This paper examines the legal definition and nature of sexual
discrimination. It then considers the different definitions
and employments of the term 'sexual harassment' that have been proposed by feminist scholars and by women and men in the workforce today. It highlights the type of 'work' that employers and employees, both male and female, need to do, to build a more equal footing for women. It further shows that taking legal action is important when appropriate, but rather than focus only on the law, the feminist movement must focus on the psychological and social attitudes and conversation patterns of employers and employees, which cannot always be legislated.