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Workplace & Labour Rights

That Is Just How People Are in This Industry

A manager or colleague dismisses a harassment complaint as normal workplace culture

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The Situation

What They Said

“You are being too sensitive. That is just how people are in this industry — learn to handle it.”
A manager, supervisor, or HR representative dismisses a complaint of harassment by normalising the harasser's behaviour, attributing it to industry culture, and placing the responsibility on the complainant to adapt rather than on the harasser to stop or the employer to act.
The Fallacy

Normalisation / Appeal to Industry Culture

The response dismisses harassment by pointing to what 'everyone does' in the industry — as if cultural prevalence makes conduct lawful or acceptable. Harassment is generally recognized as a violation of dignity and a form of discrimination. The fact that harassment is common in an industry does not make it acceptable — it makes the industry's compliance record a matter of concern. The complainant's sensitivity is irrelevant; the harasser's conduct is the issue.

What the Law Says

Your Legal Foundation

Ley de Contrato de Trabajo 20.744
art. 245 de la Ley de Contrato de Trabajo — Duty of protection
“In cases of dismissal by the employer without just cause, whether or not prior notice was given and after the probationary period has elapsed, the employer must pay the worker compensation equivalent to one (1) month's salary for each year of service or fraction greater than three (3) months, based on the best monthly, normal and habitual remuneration earned during the last year or during the period of service if shorter.”
If the employee resigns due to the employer's failure to address sexual harassment, they may claim constructive dismissal, entitling them to severance pay under Article 245, as the employer's conduct constitutes a breach of contract.
What Scripture Says

God's Word on This

Genesis 39:9 (NET)
“There is no one greater in this household than I am. He has withheld nothing from me except you because you are his wife. So how could I do such a great evil and sin against God?”
Joseph named sexual coercion as sin — not social inconvenience or misunderstood flirting — and refused it regardless of the power the person making the demand held over him. Scripture models the response: name it for what it is, refuse it clearly, and understand that God sees the injustice even when the employer does not. Dignity before God is not subject to what the industry normalises.
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What They'll Say Next

Common Counter-Arguments

After you respond, they may push back with these arguments. Members get the full rebuttal for each.

They might say: “You didn't give us a chance to fix it; you quit immediately.”
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They might say: “Your complaint was not about harassment but about normal industry behavior.”
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