Creating a Respectful Workplace: Tackling Harassment

In today’s professional landscape, fostering a respectful and inclusive workplace is critical. Unfortunately, workplace harassment continues to be a persistent issue, posing significant challenges to employee morale, productivity, and ultimately, the success of any business. A hostile work environment arises when the actions and words of a manager, supervisor, or coworker negatively and significantly impact another employee’s ability to perform their work.

What constitutes workplace harassment?

Harassment, in any form, has no place within the workplace. It encompasses behaviors, whether physical, verbal, written, or otherwise, that are unwanted, unwelcome, and have the potential to offend, threaten, intimidate, or demean an individual. Offensive jokes, slurs, physical assaults, intimidation, ridicule, insults, and interference with work performance are examples of what can be considered harassment.

According to the U.S. Equal Employment Opportunity Commission (EEOC), for a work environment to be considered hostile, specific legal criteria must be met:

• Unwelcome conduct or harassment is based on protected characteristics such as race, sex, pregnancy, religion, national origin, age, disability, or genetics.
• The harassment is pervasive and continues over a prolonged period.
• The behavior is severe enough to create an environment that is intimidating, offensive, or abusive.

Types of Harassment

Identifying workplace harassment can be challenging, given the various forms it can take. By understanding the different types and signs of harassment, HR managers and CEOs can proactively address issues and foster a culture of respect. Some notable types of harassment include:

1. Discriminatory Harassment is based on the intent to discriminate against individuals due to their race, gender, religion, or disability. It includes behaviors that display racial, gender, religious, or disability-based harassment and must be addressed promptly.
2. Verbal Harassment involves demeaning comments, offensive gestures, unwelcome jokes, and harmful remarks. Such behavior can have detrimental effects on an employee’s career and overall well-being, and it must be taken seriously.
3. Psychological Harassment often subtle in nature, employs tactics like exclusion, gaslighting, and other behaviors aimed at mentally debilitating the victim, undermining their self-worth, and eroding their confidence. Recognizing and addressing psychological harassment is crucial for maintaining a healthy work environment.
4. Digital Harassment: With the prevalence of social media and digital platforms, digital harassment, including cyberbullying, has become a significant concern. HR managers and CEOs should be aware of the potential for harassment across digital channels and establish policies to prevent and address such incidents.
5. Physical Harassment ranges from moderate unwanted gestures like touching an employee’s clothing to more severe acts such as physical assault, threats of violence, and damage to personal property. Creating a workplace free from physical harassment is vital for employee safety and well-being.
6. Sexual Harassment involves unwelcome sexual advances, inappropriate touching, sexual jokes, exchanging pornography, and requesting sexual favors in exchange for professional benefits. It is crucial to foster a workplace culture that actively

Creating a Safe Reporting Process

Organizations must establish formal policies for reporting workplace harassment to maintain a positive work environment that upholds the dignity and well-being of all employees. Clear guidelines and procedures should be outlined in employee handbooks, ensuring that every employee knows how to navigate the reporting process. Open communication channels and a non-punitive reporting environment can empower victims and witnesses to come forward without fear of retribution.

While dealing with workplace harassment, it is crucial to avoid behaviors that can escalate the situation or put you in harm’s way. Here are some key points to remember:

• Avoid Retaliation: Retaliating against the harasser can complicate the issue further. Instead, follow proper escalation procedures and allow HR professionals to handle the situation.
• Refrain from Complaining to Co-workers: While seeking support from colleagues is natural, it’s important to exercise caution when discussing harassment. Co-workers may have different relationships with each other, and negative discussions can potentially muddy the waters and undermine the seriousness of the situation.
• Don’t Remain Silent: Reporting all forms of harassment is essential. Silence will not make the perpetrator’s behavior disappear. Every incident should be reported, and thorough investigations should be conducted to ensure a safe and respectful work environment.

Reporting any form of workplace harassment is crucial due to several key reasons. Firstly, it brings attention to the offender’s behavior, ensuring that appropriate measures can be taken promptly. Importantly, it helps uncover patterns of misconduct that may have gone unnoticed. By reporting, individuals may discover that others have faced similar offenses by the same person or group, emphasizing the significance of collective action in addressing workplace harassment.

HR managers and professionals in leadership positions should commit to eradicate workplace harassment. Among available resources, SafeSpace can encourage employees to report incidents promptly and anonymously.

More information about SafeSpace on https://makesafe.space/