Understand what behaviors are considered unacceptable and see what to do when this happens
Workplace harassment encompasses a variety of behaviors that can create a hostile, intimidating, or humiliating environment for employees. Such behaviors can be perpetrated by colleagues, superiors, subordinates or even by third parties, such as customers. Below are some common types of behaviors that may be considered workplace harassment:
1. Moral harassment
• Humiliations and degradations: Repeatedly exposing someone to humiliating or degrading situations.
• Insults and insults: Using derogatory words, yelling or swearing at the employee.
• Bullying: Threatening the employee in a veiled or explicit manner.
• Social isolation: Intentionally excluding the employee from important meetings, conversations, or decisions.
• Work overload: Delegating excessive tasks or tasks that are impossible to complete within the given time.
2. Sexual harassment
• Inappropriate comments: Making sexual remarks or comments about an employee’s physical appearance.
• Unwanted advances: touching, hugging, or kissing someone without consent.
• Proposals and allusions: Making sexual advances or insinuating rewards in exchange for sexual favors.
• Viewing sexual content: Show sexual images, videos or messages in the workplace.
3. Discriminatory Harassment
• Racism: Making derogatory jokes or comments about a coworker’s race or ethnicity.
• Sexism: Treating someone inferior because of their gender, including prejudice against women or men.
• Homophobia and transphobia: Discriminate or make offensive comments about someone’s sexual orientation or gender identity.
• Ageism: Disparaging or ridiculing employees for being too young or old.
4. Psychosocial harassment
• Handling: Trying to emotionally manipulate the employee to gain advantage.
• Devaluation: Continuously belittle the employee’s accomplishments or abilities.
• Rumors and rumours: Spreading lies or malicious rumors about the employee.
How to identify and manage harassment
• Identification: Recognizing the signs of harassment is critical. This may include changes in the employee’s behavior or performance, signs of stress or anxiety, or formal or informal complaints.
• Documentation: Maintain a detailed log of incidents, including dates, times, locations and descriptions of events.
• Relationship: Forward your complaint to your human resources department, your direct supervisor, or an entity responsible for protecting workers’ rights.
• Support: Seek psychological or legal support, if necessary, to deal with the emotional and legal consequences of harassment.
Companies have a responsibility to create a safe and respectful work environment by implementing clear anti-harassment policies, promoting training and establishing effective reporting channels.
Watch the video with Nana Lima, director of Think Evea consultancy firm working with gender equality solutions in the corporate market.
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Source: Terra
Ben Stock is a lifestyle journalist and author at Gossipify. He writes about topics such as health, wellness, travel, food and home decor. He provides practical advice and inspiration to improve well-being, keeps readers up to date with latest lifestyle news and trends, known for his engaging writing style, in-depth analysis and unique perspectives.
