I'll share around reporting harassment, your organisation's obligation, how to handle feedback if you're the offender, and behaviours and actions to stop. #DisruptHR
The truth is many people are oblivious of things that seem appropriate but are actually inappropriate in the workplace - and can be termed harassment or discrimination.
The Offender: the one that perpetrates the harassment/discrimination
The Offended: the target/recipient of harassment/discrimination
The Observer: the one aware of the situation - heard/seen
Mental or Physical Disability
Relationship to someone who may be discriminated against
Pregnancy or Parental Status
Direct means treating a person with a particular attribute differently than a person without that attribute.
Indirect means imposing a general requirement that someone with a certain attribute cannot comply with.
It is important the organisation create objective systems that can monitor, manage and help prevent discrimination.
If an individual finds certain behaviour unacceptable and he or she feels offended by it, then that individual has every right to say so, and his or her right to do so must be respected.
Racial - because of their race, skin colour, or citizenship.
Intolerance of differences
They are all harassment!
Negative gender stereotypes about how men and women should or do act are often the center of the harassment. Some examples are:
E.g. A male nurse faces harassment for having what is perceived as a woman’s job.
Intolerance toward religious holidays, traditions & customs
Cruel religious jokes
Degrading stereotypical comments
Pressures to convert religion
Suffer from a disability
Are acquainted with a disabled person/people
Use disability services
Harmful teasing and patronizing comments, refusals to reasonably accommodate or isolation.
Direct threats of intent to inflict harm
Physical attacks (hitting, shoving, kicking)
Threatening behavior (shaking fists angrily)
Destroying property to intimidate
The offender exercises their power by bullying a victim who is lower on the office hierarchy. It can be verbal in the form of intimidation, making excessive demands or demeaning tasks.
Sharing humiliating info by mass email or mass chat, spreading lies or gossip on social media, sending harassing instant messages or text messages.
Sharing sexual photos (pornography)
Posting sexual posters
Sexual comments, jokes, questions
Inappropriate sexual touching - tickling, poking etc.
Inappropriate sexual gestures
If job benefits are offered to an employee on the condition that they partake in some sexual conduct, it’s typically referred to as quid pro quo sexual harassment. It can also be a form of blackmail.
Receive a job offer
Receive a promotion
Receive a raise
Avoid a demotion
Regardless of who the offender is, an employer’s responsibility is to prevent such behavior. A customer bullying a customer service agent falls here.
If an offended person sues - the offender, observer, and employer will be held liable. Let us unlearn behaviors that could lead to harassment and discrimination at work.