There is a clear concern nowadays on the effects of workplace harassment on individuals and the organisation, but despite many remediate and tertiary procedures and interventions the need to continue emphasising the need for proactive measures remains.
Harassment involves offensive and unwelcome actions that make an individual feel intimidated or embarrassed, especially based on protected characteristics like sex, race, or religion. It aims to violate dignity, creating a hostile environment. Acts persisting over time, like continual pressure or intimidation, are categorised as harassment. Even isolated severe incidents can qualify. Harassment includes verbal, psychological, physical, and sexual aspects. It is considered illegal in the workplace, with severe impacts on productivity, health, safety, and exposes organisations to serious legal consequences. Harassers can be supervisors, colleagues, or non-workers. Â
Victims don’t have to be directly harassed and unlawful harassment may occur without economic harm or worker dismissal. A survey created by the International Labour Organization (ILO) (Experiences of Violence and Harassment at Work: A global first survey) exposes that 17.9% of employed individuals have encountered psychological violence and harassment, while 8.5% have faced physical violence and harassment. Notably, men reported experiencing such incidents more frequently than women. Furthermore 6.3% of respondents disclosed instances of sexual violence and harassment, with women disproportionately affected and in particular young women were twice as likely as young men to face sexual violence, while migrant women were nearly twice as likely as non-migrant women to report such incidents. The survey highlighted a disconcerting trend, as over three out of five victims reported enduring violence and harassment at work on multiple occasions.
A successful anti-harassment initiative relies on a robust policy embedded in the company’s Code of Conduct, explicitly defining various forms of harassment. Real-world scenarios integrated into the policy enhance workers’ understanding, creating a cornerstone for a safe workplace culture. Enforcing a zero-tolerance policy sends a clear message against inappropriate behaviour, with consequences, including termination, explicitly outlined.
To prevent such situations in the workplace, organisations can take proactive measures such as: Â
- Fostering a culture of open communication and inclusivity encourages workers to speak up about potential issues before they escalate. Â
- Regularly reviewing and updating the anti-harassment policy, along with conducting periodic training refreshers, reinforces the commitment to maintaining a respectful and safe work environment. Â
- Collaborating closely with human resources specialists, organisations can develop targeted training sessions for diverse worker groups, effectively conveying the anti-harassment policy and providing specialized education on sexual harassment and discriminatory actions. This investment in ongoing education ensures a workplace culture actively focused on preventing harassment. Â
- Establishing a fair and transparent complaint process. Workers should be guided on the proper procedure for filing complaints, with assurances that thorough investigations will take place and a commitment to an anti-retaliation policy. This instils confidence in workers, assuring them that the company is dedicated to addressing harassment issues promptly and fairly.Â
Recognizing the challenges workers may encounter, particularly when reporting harassment involving a direct supervisor, organisations should facilitate easy access to various and safe communication channels. These can include email, online messaging platforms (e.g., such as a whistleblower system), or worker apps, providing multiple reporting options. Empowering workers to choose the method that feels most secure for them is crucial. Direct communication with the human resources department should also be guaranteed, ensuring swift and confidential handling of complaints.Â
Developing and implementing an effective anti-harassment policy is a fundamental step towards creating a workplace culture that values respect and inclusion. By clearly communicating expectations, providing thorough training, establishing a fair complaint process, and ensuring accessible communication channels, organisations can foster an environment where workers feel safe, supported, and empowered to speak up against harassment. This commitment not only safeguards individual well-being but also contributes to the overall success and reputation of the organisation.Â
ReferencesÂ
(2022, December 5). Violence and harassment at work has affected more than one in five people. Ilo. https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_863177/lang–en/index.htm
How To Stop Workplace Harassment: The Strategies You Need To Know. (n.d.). easyllama. https://www.easyllama.com/blog/how-to-stop-workplace-harassment/#:~:text=Make%20sure%20employees%20at%20all,environment%20by%20leading%20with%20example
Lawrence, A. (2020, June). Empower Managers to Stop Harassment. Hbr. https://hbr.org/2020/05/empower-managers-to-stop-harassment
Rowell, S. (2023, December 21). To Prevent Workplace Harassment, Start By Training Everyone. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/12/21/to-prevent-workplace-harassment-start-by-training-everyone/
Schmidt, C. (2021, November 21). Unsure How To Address Workplace Harassment? Five Steps To Start. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/11/12/unsure-how-to-address-workplace-harassment-five-steps-to-start/
Schooley, S. (2023, October 23). Workplace Harassment: How to Recognize and Report It. Businessnewsdaily. https://www.businessnewsdaily.com/9426-workplace-harassment.html
Workplace bullying and harassment. (n.d.). gov.uk. https://www.gov.uk/workplace-bullying-and-harassment
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