Workplace Harassment: Types & how to deal with it

 

Workplace harassment is a pervasive issue that can severely affect the well-being, morale, and productivity of employees. It takes many forms, ranging from subtle discrimination to overt bullying or sexual advances. Understanding what constitutes harassment and knowing how to respond is essential for maintaining a healthy work environment.

What is Workplace Harassment?

Workplace harassment refers to any unwelcome behavior that demeans, humiliates, or intimidates an individual or group. It can be verbal, physical, psychological, or even discriminatory in nature, often creating a hostile work environment for the victim. Harassment can happen between colleagues, supervisors, or even clients, and it’s not limited to face-to-face interactions—it can also occur online, in emails, or through phone conversations.

Common Types of Workplace Harassment

1. Sexual Harassment
• This type involves unwelcome sexual advances, requests for sexual favors, or inappropriate physical or verbal behavior of a sexual nature. Sexual harassment can range from lewd comments and jokes to outright physical contact.
• Example: A manager continuously asking an employee out for drinks despite repeated refusals, or inappropriate touching during office interactions.
2. Verbal Harassment
• Offensive comments, name-calling, insults, or degrading remarks fall under this category. This type of harassment is aimed at humiliating or belittling an employee’s appearance, intelligence, or work performance.
• Example: A co-worker constantly mocking someone’s accent or making derogatory remarks about their culture or religion.
3. Physical Harassment
• This involves unwanted physical contact or aggressive behavior, including pushing, shoving, or any form of physical intimidation.
• Example: A supervisor grabbing an employee’s arm or shoulder without consent, or a colleague physically blocking someone’s way as a form of intimidation.
4. Discriminatory Harassment
• Discriminatory harassment is based on protected characteristics like race, gender, religion, age, sexual orientation, or disability. This type of harassment fosters a hostile environment by targeting individuals based on these traits.
• Example: An employee facing ridicule or exclusion because of their ethnicity or being passed over for promotions due to gender bias.
5. Psychological Harassment (Bullying)
• Bullying can take many forms, including spreading rumors, constant criticism, undermining someone’s work, or isolating a person socially within the workplace.
• Example: A manager repeatedly questioning an employee’s competence in front of peers or deliberately withholding information crucial to completing a task.
6. Retaliation Harassment
• Retaliation occurs when an employee faces negative consequences for reporting harassment or discrimination. This could include demotion, reduced work hours, or unfair treatment following a complaint.
• Example: An employee filing a complaint about workplace harassment and then being assigned undesirable tasks as a form of punishment.

How to Deal with Harassment in the Workplace

Dealing with workplace harassment can be stressful, but there are steps you can take to protect yourself and your rights:

1. Document the Incidents
• Keep a detailed record of all harassment incidents. Include dates, times, what happened, who was involved, and any witnesses. This documentation will be crucial when reporting the harassment to your employer or legal authorities.
2. Know Your Rights
• Understand your company's harassment policies and know your legal rights. In many countries, there are laws in place, such as the Civil Rights Act in the U.S., that protect employees from workplace harassment based on gender, race, religion, and other protected characteristics.
3. Report to HR or Management
• Most companies have a formal process for reporting harassment. File a complaint with your Human Resources department or a trusted manager. Be clear about the incidents and provide your documentation. If the harasser is your supervisor, report to someone higher in the chain of command or an external entity if necessary.
4. Seek Legal Counsel
• If your company does not resolve the situation or if the harassment persists, you may need to seek legal advice. Employment lawyers or organizations like the Equal Employment Opportunity Commission (EEOC) can help guide you through the next steps, including filing formal complaints or lawsuits.
5. Take Care of Your Well-Being
• Harassment can take a toll on your mental and emotional health. Seek professional support, whether it’s through counseling or workplace support groups. Don't let the harassment impact your self-worth or career growth. Focus on staying healthy and finding safe spaces to talk about your experiences.
6. Consider Mediation or External Help
• In some cases, mediation with an unbiased third party may help resolve the issue. If your company has an ombudsperson or access to external mediation services, this can be a way to address the issue without escalating it to legal authorities.

The Role of Employers

Preventing workplace harassment isn’t just the responsibility of the victim—employers play a critical role in fostering a harassment-free workplace. Employers should:

• Create Clear Anti-Harassment Policies: Every company should have a well-defined anti-harassment policy that is regularly communicated to all employees. This policy should outline what constitutes harassment and detail the process for reporting incidents.
• Provide Regular Training: Mandatory training sessions help employees understand what harassment is, how to recognize it, and what to do if they experience or witness it.
• Encourage Open Communication: Foster a culture where employees feel safe reporting harassment without fear of retaliation. Create clear, confidential reporting channels where issues can be discussed and resolved effectively.
• Take Immediate Action: When harassment is reported, it’s important for employers to act swiftly and fairly. Investigations should be conducted, and appropriate disciplinary actions should be taken against the harasser if necessary.

Conclusion

Harassment in the workplace is a serious issue that requires attention and action. By understanding the types of harassment and knowing how to deal with it, employees can protect themselves and foster a healthier work environment. Employers, too, must take responsibility by implementing policies that prevent harassment and support victims in reporting and resolving issues.

When everyone in a workplace understands their rights and responsibilities, it creates a safer, more respectful environment where employees can thrive without fear of mistreatment.