Workplace harassment and discrimination was one of the most frequently reported issues Bullying and harassment are psychological hazards that can harm employees. At the organisational level, these behaviours can lead to absenteeism, increased turnover, and decreased productivity.

Recognizing Harassment

A bearded male Manager harasses his colleague a girl who works at a laptop in the office

It is illegal under anti-discrimination law to treat a person less favourably because of protected characteristics such as gender, sexual orientation, race, disability, or age. Harassing or bullying someone is an example of illegal behaviour.

Harassment is frequently motivated by an individual’s perception of what is and is not acceptable. Harassment may include the following:

• Threatening phrases or words
• Physical repression
• Making offensive jokes
• Sexual advances that are inappropriate
• Demeaning behaviour toward another person because of their gender or sexual orientation
• Sending or disseminating offensive messages and materials

Workplace bullying is defined as repeated unreasonable behaviour that specifically targets a person or group of people and creates a risk to health and safety over time. Abusing, humiliating, intimidating, or threatening others is an example of unreasonable behaviour.

Some workplace practises may appear unfair or upset employees, but reasonable management action is not bullying. Your employer has the authority to direct how work is done, to provide constructive feedback, and to take reasonable disciplinary actions.

What can leaders do to help their teams?

• Demonstrate your dedication. Bullying and harassment prevention should be taken as seriously as physical hazards.
• Involve stakeholders. Consider consulting with employees, human resources, or an outside consultant for advice and feedback on managing psychological safety.
• Take every complaint seriously. It is critical not to allow the behaviours to escalate.
• Consider the effect on individuals. Inquire with the affected employee(s) about the assistance they require. Be aware that they may be suffering from a psychological injury, which may manifest as irrational behaviour. They might have poor memory and concentration. Maintain regular contact with them and be adaptable in your approach.

What if I’ve been the victim of harassment?

• Keep a record of everything. Stick to the facts of what happened (when, where, who, and so on) and the specific behaviours that are taking place.
• Examine your company’s policy. This will serve as a guide for the next steps. If your workplace does not have a policy, speak with your manager or human resources.
• Speak with the person in question. If possible, inform the person that their comments and actions are inappropriate. This is sometimes all that is required to bring them to a halt.
• Locate a confidante. Consult a trusted friend or a doctor. Bullying and harassment can have a negative impact on one’s physical and emotional health; speaking with someone can help.

What if I’m accused of harassment?

• Consider the complaint seriously.
• Consider your actions from the perspective of the other person. Request candid feedback from a coworker. Speak with your EAP for unbiased and confidential advice.
• Look for help.
• Speak with your manager or human resources for assistance in resolving the problem. Because this can be a stressful situation, remember to look after your own health and well-being.