Common Types of Workplace Harassment and How to Combat Them

Table Of Contents

What Are the Common Types of Workplace Harassment?

The common types of workplace harassment include discriminatory harassment, sexual harassment, and retaliatory harassment. Discriminatory harassment targets individuals based on protected characteristics like race, colour, religion, sex, national origin, age, disability, or genetic information. Sexual harassment involves unwelcome sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature. Retaliatory harassment occurs when an employer punishes an employee for reporting harassment or participating in an investigation.
Workplace harassment creates a hostile work environment for employees. A hostile work environment makes employee job duty performance difficult. Harassment manifests in various forms. Harassment forms include verbal abuse, offensive jokes, intimidation, physical assaults or threats, and offensive displays of images or objects. Recognising harassment types is the first step towards addressing and combating workplace harassment effectively.

How Does Discriminatory Harassment Manifest?

Discriminatory harassment manifests as unwelcome conduct based on a protected characteristic. This harassment includes offensive jokes, slurs, epithets, or name-calling. Discriminatory harassment also involves physical threats, intimidation, insults, or ridicule. The harassment focuses on an individual's race, religion, gender, age, disability, or other protected status.
Conduct becomes unlawful when conduct creates a hostile work environment. A hostile work environment is severe or pervasive enough to alter employment conditions. Harassment interferes with an employee's ability to do the employee's job. Harassment makes the workplace an offensive place.

How Do You Combat Sexual Harassment in the Workplace?

You combat sexual harassment in the workplace by understanding sexual harassment forms and reporting sexual harassment incidents promptly. Sexual harassment also involves offensive remarks about a person's sex. The harasser is a supervisor, a co-worker, or a non-employee.
Reporting sexual harassment involves following your employer's internal complaint procedures. Your employer's policy outlines the steps for reporting. Documenting every incident of harassment is important. This documentation includes dates, times, locations, and descriptions of the unwelcome conduct. Seeking legal counsel provides guidance on your rights and available legal options.

What Is Quid Pro Quo Harassment?

Quid pro quo harassment is a specific type of sexual harassment where employment benefits are conditioned on sexual favours. This phrase translates to "something for something." A person in a position of power, typically a supervisor, makes an unwelcome sexual demand. The supervisor implies or states that submission to the demand will result in a job benefit.
The job benefit could be a promotion, a raise, or continued employment. Conversely, refusal of the sexual demand results in a negative employment action. This negative action could be demotion, termination, or denial of a promotion. Quid pro quo harassment involves a clear exchange of sexual favours for employment advantages.

What Are the Characteristics of Retaliatory Harassment?

The characteristics of retaliatory harassment include adverse employment actions. An employer takes adverse employment actions against an employee. The employee engages in protected activities. Protected activities involve reporting harassment. Protected activities involve participating in a harassment investigation. Protected activities involve opposing discriminatory practices. Adverse actions range from demotion. Adverse actions range from termination. Adverse actions range from reduced work hours. Adverse actions range from negative performance reviews.
Retaliatory harassment punishes an employee. An employee asserts employee rights. An employer takes punitive measures against an employee. The employer creates a hostile work environment for the employee. Retaliatory harassment discourages other employees. Other employees report similar incidents.

How Can Employees Combat Retaliatory Harassment?

Employees can combat retaliatory harassment by documenting every instance of retaliation and seeking legal advice. Documentation includes dates, times, and details of the retaliatory actions. Keep copies of all relevant communications, including emails and performance reviews. This evidence strengthens your case if you pursue legal action.
Reporting retaliatory harassment through official channels is important. Follow your company's internal complaint procedures. If internal reporting does not resolve the issue, consider filing a complaint with the appropriate government agency. An employment lawyer provides guidance on the best course of action.

FAQS

What defines a hostile work environment?

The conduct creates an intimidating, hostile, or offensive working environment. This environment interferes with an employee's work performance.

How do I report harassment if my supervisor is the harasser?

You report harassment if your supervisor is the harasser by following your company's policy for reporting harassment. Most companies have a designated human resources department or a higher-level manager for such reports. You can also seek external legal counsel.

What is the difference between harassment and bullying?

The difference between harassment and bullying is harassment involves a protected characteristic. Harassment is unlawful. Bullying is offensive behaviour. Bullying does not involve a protected characteristic. Bullying is often lawful. Bullying contributes to a hostile work environment.

Can a single incident constitute harassment?

A single incident can constitute harassment if the incident is sufficiently severe. An example is a physical assault or a very offensive verbal threat. Most harassment claims require a pattern of unwelcome conduct.

What evidence do I need to prove workplace harassment?

You need evidence to prove workplace harassment, including detailed records of incidents, witness statements, and relevant communications. Keep copies of emails, text messages, or other written documentation. Medical records or therapy notes can also provide evidence.

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