Workplace harassment remains a pervasive issue, impacting employees' well-being and organizational culture. In recent years, there has been growing recognition of the need for proactive measures to tackle this concern.

For instance, the Trades Union Congress (TUC) launched the #ThisIsNotWorking campaign in 2019 to advocate for a legal duty requiring employers to take active steps to prevent sexual harassment. This campaign led to the introduction of such a duty in 2021.

The harmful effects of workplace harassment extend beyond the confines of the office. Research highlights its role as a leading cause of stress, with far-reaching implications for employees' mental health.

Keep reading to discover how employers and employees can prevent harassment in the workplace.

What is Workplace Harassment?

Workplace harassment refers to any unwelcome conduct, behavior, or actions (whether verbal, physical, or digital) that create a hostile, intimidating, or offensive work environment.

This includes acts that demean, threaten, or humiliate an employee based on their gender, race, religion, age, disability, sexual orientation, or other protected characteristics. Harassment can be subtle or overt, but its impact on the victim and workplace culture is always detrimental.

Workplace harassment must be addressed to create a safe, inclusive, and productive work environment. Failing to tackle harassment can lead to:

• Emotional and psychological harm
• Decreased employee morale
• High employee turnover
• Legal and financial repercussions

Types of Workplace Harassment

Workplace harassment can take many forms, each disrupts the workplace environment and causes emotional, physical, or professional harm. Here are the common types of workplace harassment:

Sexual Harassment

Sexual harassment involves unwanted advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that creates a hostile or uncomfortable work environment.

Examples include the following:

• A manager promises a promotion in exchange for romantic or sexual favors (quid pro quo harassment).
• Colleagues make inappropriate jokes or comments about someone’s appearance, making them uncomfortable.
• Unwanted touching or suggestive gestures during meetings or casual interactions.

Apart from violating personal boundaries, sexual harassment can also lead to legal consequences for employers.

Discrimination

Discrimination occurs when an individual is treated unfairly or unequally based on their race, gender, age, religion, disability, sexual orientation, or other protected characteristics.

Examples include the following:

• A qualified employee is overlooked for promotion because of gender or ethnicity.
• A person with a disability is excluded from team activities or denied reasonable accommodations.
• Stereotyping or mocking religious practices during team discussions.

Discrimination can impact an employee’s morale and career growth and can also tarnish an organization’s reputation.

Retaliation

Retaliation refers to punitive actions against an employee for reporting workplace harassment or unethical behavior.

Examples include the following:

• An employee who files a harassment complaint is demoted or given fewer responsibilities.
• A whistleblower faces exclusion from important meetings or projects.
• Subtle retaliation, like ignoring someone’s contributions or spreading negative rumors about them, to discourage future complaints.

Retaliation discourages employees from speaking up and perpetuates a toxic work culture.

Physical or Verbal Violence

This includes threats, physical altercations, or aggressive language that instills fear or discomfort in the workplace.

Examples include the following:

• A heated argument between colleagues escalates into physical shoving or slapping.
• Persistent yelling or insults directed at an employee during team meetings.
• Threatening behavior, such as slamming doors or throwing objects.

Such behaviors can cause severe psychological stress and make the workplace unsafe for everyone.

Cyberbullying

The internet has made harassment go beyond the office door. Cyberbullying occurs through emails, messaging apps, or social media platforms.

Examples include the following:

• A colleague sends offensive or derogatory emails criticizing another employee’s work.
• A team member is excluded from group chats or mocked in online discussions.
• Social media posts that target or humiliate an employee outside of work hours.

Cyberbullying is harmful because it can extend into an employee’s personal life, thereby affecting their mental well-being beyond working hours.

How Employers Can Prevent Workplace Harassment

Employers must be proactive and committed to creating a safe, respectful, and inclusive environment. Here are other things employers can do to prevent harassment in the workplace:

Establish Clear Policies

Employers should develop robust anti-harassment policies that define unacceptable behaviors and outline consequences for violations. These policies must cover all forms of harassment, including sexual harassment, discrimination, cyberbullying, and retaliation.

The policies should also address less obvious forms of misconduct, such as microaggressions and hostile work environments, ensuring that employees understand the full scope of prohibited behaviors.

In addition, employers must emphasize their stance on harassment during onboarding. Include it prominently in employee handbooks, and reiterate it regularly through internal communications such as emails, newsletters, and team meetings.

Leadership must also model these policies by demonstrating respect, fairness, and inclusivity in their interactions. A visible commitment from top management reinforces the seriousness of zero-tolerance policies and encourages employees to adopt similar attitudes.

Conduct Regular Training

Regular sensitivity training sessions are necessary to educate employees about harassment and create respectful workplace behavior. These sessions should address subtle behaviors (such as exclusionary practices or unconscious biases) that can contribute to a toxic work environment.

