Workplace abuse and harassment, as much abhorrent as we think it is, happens in offices all across the world. And the power dynamics within a corporate, public or private office are the same: if the abuser or person doing the harassment is in a position of power, they will always try to suppress the revelation and will try their best to duck from accountability and consequences. However, workplace abuse and harassment might not always be obvious and blatant; in fact, there are many types of workplace abuse and harassment that may fly under the radar. Which is why, in this blog post, we will discuss workplace harassment as well as discussing how one can recognize such objectionable activities and report them to ensure a conducive, comfortable and productive workspace for all.
Let us first understand what actually constitutes workplace abuse and harassment. With the post-MeToo world being as responsive to complaints and accusations as ever before, it is imperative to understand and discover the fine line that exists between workplace camaraderie and friendship and actions or comments that may be considered hurtful or borderline aggressive and or the nature that is tantamount to harassment.
What Actually Constitutes Workplace Abuse And Harassment?
Workplaces are tight-bound spaces where people of different gender identities, backgrounds, colours, race and beliefs come together to work for mutual benefit. While this may have presented a problem in the olden times, the contemporary workplace is an amazing ideal of integration, harmony and tolerance, due in part to the non-discriminatory legislation that countries have enforced in both public and private affairs.
While this is all a step in the right direction, people cannot all be expected to adhere to these ideals, which is where the issue of dealing with workplace abuse and harassment comes in. Ranging from unwelcome comments about one’s work or appearance to the most aggravated form of abuse and harassment, here is a quick definition of what constitutes workplace abuse.
“Workplace abuse and harassment includes but is not limited to offensive jokes, slurs, ridicule, insults, mockery, as well as threats or actual instances of physical violence and intimidation tactics involving both digital and professional aspects of the workplace. Any interference with work performance that is unsanctioned or unprofessional in nature and affects the mental health, sanctity and the decorum of the office premises may also be considered workplace abuse and harassment.”
As broadly defined and subjective harassment can get, it is imperative to note here that whatever the intention of the abuser may be, if the recipient does not feel safe, appreciated or feels hostility from the abuser, no matter what matter of action may be undertaken, it will be considered workplace abuse and harassment.
Let us now delve into the many types of workplace abuse and harassment.
The Many Types Of Workplace Abuse And Harassment
Workspace abuse and harassment can be classified into five broad categories, which include any or all actions/ statements that may be classified as such and may need broader awareness around, to be reported instantly and without any negative or retaliatory repercussions.
Verbal Abuse/ Harassment
Verbal abuse is oftentimes considered the most common and yet the most unreported type of abuse or harassment, mainly because the recipient doesn’t feel harassed and because acts of yelling or snide comments and remarks are considered part of the workplace or a personality quirk of an individual. Again, in the case of verbal abuse or harassment, it is important to understand that any demeaning remarks, gestures, comments or criticism that is unwarranted and seems excessively maligned towards an individual’s persona or professionalism will be considered verbal abuse and harassment.
Reporting such acts of harassment and abuse is imperative to ensure the person is held accountable and such negativity does not affect the sanctity and harmony of the workplace.
Physical Abuse/ Harassment
Physical abuse and harassment can be very dangerous, as even the looming threat of aggressive physical action can cause misery and anxiety, both of which are detrimental to optimal performance in the workplace. The realm of physical abuse is wide, and from unwanted gestures like brushing past an employee or physical assault and property damage and everything inbetween is considered physical abuse and harassment. The gray area in physical abuse is also very much invisible; it’s hard to differentiate what could potentially be physical harassment when it is downplayed to simple joking around between professional colleagues as a form of affection. Even long-term acts like shoving or light punches or kicks may not be seen as harassment, especially if the employee in question isn’t aware of the negative consequences that may materialize a long way down the road.
Reporting of physical abuse and harassment is extremely crucial, as left unchecked this may evolve into severe cases of physical assault or destruction of property, and in some aggravated cases, may further evolve into sexual abuse and harassment.
Psychological Or Mental Abuse/ Harassment
In the case of psychological abuse and harassment, recognition is extremely difficult, since psychological harassment includes acts that are subversive and covert in nature, designed to adversely affect the psyche of a person without them being aware of it. In the modern world of corporate responsibility and inclusion, acts like withholding information and gaslighting employees are considered psychological abuse and harassment. In the corporate of professional environment, other sabotaging acts like stealing credit for someone else’s work, assigning demeaning and impossible tasks or deadlines with the goal of psychological subversion and consistently putting down employees or subordinates by opposing them in every decision is considered psychological abuse and harassment, and while many employees might consider it part of a hostile but acceptable culture or a personality trait, its important to note here that these are considered harassment and should the HR fail to do anything about it, you can always pursue a legal recourse and take action against the person or abuser.
Sexual Harassment
Arguably the worst form of harassment, be it in the workplace, the educational institute, and in some cases, even the home. Sexual harassment isn’t just limited to advances or physical acts of forced intimacy, but rather jokes with overt sexual tones, inappropriate comments and messages, the sharing of offensive materials like pornography are all considered sexual harassment. One of the most common and unreported forms of sexual harassment is the requirement of sexual favours in exchange for professional allowances like promotions or job security isn’t as prevalent a problem as it is portrayed but is still an extremely egregious offense that can seriously affect the mental and physical health of a person, and may also irreparably damage their self-esteem as well as their ability to perform at work. Another important thing to note here is that while the prevailing idea of sexual harassment is mostly alluded to women, men may also face predatory seniors who may sexually abuse and harass them in the workplace, and it is imperative that such acts be reported to the HR, and should that pose a problem in the workplace, to the local authorities.
Digital Harassment
Digital harassment refers to the bullying and abuse that takes place on social media forums and digital platforms, which include threatening messages, creating profiles meant to harass and bully people and to generally make a person’s digital experience all the worse. While many people usually take it in stride of this being the internet’s bad side, it is still considered harassment and should be reported to the relevant authorities so they may be able to take action.
Reporting Workplace Abuse And Harassment
Ensuring that the same treatment isn’t dealt out to others and the perpetrator, or the abuser, is made to face the consequences of their actions is an imperative part of the process. It begets that such actions and messages are reported to the human resources (HR) department immediately. In some cases, the abuser is usually a senior, which means that they wield more authority than the person who is reporting the abuse, and while this balance of power can unfortunately result in threats of negative professional consequences like job security or demotion, it is imperative to understand that this shouldn’t be the case, and if that is the case and one is hesitating in reporting the abuse to the HR, not only should the HR be notified, but local authorities should be involved in the case to ensure nothing untoward happens. Getting an employment attorney always helps, and you should look into retaining the services of an employment lawyer should you be worried of negative consequences of coming forward with accusations of harassment and abuse in the workplace.
Dharsi Law: Bonafide Employment Lawyers Here To Help You!
Workplace harassment and abuse is something that is unfortunately common in workplaces across Canada, and while many people may not be able to recognize when something of this gravity happens to them, the majority do not speak out for fear of negative consequences in their workplace. However, that should not be the case. With experienced employment lawyers at Dharsi Law, we encourage people to come forward and play their part in taking such individuals to task. Because without their coming forward, the workplace will continue being a hostile space for employees, and with their interference, we can ensure a healthy workplace for all.
