Workplace Harassment

What is Workplace Harassment?

Workplace harassment covers any unwelcome or offensive behavior in the professional environment that causes discomfort or distress to an individual or group of individuals. It can take various forms, ranging from verbal, physical, psychological, to digital. It often impacts one's performance, causing a hostile and intimidating work environment.

• Verbal Harassment: This may include inappropriate jokes, insults, name-calling or derogatory remarks targeting a person's race, gender, religion, age, or disability.
• Physical Harassment: Unwanted physical contact including touching, hitting, or any form of assault.
• Psychological Harassment: Tactics such as intimidation, manipulation, and persistent criticism aimed at undermining a person's confidence and self-esteem.
• Digital Harassment: Sending threatening or offensive messages, images, videos or materials, or trolling on online platforms.

Distinct Types of Workplace Harassment

Workplace harassment can be broadly categorized into two types: Quid Pro Quo Harassment and Hostile Work Environment Harassment.

The Role of Forensic Psychology in Identifying Workplace Harassment

Forensic psychology plays a crucial role in identifying and dealing with cases of workplace harassment. It helps understand the behavior patterns of harassers and the psychological effects on the victims. Skilled forensic psychologists can provide expert testimony in legal cases. Additionally, they can help organizations design harassment prevention training, workshops, and intervention strategies.

Identifying Harassment in the Workplace

Recognising workplace harassment is the first step towards combating this pervasive issue. It calls for strategic observation of signs exhibiting mental, emotional, or physical distress among employees in the work environment.

The Signs of Workplace Harassment

Identifying workplace harassment can be difficult, particularly if the actions are subtle or embedded within the existing work culture. However, educating oneself about the varied signs of perennial misconduct can lead to the formulation of effective preventive strategies. These indicators can manifest across three broad categories: personal, social, and professional.

Behavioural Indicators of Workplace Harassment

Behavioural indicators refer to observable changes in an employee's demeanour, conduct, or interaction as a consequence of workplace harassment. These changes can be subtle or noticeable, short-term or persistent. Understanding these signs is crucial for both management and co-workers to support the victim and curb the harassment.

Note that these behavioural changes may not necessarily mean that a person is being harassed, as they can be signs of other personal or professional issues. Hence, it is important to approach the situation with empathy and diligence.

Recognising Sexual Harassment in the Workplace

Sexual harassment, one of the most reported forms of workplace misconduct, largely includes unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature. Recognising these misdemenours is crucial not only to provide the necessary support to the victims but also to ensure the implementation of strict preventive policies.

• Unwelcome physical contact: This may include touching, hugging, patting, or brushing up against a person in an inappropriate manner.
• Sexual comments or gestures: This may consist of sexual remarks about a person’s appearance or body, vulgar jokes, sexually suggestive gestures, or lewd comments.
• Sending explicit content: The harasser may send unsolicited sexually explicit emails, messages, letters, or images that are offensive or unwelcome.
• Sexual requests or advances: These involve unwelcome requests for sexual favours in exchange for job benefits or threats of negative job action in the absence of sexual compliance.

Understanding these signs can lead to the implementation of more comprehensive sexual harassment policies, fostering a safe and respectful work environment.

The Impact of Workplace Harassment on Employees

Workplace harassment gravely affects employees, causing psychological distress, decline in work productivity, damage to personal and professional relationships, and even physical ailments. A pervasive issue in diverse sectors, it creates an environment of fear and intimidation that disrupts the overall workplace harmony.

Mental Harassment at Workplace: An Invisible Threat

Often regarded as an invisible threat, mental harassment, also referred to as psychological harassment, slowly deteriorates an employee's mental health. Its subtlety often leads to its negligence until significant harm has been caused to the victim's mental well-being. However, understanding the intricacies of mental harassment and its indications is the key to prevention.

Mental harassment can sometimes be difficult to identify because the conduct may not be overtly hostile or intimidating. Instead, it may involve behaviours that demean or frustrate an employee over time. Some of these behaviours may include:

• Excessive criticism: This includes non-constructive criticism that serves no purpose other than to cause distress or demean the individual.
• Isolation or exclusion: The victim may be deliberately excluded from work-related activities or discussions, causing a feeling of isolation.
• Threatening behaviour: This may involve threats regarding job security or unfair treatment such as unjustified negative performance evaluations.
• Constant monitoring: Excessive supervision or unwarranted scrutiny can also constitute mental harassment.

Individuals on the receiving end of this can experience significant emotional distress, leading to symptoms such as anxiety, depression, low self-esteem, and even panic attacks. The constant stress and fear of harassment can also lead to physical ailments such as insomnia, headaches, or stomach problems. Therefore, despite its invisible nature, mental harassment has tangible and detrimental effects on an employee's health and well-being.

Psychological Impact of Harassment on Individual Employees

Workplace harassment profoundly affects the psychological health of employees. The severity of its impact can vary based on the nature of the harassment, the individual's coping mechanisms, and the support systems in place. However, it invariably leads to a significant decrease in the employee's mental well-being and work productivity.

The Effect of Workplace Harassment on Team Dynamics

Apart from the individual, workplace harassment significantly impacts team dynamics. It creates a hostile environment filled with fear, distrust, and animosity, hampering the overall team performance and productivity.

When harassment is pervasive within a team, it can lead to numerous deleterious effects:

• Erosion of trust: Trust is a critical element for effective team functioning. Workplace harassment erodes this trust, leading to communication breakdowns and hindered cooperation.
• Increased conflict: Harassment can instigate conflict within the team, further creating an unsettling environment.
• Decreased morale and motivation: The distressing environment caused by harassment can considerably decrease motivation levels and lower employee morale.
• Higher turnover: Persistent workplace harassment can lead to increased employee turnover, as employees might prefer to leave rather than endure an inhospitable environment.

