The Complete Guide to Harassment in the Workplace

Harassment is an improper conduct aimed at offending or causing distress towards an individual. Harassment can be motivated by various reasons and take many forms. Employers should be vigilant of harassment signs and take prompt actions to properly address workplace harassment.

Workplace harassment should never be taken lightly, and employers have an obligation to make all employees feel safe and accepted in the workplace. In this Pacific Prime article, we’ll tell you everything you need to know about harassment in the workplace. 

Explaining Harassment in the Workplace 

Harassment is improper conduct by an individual that is directed at and offensive to another individual. It comprises objectionable acts, comments, or displays that demean, belittle, or cause personal humiliation, embarrassment, and/or intimidation.

Harassment can be unlawful and harmful to employees’ morale and productivity. Employers should take prompt actions when harassment is reported in the workplace. Learn more about possible types of harassment and measures to take against it in the sections below.

Types of Harassment in the Workplace

Here are 10 types of harassment in the workplace:

1. Discriminatory Harassment 

Discriminatory harassment is defined by its intentions rather than how it’s carried out. The bully harasses the victim because they’re a member of a particular group. Here are some examples of discriminatory harassment in the workplace:

• Racial: Someone from a certain racial or ethnic background hears a racial joke (targeted towards their race) in the workplace. 
• Gender: A male nurse or male secretary gets degrading comments in the workplace regarding how he’s doing a “woman’s job.”
• Religion: There may be pressure to convert to the majority religion to fit in with people in the workplace. 
• Age: A qualified employee is passed over in a promotion due to the presumption that they are ‘too young’ or ‘too old’ to fulfill the position.
• And more

2. Personal Harassment 

Personal harassment is targeted at the victim due to their nature, rather than because they’re a member of a particular group. It’s bullying in the most basic form, including inappropriate comments, offensive jokes, and any other behavior that creates an intimidating environment. 

3. Sexual Harassment 

Sexual harassment is inherently sexual in nature, which typically includes unwanted sexual advances, conduct, and/or behavior. Here are some examples of sexual harassment in the workplace:

• Sharing sexual photos
• Making sexual comments or jokes
• Inappropriate sexual touching or gestures
• Invading personal space in a sexual way
• And more

4. Power Harassment 

Power harassment occurs when there’s a power imbalance between the harasser and the victim. As the harasser often uses their power to harass those who have lesser power, it’s often the case of a supervisor or manager harassing their subordinates. 

5. Physical Harassment

Physical harassment involves physical attacks (like hitting, shoving, or kicking), threats of attacks, or destroying of property to intimidate. In extreme cases, physical harassment may be classified as assault.

6. Verbal Harassment

Verbal harassment is usually the result of interpersonal conflicts in the workplace, which involves threatening, yelling, insulting, and cursing at the victim. As it can often be overlooked and unresolved, verbal harassment can be especially damaging. 

7. Online Harassment

Cyber harassment is when the harassment is taken online. Harassers might spread gossip about the victim on social media, share humiliating things about the victim via mass email or even send harassing instant messages directly to the victim.

8. Psychological Harassment 

Not all harassment comes with physical action. Psychological harassment involves the use of hostile words or behaviours that lead to psychological distress like fear, humiliation, annoyance, doubt, or insecurity on the receiving end, making it especially hard to spot.

Psychological harassment can come in the forms of:

• Exclusion from groups
• Gaslighting
• Trivializing the victim’s concerns or opinions
• Spreading rumours

9. Retaliation

Retaliation, though rarely spoken about, is when employers discriminate, harass, discipline, or fire employees for taking certain protected actions, such as reporting the employers for public health issues, discrimination, or non-compliance with laws.  

Some examples of workplace retaliation include:

• Demotion
• Pass over for a promotion or raise
• Micromanagement
• Pay cut
• Termination of employment

10. Third-Party Harassment

Third-party harassment is harassment perpetrated by someone from outside your organization for example your client, vendor, supplier, customer, or contractor. Third-party harassment can occur in all forms, from physical, psychological to sexual.

Employees in customer- and client-facing positions are especially exposed towards third-party harassment, such as sales associates, desk clerks, or cashiers.

Some examples of third-party harassment include:

• Verbal and inappropriate jokes
• Verbal or written threats
• Aggressive behaviors and physical violence
• Sexual advances and harassment

Why Employers Should Address Harassment in the Workplace

Some types of harassment, such as sexual harassment, physical harassment, or discriminatory harassment, are unlawful, and employers are legally required to prevent and address such harassment. Harassments are also detrimental to employees’ morale and engagement.

More often than not, addressing workplace harassment can yield tangible benefits to the performance and the atmosphere of the workplace. Here are five examples:

1. Minimize Financial and Legal Risks

Certain workplace harassment is unlawful, and employers have the responsibility to prevent and address it. Failing to do so can lead to financial and legal liability on the side of employers.

Some harassments that can be unlawful include discriminatory harassment based on race, religion, sex, and disability; sexual harassment; and physical violence.

2. Attract and Retain the Best Candidate

By adopting an anti-harassment stance, you’ll be able to attract and retain the best candidates. This is because the best candidates want to work in an environment that makes them feel safe and welcomed. As we know, human resources are the backbone of any successful organization. 

3. Boost Employee Morale and Productivity 

When employees feel safe and welcomed, they’re also going to feel happier coming to work. This boosts the overall employee morale and state of mind, which has direct spillover effects on their productivity levels. More productivity equals more profit for the organization. 

4. Facilitate Innovation in the Workplace

Given that employees from diverse backgrounds will be attracted to your organization, you’ll be able to benefit from a diverse and inclusive workforce. The exchange of different ideas and perspectives can drive innovation, which is crucial to stand out in the post-pandemic world. 

5. Enhance Corporate Culture and Reputation

Harassment is detrimental to the company’s reputation and can lead to the vicious cycle that drives the company’s culture toward the downward trajectory. High quality talent are unlikely to feel committed or attracted to such companies.

How Employers Should Address Harassment in the Workplace

Though it can be a challenge to shut down harassment for good, there are key steps you can take to ensure your employees are well-supported in reporting harassment, such as creating a harassment policy for your organization, employee training to spot harassment, and a transparent reporting system.

1. Create a Harassment Policy for Your Organization

A harassment policy outlines the definition of harassment, the procedure for employees to file a harassment complaint, and the steps that the organization will take to investigate and address the complaint. Even if you already have one, it’s worth updating it. 

2. Train Your Employees on All Things Harassment 

As long as employees are ignorant about the negative impacts of harassment, this is a breeding ground for harassment in the workplace. Given this, make sure you train all employees on what harassment is, as well as how to recognize and report it.

3. Ensure Your Employees can File Harassment Complaints 

Despite your best efforts, policy and training only goes so far. That’s where an internal complaint system comes in. Ensure that it’s anonymous and secure to encourage employees to come forward with their complaints so you can take further action to investigate.

The silver lining: An internal complaint system will also deter harassers from harassing individuals in the workplace.

4. Take Action Promptly and Seriously

Once you receive your employees’ report, act promptly and seriously, ensuring that their report is treated as credible and deserving attention. Prompt actions are also vital to fostering employees’ trust towards your organization.

5. Be Vigilant of Retaliation

As mentioned above, employees are sometimes at risk of being retaliated against for their actions. Human resources personnel must be vigilant of retaliation that might be perpetrated by internal actors such as their supervisors, managers, or even other employees.

Get in Touch with Pacific Prime for All Things Employee Benefits 

If you’re ready to adopt an anti-harassment stance and embrace a diverse and inclusive workforce, get in touch with employee benefits specialists at Pacific Prime today. We help employers of all sizes design and implement employee benefits solutions that cater to a diverse workforce.

Using a tailored, technology-driven approach, our corporate team works closely with your organization to ensure that your goals and budgetary requirements are considered.  Arrange a FREE consultation with our corporate team today!