The Equal Employment Opportunity Commission (EEOC) unveiled proposed guidelines on workplace harassment, offering valuable recommendations to help organizations foster a safe and inclusive work environment.

These guidelines address issues, including expanding protected categories to encompass stereotype-based harassment related to disability, age, religion, national origin, race, and color.

According to the EEOC, effective training prevents harassment and protects organizations from liability in cases involving claims of a hostile work environment. The commission highlights that training demonstrates an organization’s commitment to maintaining a respectful and secure workplace.

Set Up Reporting Mechanisms

Anonymous reporting mechanisms can empower employees to come forward without fear of retaliation. These tools can include hotlines, secure online forms, or third-party platforms that ensure confidentiality and impartiality.

Anonymity encourages victims and witnesses to report incidents they might otherwise suppress due to concerns about workplace dynamics.

Reporting mechanisms must be easily accessible to employees at all levels, irrespective of their role, location, or technical expertise. Employers can enhance accessibility by offering multilingual resources, mobile-friendly platforms, and in-person reporting options.

Create a Positive Workplace Culture

Creating a culture of open communication helps prevent harassment. Employers should create an environment where employees feel comfortable voicing concerns without fear of dismissal or backlash.

Regular check-ins, town hall meetings, and anonymous feedback surveys can provide valuable insights into employee experiences and identify potential issues early.

Leaders should actively encourage dialogue and demonstrate a willingness to listen. Managers can also maintain open-door policies and ensure employees know they can approach them with any concerns.

Also, a diverse and inclusive workplace is less likely to tolerate harassment. Employers should implement initiatives that celebrate differences in race, gender, age, religion, and other characteristics. Employee Resource Groups (ERGs), mentorship programs, and diversity training can help create a sense of belonging and mutual respect.

Enforce Accountability

Swift and impartial responses to harassment complaints maintain trust. Employers should conduct thorough investigations, take appropriate disciplinary measures, and communicate outcomes to the parties involved when appropriate. This approach reinforces the organization’s zero-tolerance stance.

Measures like designating a dedicated HR representative or engaging external investigators can ensure complaints are handled fairly and without bias.

In addition, workplace harassment policies should be up-to-date with changing legal standards and societal expectations. Conduct regular audits of existing policies and practices to identify areas for improvement.

How Employees Can Prevent Workplace Harassment

Just like employers, employees also have a role to play in preventing workplace harassment. Employees can contribute to a harassment-free workplace by taking the steps highlighted below:

Understand Your Rights

Knowledge is power, and it’s important to understand workplace harassment laws and protections. These laws vary by country and state but provide clear guidelines on what constitutes harassment and the rights of employees to work in a safe environment.

Review your organization’s employee handbook or policy documents, which often outline the company’s stance on harassment and the steps for reporting it. Many companies also provide training sessions or workshops on workplace conduct—participating in these will help you stay informed.

In addition, understand the protections available through legal frameworks such as Title VII of the Civil Rights Act in the U.S. or similar legislation in your jurisdiction. These protections ensure harassment based on gender, race, age, religion, disability, or other factors is not tolerated.

Also, be familiar with your company’s reporting procedures. Many organizations have designated channels such as anonymous hotlines, HR departments, or incident report forms. When employees know how to report harassment, they are more likely to take action promptly, thereby preventing escalation.

Be an Active Bystander

Preventing workplace harassment requires collective effort. As an employee, you can make a difference by becoming an active bystander—someone who intervenes or offers support when harassment occurs.

If you witness inappropriate behavior, assess the situation and consider safe ways to intervene. Sometimes, addressing the behavior directly can help, such as saying, “That comment was inappropriate,” or redirecting the conversation to diffuse tension. If direct intervention feels unsafe, report the behavior to a supervisor or HR.

Also, support colleagues who are victims of harassment. Many victims feel isolated, powerless, or afraid of retaliation. Offer a listening ear or express your support to help them feel less alone. Encourage them to document incidents and report them through the appropriate channels.

Maintain Professional Communication

Effective communication is necessary for a respectful workplace. Employees should maintain professionalism in all interactions, whether in person, via email, or other channels.

Avoid making jokes, comments, or gestures that could be considered offensive, even if you consider them harmless. Humor, for instance, can easily be misinterpreted and lead to discomfort or harm. Be mindful of cultural and individual differences that influence how behavior is perceived.

In addition, respect personal boundaries. This includes avoiding unwelcome physical contact, refraining from asking overly personal questions, and steering clear of any actions that could be interpreted as intrusive or disrespectful. If you’re unsure of someone’s boundaries, be cautious and maintain a professional demeanor.

Use Reporting Channels Effectively

When harassment occurs, take action through the proper channels. The first step is to document the incident thoroughly. This includes noting details like the date, time, location, individuals involved, and any witnesses. Documentation provides clarity and evidence that can be crucial during investigations.

