C-tactile (CT) nerve afferents are a system of afferent nerves discovered by scientists that respond preferentially to slow, gentle touch. These nerves transmit sensory data from various parts of the body to the central nervous system (CNS).

Evidence suggests that slow and gentle touch communicates love and intimacy. So, it is thought that CT nerve activation (also called "tactile activation") helps us show these feelings more than any other nonverbal behavior.

Touch activates the orbitofrontal cortex in the brain, which is linked to feelings of reward and compassion, and correlates with the release of oxytocin and dopamine, assisting us in creating and maintaining social bonds that are essential to our survival.

On the other hand, studies have shown that not being touched, particularly as children, can lead to depression and low self-esteem as adults. That being said, not all touch is welcome, and discernment is essential, especially when out in the world or at work.

Do people use touch for selfish reasons? Of course.

Many people are aware of touch and will attempt to manipulate the positive feelings and emotions elicited by touch in order to elevate their status in a competitive environment. In her research, Nancy Henley discovered that a person in power is more likely to touch a subordinate, but the subordinate is not free to touch.

Because of the power differential between superior and subordinate, it is easy to become confused about whether the touch is motivated by dominance or intimacy. In general, research has shown that men touch more than women, often to subtly control or dominate. This is true for both men and women.

Despite the fact that touch is an important part of communication, most of us would not approach a stranger and touch them because touch is based on trust and familiarity. Touch is often soothing and creates a sense of safety when it is welcomed.

When you don't want to be touched, you may feel embarrassed, disgusted, or confused. This is why many people find it difficult to report a coworker who is bullying them or sexually harassing them. Because the majority of sexual harassment in the workplace occurs between a boss and an employee, it's critical to understand what types of leadership can lead to this type of behavior.

Most people understand that overt sexual harassment is socially unacceptable, despite the fact that it is still a major issue in many workplaces and that there are numerous laws prohibiting it.

What about less obvious forms of physical harassment and aggression?

These "friendly" touches are frequently justified as "accidental" or "unintentional." There is a reason why the definition of sexual harassment does not include the word "intent." Intent is extremely difficult to establish.

Only the alleged perpetrator can verify intent, creating a situation in which they have a veto over whether it was appropriate or not. Furthermore, you may not be able to express or demonstrate exactly what you mean when you speak.

Danger appears to exist when a person in a position of power gains prestige while still using subtle touch tactics to dominate. As a result, physical dominance is displayed behind a veil of communal prestige and friendliness.

In general, men are more likely to engage in these types of interactions. A hard slap on the back followed by a smile or a friendly handshake, for example, is painful.

For women, dominance is typically demonstrated through social aggression, which includes nonverbal behaviors such as causing harm to friendships and someone's social status through social exclusion and manipulation.

If touch is a language, we are only now realizing how critical it is to respect our individual differences. There is diversity in tactile communication, just as there is in verbal communication.

Cultures around the world can be defined by a spectrum of contact or no contact, with some cultures being more comfortable with physical contact than others. Countries like the United Kingdom, the United States, and Australia are examples of low contact cultures. Countries such as France and Brazil, on the other hand, would be considered high-contact cultures.

Touching a stranger on the hand was only acceptable in a study with Japanese and British participants, but individuals with an emotional bond were allowed to touch larger bodily areas.

This finding implies that social touch for bonding may serve a similar function in East Asian and European cultures and is not solely cultural. However, a cultural difference in the pleasure derived from touch was observed in the same study.

Although both cultures showed similar changes in emotional bonding among different individuals, Japanese participants reported a lower overall pleasantness of being touched than British participants.

We are still learning about the meaning of these differences in contact comfortability, and one theory suggests that a high risk of infection can indicate greater conservatism, which makes sense given the trauma imprint caused by previous infection outbreaks and the relationship to contact/non-contact culture, especially as we study the societal changes caused by COVID-19.

According to research, workplace sexual harassment has negative consequences such as lower job satisfaction, long-term sick leave, and mental health issues such as depression and anxiety. Because of this, and because it is the right thing to do, business leaders must deal with workplace harassment.

Using common stereotypes about men in positions of power, psychologist John Pryor developed the Likelihood to Sexually Harass Scale (LSHS). Using this scale, he discovered that those who are more likely to harass have a psychological underpinning that justifies their sexual behavior. For instance, the notion that women make false complaints because "they asked for it."

If you find yourself to be a victim of sexual harassment in the workplace, consider doing the following: