7 Types of Workplace Harassment and Effective Prevention Measures

In any professional environment, it is crucial to understand the legal definition of harassment for both individuals and organizations. The Occupational Health and Safety Act (the Act) defines workplace harassment as “engaging in a vexatious comment or conduct against a worker that is known or ought reasonably to be known to be unwelcome, or workplace sexual harassment.” Understanding the nuances of what constitutes harassment empowers individuals to recognize and address such misconduct, fostering a safe workplace culture. In this blog post, we will describe the seven types of workplace harassment, explore their effects, and discuss proactive measures for prevention.

1. Discriminatory harassment:

Discriminatory harassment covers a variety of harmful actions aimed at people due to specific traits they possess, leading to unequal treatment and disrespect. Subtypes of discriminatory harassment include racial, gender, religious, and disability-based harassment. Examples include making derogatory comments about cultural backgrounds.

2. Personal harassment:

This type of harassment encompasses a wide array of behaviours that target individuals on a personal level, causing emotional distress and psychological harm. Examples of personal harassment include repetitive and deliberate acts of bullying and coercive control intended to undermine someone’s confidence or autonomy.

3. Power harassment:

This type of harassment refers to misusing power or authority to intimidate, manipulate, or control others. Examples include verbal abuse, threats, unfair treatment, arbitrary decisions, or the exploitation of subordinates for personal gain.

4. Cyberbullying:

This type of harassment refers to using digital communication tools, such as social media, text messages, emails, or online forums, to harass, intimidate, or harm others. Examples include spreading rumours, sharing embarrassing photos or videos, sending threatening messages, or impersonating someone online.

5. Retaliation harassment:

This type of harassment occurs when an individual experiences adverse actions, such as threats, intimidation, or mistreatment, as a direct response to activities like reporting harassment.

6. Sexual harassment:

The Act clearly defines this type of harassment as either engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

An example of sexual harassment is making an advance on a person (such as asking them on a date) where it is known to be unwelcome.

7. Verbal harassment:

This type of harassment refers to the use of spoken or written words to intimidate, belittle, or demean someone, causing them emotional distress or discomfort. Examples include insults, derogatory remarks, threats, yelling, name-calling, or offensive language directed toward an individual or group.

Impact of Workplace Harassment

Harassment has a ripple effect and creates emotional trauma in the victims, their co-workers, their families, and even the community. Below, we describe the various impacts of workplace harassment.

Impact on Individuals:

Workplace harassment can lead to significant psychological distress, including anxiety, depression, and low self-esteem. These psychological impacts can impair job performance, leading to decreased productivity and increased absenteeism. In severe cases, it may even force individuals to leave their jobs or careers altogether, impacting their financial stability and prospects.

Impact on Organizations:

Workplace harassment can erode trust and morale within organizations, leading to increased turnover rates and difficulty attracting and retaining talent. It can also damage the organization’s reputation, leading to negative publicity and potential legal liabilities. Moreover, the costs associated with addressing harassment complaints, conducting investigations, and providing training can significantly burden businesses.

Impact on Society:

Workplace harassment perpetuates a culture of discrimination and inequality and can undermine efforts to create inclusive and diverse work environments. Additionally, the societal costs associated with workplace harassment include healthcare expenses, lost productivity, and legal expenses.

Prevention and Addressing Workplace Harassment

Preventive strategies to prevent workplace harassment are essential in promoting a safe and healthy workplace safety culture. Strategies employers can implement include:

Establish a Clear Harassment Policy:

It is crucial to have a comprehensive anti-harassment policy that clearly outlines prohibited behaviours, reporting procedures, and consequences for policy violations. Establishing a harassment policy is both a best practice and a legal requirement. All employers in Ontario are required to develop a policy and program addressing workplace harassment. Section 32.0.6 (2) (a) of the Act specifically requires that the program “include measures and procedures for workers to report incidents of workplace harassment to the employer or supervisor.” and (b) what to do if the alleged harasser is the employer or supervisor.

Provide Training:

Offer regular training sessions for employees and managers to educate them about what constitutes harassment, how to recognize it, and the appropriate steps to take if they witness or experience harassment. Encourage Open Communication: Many harassment complaints can be avoided if workers at all levels of the organization speak to one another openly and honestly. Mistakes, errors, and oversights need to be seen as learning opportunities. Talking things through and understanding each other’s perspectives goes a long way to preventing harassment complaints.

Encourage Reporting:

Create a safe and confidential reporting process that encourages victims and witnesses to come forward with harassment complaints without fear of retaliation. Provide multiple reporting options and encourage open dialogue with a supervisor, a trusted person in the workplace, or a third party.

Educate and Reinforce:

Continually educate employees about the importance of maintaining a respectful and inclusive work environment and reinforce the organization’s commitment to respectful workplaces through regular communication and training initiatives.

Take Prompt Action:

If a harassment complaint is made, conducting a thorough and impartial investigation is important. Everyone involved must be treated with respect and assured of confidentiality and professionalism.

Conclusion

In conclusion, understanding how harassment is defined, what it looks like, and its impacts are vital to workplace safety culture. Having clear harassment policies and providing comprehensive training to employees and managers is a key element of preventing workplace harassment. By incorporating the strategies above, businesses can work towards fostering a culture of respect, inclusivity, and equity for all employees.