Emtrain logo

Concept

Quid pro quo Definition

A form of sexual harassment where job benefits are exchanged for sexual favors or other forms of compliance, quid pro quo literally means “this for that” in Latin, signifying an exchange of something of value. The term originated from 16th-century legal contexts, where it referred to the substitution of one thing for another. In modern workplace settings, it commonly describes situations where an authority figure abuses their position of power, demanding favors in exchange for promotions, raises, or job security.

Emtrain is the only compliance training provider that guaranteed to reduce ER claims

Emtrain’s harassment training course is engaging, interactive, and designed to spot and reduce EEO risk.

Harassment Prevention Emtrain Analytics

Courses and Mircolessons that cover Quid pro quo

Preventing Workplace Harassment Training Course

Preventing Workplace Harassment Training — US

Our all-state U.S. training model makes compliance easy.
Course
USA
Respect
Course-Canadian-Workplace-Harassment Training

Preventing Workplace Harassment Training — Canada

Harassment training up to Canadian standards.
Course
CAN
Respect
Course-Global-Harassment-Prevention-Training

Preventing Workplace Harassment Training — Global

Special training for non-U.S. based employees.
Course
intl
Respect
Course-Preventing-Workplace-Harassment-Training-India

Preventing Workplace Harassment Training — India

Designed for India’s PoSH statutory requirements for harassment training.
Course
IND
Respect

Additional Information on Quid pro quo

The concept of “quid pro quo” originates from Latin, meaning “something for something.” Historically, the term was used in legal and economic contexts to describe exchanges of equal value. In the workplace, quid pro quo harassment emerged as a legal concept in the mid-20th century as more protections against workplace discrimination and harassment were codified, such as Title VII of the Civil Rights Act of 1964. Over time, courts and lawmakers have clarified that this form of harassment violates an employee’s rights to a safe and equitable working environment.

Examples of Workplace Scenarios

  1. Promotion Pressure: A manager tells an employee they will only receive a promotion if they agree to go on a date or perform a personal favor.
  2. Training Discrimination: A supervisor excludes an employee from essential training opportunities unless the employee complies with inappropriate requests.
  3. Performance Review Retaliation: An employee receives a negative performance review after rejecting a superior’s advances, despite having met or exceeded work expectations.
  4. Power Imbalance in Hiring: A manager offers a job to a candidate in exchange for personal favors, explicitly or implicitly tying employment to compliance with inappropriate demands.
  5. Favoritism in Performance Reviews: An employee receives a better performance review or promotion because they complied with a supervisor’s personal requests, while others who refused are penalized.
  6. Client-Contractor Situations: A client pressures a contractor to provide favors in exchange for awarding a contract or maintaining a business relationship.
  7. Quid Pro Quo in Team Dynamics: A team leader offers a coveted assignment or reduced workload in return for personal favors, creating a hostile and inequitable team environment.

Impact of Quid Pro Quo in the Workplace

  • According to recent studies, nearly 12,000 cases of quid pro quo harassment are reported to workplace compliance agencies annually, with many more likely going unreported. (Source: EEOC)
  • These cases often result in costly legal settlements, decreased morale, and damaged company reputations.

How to Address Quid Pro Quo Harassment

  1. Recognize and Document the Behavior:
    • Understand the signs of quid pro quo harassment, such as explicit or implied requests tied to employment conditions.
    • Keep a detailed record of incidents, including dates, times, individuals involved, and specific statements or actions.
  2. Report the Behavior:
    • Follow your workplace’s harassment reporting protocol, typically involving HR or a designated compliance officer.
    • If no clear protocol exists, report the issue to a higher authority within the organization or a legal advisor.
  3. Foster a Safe Reporting Environment:
    • Employers should ensure employees feel comfortable reporting harassment without fear of retaliation.
    • Confidential hotlines or anonymous reporting tools can make it easier for employees to come forward.
  4. Training and Prevention:
    • Regular training for managers and employees on identifying and preventing quid pro quo harassment.
    • Promote a workplace culture that values mutual respect and equity through workshops, policies, and leadership modeling.
  5. Legal Recourse:
    • If the behavior persists or the organization fails to act, employees can file complaints with the Equal Employment Opportunity Commission (EEOC) or pursue legal action under relevant anti-discrimination laws.

Related Resources

Video Example: Quid Pro Quo in Action

Here’s a short video example from our course Preventing Workplace Harassment showcasing a workplace scenario illustrating quid pro quo harassment and its impact.

Frequently Asked Questions

Quid pro quo harassment occurs when job benefits—such as promotions, raises, or training opportunities—are contingent on providing sexual favors or complying with inappropriate requests. This form of harassment is illegal under workplace anti-discrimination laws.
Look for situations where job benefits, promotions, or evaluations are linked to sexual advances.
Report the behavior to HR or a trusted supervisor immediately.
Yes, it is illegal and can lead to serious consequences for the perpetrator.

Culture Forward Companies That Choose Emtrain

Okay, you got this far.
Let’s get compliant.