此外，性骚扰有两个主要区别，适用于欧盟和美国。首先是私人领域。这一层次详细描述了个人在家庭或私人生活中的性虐待。昆尼皮亚克大学(Quinnipiac University)进行的一项研究显示，15%遭受过性骚扰和/或性虐待的女性表示，这些事情发生在家里。(Frederick, 2)人们往往忘记一些骚扰发生在受害者的家里，因为大多数性侵犯案件发生在第二个领域，即公共领域。这种形式涉及发生在普通社区(RAINN)的言语骚扰、性侵犯、性骚扰、强奸等实例。公共领域还包括工作场所的性骚扰。美国法律承认工作场所内的两种性骚扰:交换条件性骚扰和敌对的工作环境。交换条件涉及到员工,必须容忍和忍受性骚扰换取就业,升职,加薪,等敌意的工作环境,按照美国法律的定义,是一个进攻的工作环境,阻碍了员工的绩效结果在工作场所性骚扰(第七条)。另一方面,欧盟不承认不同形式的性骚扰在工作场所和使用一个通用的定义。这是一个很大的问题，因为缺乏区分和认可会导致冷漠，人们会忘记职场性骚扰本身就是一个完全不同的问题。
Additionally, there are two main distinctions of sexual harassment that apply to both the EU and the US. The first is the private sphere. This level details sexual abuse in the home or private life of an individual. A study conducted by Quinnipiac University revealed that fifteen percent of women who have been sexually harassed and/or abused said it happened at home. (Frederick, 2) People often forget that some instances of harassment occur within the victims’ homes because most cases of sexual assault occur in the second sphere, the public sphere. This form involves instances of verbal harassment, sexual advances, molestation, rape, etc. that occur in the general community (RAINN). Also included in the public sphere is sexual harassment in the workplace. United States law recognizes two kinds of sexual harassment within the workplace, quid pro quo sexual harassment and hostile work environment. Quid pro quo involves an employee that has to tolerate and endure sexual harassment in exchange for employment, a promotion, a raise, etc. Hostile work environment, as defined by US law, is an offensive work environment that hinders an employee’s performance as a result of sexual harassment in the workplace (Title VII). On the other hand, the EU does not recognize different forms of sexual harassment in the workplace and uses a general definition. This is a huge part of the problem because the lack of distinction and recognition generates apathy and people forget that sexual harassment in the workplace is an entirely different issue on its own.