar with the law: what does sexual harassment mean? What are the penalties? How can evidence be established? What should I do? What options are available? Focus on cyberbullying.
- Understand the mechanisms: harassers’ strategies, the impact on victims, etc.
- Adapt your professional approach: how should you react? How should you act? Listen to a victim’s account.
... and prevent
We also offer Savvy Learner, designed to help managers, human resources, and employee representatives become aware of their specific responsibility in combating sexual and gender-based harassment within their organization or team. Developed with a clear operational focus, it includes multiple practical examples for training in how to manage real-life situations.
Rapid Learning covers:
- Identifying issues as a decision-maker.
- Preventing sexual and gender-based harassment: assessing your workplace and the best methods for prevention.
- Responding to a reported situation: welcoming a person in distress, listening attentively, analyzing a situation, and identifying risks.
Contribute, each at their own level
Sexism in the workplace is not inevitable. By adopting a zero-tolerance approach, training teams, and listening to victims, every organization can play a role in transformation and take action against sexism.
January 25 is therefore an opportunity to raise awareness, encourage organizations to conduct awareness campaigns, and personify the fight against sexism at all ages and in all contexts.