Once you’ve documented the incident, follow your organization’s reporting procedures. These may involve speaking directly with your supervisor, contacting the HR department, or using an anonymous reporting system.

If the organization’s response is inadequate, consider seeking legal advice or reporting to external regulatory bodies.

Reporting harassment is not only about addressing a specific incident but also about preventing future occurrences. It signals to the organization that there are issues to address and encourages them to strengthen their anti-harassment policies.

Educate Yourself on Signs of Harassment

Workplace harassment often starts with subtle behaviors that can escalate if not addressed. Recognize these early signs to prevent a toxic work environment. Look out for actions such as persistent off-color jokes, exclusion from team activities, or inappropriate comments that make someone uncomfortable.

Other signs include changes in a colleague’s demeanor, such as anxiety, withdrawal, or reluctance to participate in workplace interactions. Identifying these patterns early will help employees intervene or report the behavior before it worsens.

Also, harassment can take many forms, and its manifestations often depend on the workplace culture, industry, or demographic makeup. For instance, a high-pressure corporate environment might see more subtle power plays or exclusion, while a casual setting might experience boundary-crossing jokes or gestures.

In remote workplaces, harassment might occur through inappropriate emails, messages, or video calls. Educate yourself about these sources of harassment so that you can recognize them before they become unbearable.

Wrapping Up

According to a survey titled “The State of Employee Sexual Harassment Training” by TalentLMS and The Purple Campaign, 92% of women view unwanted physical contact as sexual harassment, and only 78% of men share this perspective, reflecting a significant gender gap in awareness.

Online harassment is also a serious concern, with 40% of men reporting such experiences compared to 17% of women. Alarmingly, 29% of employees have witnessed workplace harassment but chose not to intervene, and only 27% believe management tailors its response to individual cases.

These statistics show the urgent need for strategies to prevent workplace harassment and ensure a safe and respectful environment.

Not only does a harassment-free workplace attract and retain top talent, but it also cultivates a more positive and productive environment. When employees are free from fear and discrimination, they can fully focus on their work, thereby driving innovation and success for the organization.

FAQs

What are the ways to prevent workplace harassment?

Highlighted below are ways to prevent workplace harassment:

• Establish a clear anti-harassment policy
• Conduct regular training
• Create a supportive reporting environment
• Promote a culture of respect

How does HR handle harassment?

When HR receives a harassment complaint, they usually follow these steps:

Initial Report:

• The complainant shares their experience with HR, either verbally or in writing.
• HR listens attentively, assures confidentiality, and explains the investigation process.

Investigation:

• HR initiates a prompt and thorough investigation.
• They may interview the complainant, the accused, and potential witnesses.
• They gather evidence, such as emails, messages, or witness statements.
• The investigation aims to determine if harassment occurred and its severity.

Action Plan:

Based on the investigation findings, HR determines appropriate actions:

• No Harassment Found: HR may provide training or counseling to prevent future incidents.
• Minor Harassment: HR may issue warnings, mandatory training, or reassignment.
• Severe Harassment: HR may take disciplinary actions, such as suspension or termination.

Support for the Complainant:

HR provides support to the complainant throughout the process. This may include:

• Offering counseling or therapy services
• Providing temporary reassignment or leave
• Implementing safety measures
• Ensuring confidentiality

Follow-Up:

• HR monitors the situation after taking action to ensure the workplace remains safe.
• They may conduct follow-up meetings with the complainant and the accused.

How do you manage harassment?

Here’s how individuals and organizations can manage harassment:

Individual Actions:

• Document incidents
• Confront the harasser (if safe)
• Report the harassment
• Seek support

Organizational Responsibilities:

• Implement Strong anti-harassment policy
• Conduct regular training
• Implement prompt investigation
• Provide support for victims
• Implement prevention measures

Who can be a victim of workplace harassment?

Anyone can be a victim of workplace harassment, regardless of their gender, race, ethnicity, religion, age, sexual orientation, or any other protected characteristic. Harassment can take many forms, including verbal harassment, physical harassment, emotional harassment, and sexual harassment.

What are the legal consequences of workplace harassment?

There are different legal consequences of workplace harassment in the United States for the perpetrator and the employer as shown below:

Consequences for the Perpetrator:

• Employers can take disciplinary action against the perpetrator, ranging from verbal warnings to termination of employment.
• The victim may file a civil lawsuit against the perpetrator for damages, including emotional distress, loss of wages, and medical expenses.
• In severe cases, the perpetrator may face criminal charges, such as assault or sexual assault.

Consequences for the Employer:

• The employer can be liable for the harassment if they knew or should have known about it and failed to take appropriate action. This can result in financial damages and legal fees.
• Employers may face penalties from regulatory agencies for failing to comply with anti-harassment laws.
• Harassment scandals can damage the company's reputation, leading to loss of business and customer trust.