From being wolf-whistled on the way to work to being asked to make the coffee, sexism can become irritating.

And 'covert' forms of sexism in the workplace are just as damaging to women's health as more overt ones, new research suggests.

The study showed frequent sexist wisecracks, comments and an office cultures where women are ignored are just as damaging to a woman's wellbeing as unwanted sexual attention and sexual coercion.

'Covert' forms of sexism in the workplace, such as wisecracks or being ignored, are just as damaging to women's health as more overt ones, according to new research (file photo)

Feeling as though they are being discriminated against because of their sex is just as harmful to health as common job stressors such having too much work or poor working conditions, the Australian researchers found.

They said that managers should not become complacent, believing just because there are anti-sexist policies in place that the problem of women being maltreated in the workplace has been solved.

The study's co-author Dr Anna Genat, of the University of Melbourne said 'less intense' forms of sexism should not be considered less damaging.

She said: 'The more frequent, less intense, and often unchallenged gender harassment, sexist discrimination, sexist organisational climate and organisational tolerance for sexual harassment appeared at least as detrimental for women's well-being.

'They should not be considered lesser forms of sexism.'

Dr Genat and her team came to their conclusions through an analysis of 88 independent studies of a combined 73,877 working women.

'Less intense' forms of sexism are as harmful to women's wellbeing as unwanted sexual attention and sexual coercion, the researchers found (file photo)

The findings showed that when women are the targets of sexism and harassment in the workplace, they are more dissatisfied with their supervisors and managers than co-workers.

The researchers also found a trend of a more negative effect of sexism and harassment in male-dominated workplaces, such as the armed forces and financial and legal services firms.

However, they suggested this required further research.

Dr Genat added: 'Our results suggest that organisations should have zero tolerance for low intensity sexism, the same way they do for overt harassment.

'This will require teaching workers about the harmful nature of low intensity sexist events, not only for women, but also for the overall organisational climate.'