Steps to Deal with Harassment
Steps to Deal with Harassment
Harassment refers to unwelcome behaviour based on race color, religion, sexual orientation, gender identity or pregnancy, national origin, older years (beginning at 40), disability or genetic information (including family history).
Harassment at work can be from co-workers, supervisors, or anyone else, including customers, clients, vendors, and even employees. The victim of harassment at work does not have to be the one who was harassed, but anyone who feels offended by the behaviour of the harasser.
The harassment is so severe or persistent that it would make a reasonable person consider the workplace hostile, intimidating, or abusive. This would also apply to harassment that results from a supervisor making a change in the status or salary of an employee.
Harassment at work may have some physical evidence. Conduct can include making offensive jokes, name-callings, slurs or epithets, physical assaults or threats and intimidation.
There are many types of workplace harassment. This article will help you identify the most common forms and what to do if you witness harassment in your workplace.
- Verbal and written harassment – This is the most common form of workplace harassment, and it’s the one you see the most. This includes sending offensive jokes and graphics about race or religion in emails, repeatedly asking for dates or sexual favors in-person or via text, asking about family history or genetic disorders, making derogatory remarks about someone’s age or disability.
- Bullying is a common form of workplace emotional abuse – Mobbing is also known as workplace bullying. It involves a persistent, escalated conflict that includes harassing and threatening actions directed at a target. Workplace bullying includes the following: False accusations of errors and hostile glares or other intimidating nonverbal behaviour, yelling and screaming, exclusion, and the “silent Treatment” withholding resources and information needed to the job, behind the back sabotage, defamation and use of insults, put-downs, and excessively harsh work requirements designed to ensure failure.
- Cyberbullying (digital harassment) – Employers are increasingly embracing technology to reduce the risk of online harassment. Online harassment at work can include spreading gossip online about the victim, sending harassing texts to the victim, and sharing embarrassing information via mass chat.
- Physical Harassment– is sometimes very subtle and can be difficult to spot. This could include lewd gestures of hand or other gestures that convey curse words, unwanted touching a person’s clothing, following someone too closely or standing too close on purpose, making sexually suggestive facial expressions or using music with degrading or offensive language.
- Sexual harassment – refers to harassment at work that is sexual. It can include unwelcome sexual advances or conduct. It is also known as illegal discrimination. You can be harassed at work by sharing photos, posters of sexual content, inappropriate touching or gestures or jokes, comments or questions.
Harassment is a form of harassment that can make us feel uneasy or unsafe. Ninety percent (90%) of workplace harassment is not reported. What happens if you are determined to take action?
Steps to Deal with Harassment
These are some effective ways to handle harassment.
1. Collect information.
Learn the details – dates, times, places and what really happened.
2. Check your workplace bullying policy
You should check whether your workplace has a harassment or bullying policy. This policy might have been provided to you when you started. This will give you an idea about who you should talk to, the processes you should use, and the consequences for bullying.
3. Report it.
Report all instances of harassment immediately. To be held legally responsible, your employer must have knowledge or reasonable cause to know about harassment. Your supervisor, someone from human resources, or anyone in your organisation that is responsible for dealing with harassment.
4. Notify your manager or supervisor
Notify your supervisor immediately. Your supervisor will likely request that you follow up on your verbal explanation by writing a detailed report detailing the incident. You may find your immediate manager harassing you. If he or she refuses, notify the next person in your line of reporting. Your complaint should be handled confidentially and with discretion by the person you report to.
5. Lawyer up
The company can work with legal counsel to make sure that all communications with employees, executives, and members of the Board are protected by attorney-client privilege. Even if a supervisor at a lower level fails to follow company policies and rules, the company could be subject to significant liability.
6. Keep your private records secret
It can be difficult to recall exactly when and why you were bullied. These details are crucial if you wish to report bullying. To help you recall the details and show that you have been treated unfairly more than once, keep a personal log. Keep detailed notes about what was said, done or implied.
7. Ask your family and friends for help.
Harassment can be very difficult. Share the abuse with family, friends, and coworkers. Talking to others about harassment can provide you with the needed support. It will help you process the events and clarify them. This may also help your company’s investigation or legal case. There is no need to feel isolated.
8. Raise awareness
Awareness is the best form of prevention. Awareness is the best form of prevention. Those who are more aware of behaviours that could be considered harassment are less likely not to do so. This assessment will allow staff to measure their perceptions of sexual harassment at work.
Harassment in the workplace is any belittling, threatening behaviour directed towards a worker or group of workers. It is important to know how to handle harassment complaints. Your organisation will be able to address harassment claims effectively and avoid future ones by creating and implementing a robust complaint procedure.