These effects cumulatively lead to decreased team productivity and performance. Therefore, addressing harassment is not just about individual well-being, but also about the holistic health of the team and the overall organisation.

Dealing with Workplace Harassment: Practical Examples

Examining real-world instances of workplace harassment provides insights into its diverse manifestations and the effectiveness of various approaches adopted to address these issues. These practical examples serve as crucial learning resources, encouraging organisations to continually refine their strategies against harassment.

Workplace Harassment Examples and Case Studies

Workplace harassment can often manifest subtly, making it a challenging phenomenon to identify, understand, and address. Real-world case studies provide insight into the diverse ways in which harassment can occur in the workplace. They also highlight the potentially grave implications for individuals and organisations alike, underscoring the importance of prevention and resolution mechanisms.

These cases, though unique in their specifics, share common threads. Both organisations witnessed a decline in employee morale and productivity, coupled with an erosion of trust. Moreover, their brand reputation was significantly tainted. These examples shed light on the subtleties of workplace harassment and the catastrophic impact it can have on both employees and organisations.

Analysing Real World Cases of Sexual Harassment in the Workplace

Sexual harassment is a stigmatised form of workplace harassment that inflicts severe psychological harm on victims. Understanding its dynamics through real-world instances can help organisations devise effective policies, systems, and cultures that discourage such behaviours.

These cases emphasise the pressing need for robust policies and support mechanisms to address sexual harassment. They highlight the importance of creating a culture where victims feel safe reporting incidents and trust the organisation to take appropriate action.

How Cases of Workplace Harassment Have Been Successfully Addressed

While workplace harassment is a pressing concern, many organisations have successfully addressed it, providing insights into effective strategies that can be adopted.

• Case Study 6: 'GreenEnergy', a clean energy companyAt 'GreenEnergy', when a newly joined employee reported incidents of racial harassment, the organisation took immediate action. They engaged an external agency to conduct neutral-party investigations, resulting in swift disciplinary action against the offenders. They also initiated a diversity and inclusion programme, emphasising respect, acceptance, and equity in the workplace.

These successful interventions highlight the crucial role of transparent policies, clear communication, prompt action, and, most importantly, fostering a culture of respect and inclusiveness in curbing workplace harassment.

Prevention is Better than Cure: Strategies to Prevent Workplace Harassment

Prevention truly is better than cure when dealing with workplace harassment. Instead of reacting to harassment incidents after their occurrence, the key lies in creating an atmosphere where such behaviour is deterred in the first place. Effective preventive strategies encompass not only stringent policies and clear reporting mechanisms but also active efforts to create a respectful and inclusive workplace culture.

Implementing Effective Measures to Prevent Harassment in the Workplace

In a proactive approach to preventing workplace harassment, organisations should have robust preventive strategies in place. These strategies should aim at deterring inappropriate behaviour, creating a supportive environment, and encouraging respectful interactions. The focus should be on eliminating the root causes of harassment rather than simply addressing its symptoms.

• Clear policies: An organisation should have comprehensive and transparent anti-harassment policies in place. These policies should clearly define what constitutes harassment, its consequences, and the complaint procedure.
• Regular training: Regular training sessions should be conducted to educate employees about workplace harassment and the organisation's policies against it. Interactive training can include role-play, case studies, and group discussions.
• Supportive reporting mechanisms: A confidential and efficient complaint mechanism should be developed. Employees should feel comfortable bringing their grievances without fear of retaliation.
• Inclusive culture: It is integral to foster a culture of respect and inclusion in the workplace. Regular engagement activities and diversity training can be helpful in achieving this.

Building a Safer Workplace: Steps Towards Preventing Sexual Harassment

Prevention of sexual harassment, one of the grave forms of workplace harassment, calls for a multi-faceted approach. It not only involves establishing strict policies and procedures, but also encompasses creating a respectful work environment that encourages reporting of incidents and supports the survivors.

• Clear Anti-Sexual Harassment Policy: This policy should clearly define what constitutes sexual harassment and its consequences. The policy should be communicated effectively and consistently to all employees.
• Robust Reporting Mechanism: Employees should know how to report instances of sexual harassment without fear of backlash. Anonymity and confidentiality should be maintained throughout the investigation process.
• Training Programs: Employees should be trained to understand, identify, and prevent sexual harassment. Active bystander training can be a crucial part of this, empowering employees to effectively intervene when they observe inappropriate behaviour.
• Support for Victims: Organisations should have a support system in place for victims of sexual harassment. This may include counselling, legal aid, and protective measures against retaliation.
• Regular Audits: Regular audits should be conducted to ensure adherence to the prevention measures and to make necessary improvements.

Empowering Employees: Training and Education to Prevent Workplace Harassment

Empowering employees through training and education is a critical facet in preventing workplace harassment. A well-informed workforce is not only less likely to perpetrate harassment, but also more likely to identify and report such behavior.

Training sessions need to be comprehensive, covering:

• Understanding of workplace harassment: Employees should be made aware of the different types of workplace harassment and how they manifest.
• Awareness about the organisation's policies: Details about the organisation's anti-harassment policies should be clearly communicated. This includes the complaint process and reassurance about the protection against retaliation.
• Skills development: Employees should be trained on how to handle potential harassment situations, including de-escalation techniques. More importantly, active bystander techniques should be imparted, encouraging employees to intervene in situations where they witness inappropriate behaviour.

Utilising real-life examples in training sessions can drastically improve their effectiveness. Moreover, regularity of the sessions ensures up-to-date knowledge and the maintenance of a respectful workplace environment.

Employee education should also involve awareness about their rights as per employment laws and human rights commissions. They should be aware of the legal avenues available to them in case of workplace harassment.