Common Causes of Harassment in the Workplace

Table Of Contents

What Are Common Causes of Workplace Harassment?

Common causes of workplace harassment are power imbalances, lack of clear policies, and insufficient training. Power imbalances often create an environment where individuals feel comfortable targeting others without fear of repercussion. A manager might harass a subordinate because the manager knows the subordinate fears job loss. The manager's position of authority facilitates the harassment.
A workplace without clear anti-harassment policies allows harassment to fester. Employees do not know what actions constitute harassment. Employees do not know how to report harassment. Lack of training means employees do not understand the consequences of employee actions. Employees also do not recognise harassing behaviour when harassment occurs.

What Role Does Power Play in Workplace Harassment?

Power plays a significant role in workplace harassment. Power creates an environment ripe for abuse. Individuals in positions of authority sometimes exploit their power over subordinates. A supervisor might threaten an employee. The supervisor threatens the employee with negative work assignments. The supervisor might demand inappropriate favours from the employee. This misuse of power creates a climate of fear.
The power dynamic extends beyond formal hierarchies. An employee with more seniority might harass a newer employee. A group of employees might target a single individual. The group's collective power intimidates the individual. The individual feels isolated and vulnerable. Power imbalances are a fundamental driver of many harassment incidents.

What Are Behavioural Factors Leading to Workplace Harassment?

Behavioural factors leading to workplace harassment include aggressive communication, intimidation, and exclusionary practices. Aggressive communication involves shouting, insults, or derogatory remarks directed at colleagues. This type of communication creates a hostile work environment. Employees feel threatened and disrespected.
Intimidation tactics involve overt threats or subtle forms of psychological pressure. A colleague spreads false rumours about another colleague. A colleague deliberately undermines another colleague's work. Exclusionary practices isolate individuals based on protected characteristics. Employees exclude a colleague from meetings or social events because of the colleague's race or gender. These behaviours are direct forms of harassment.

How Does Discrimination Lead to Workplace Harassment?

Discrimination leads to workplace harassment when individuals are targeted based on protected characteristics. Individuals face harassment because of their race, gender, religion, national origin, age, disability, or sexual orientation. A colleague might make derogatory comments about another colleague's religious attire. A manager might make unwelcome advances towards an employee based on the employee's gender.
Discrimination manifests as a pattern of hostile actions. Employees might tell offensive jokes targeting a particular demographic group. Employees might create a hostile visual environment with discriminatory images or symbols. These actions are not isolated incidents. The actions form a pattern of discriminatory harassment. The targeted individual experiences a hostile work environment.

What Are Organisational Factors Contributing to Workplace Harassment?

Organisational factors contributing to workplace harassment include a weak organisational culture, inadequate reporting mechanisms, and lack of accountability. A weak organisational culture often tolerates or even condones inappropriate behaviour. Employees perceive that harassment is not taken seriously. Employees fear retaliation for reporting incidents.
Inadequate reporting mechanisms deter victims. Victims do not come forward. The reporting process is unclear. The reporting process lacks confidentiality. Victims do not trust the reporting process. Lack of accountability means harassers face no consequences. Harassers' actions have no consequences. Lack of accountability emboldens harassers. Lack of accountability discourages future reporting.

Why Is a Lack of Training a Common Cause of Harassment?

A lack of training is a common cause of harassment because employees do not understand what constitutes harassment. Employees do not recognise harassing behaviour. An employee makes an offensive joke. The employee does not understand the joke's harmful impact. The employee does not realise the joke creates a hostile environment.
Training educates employees on appropriate workplace conduct. Training clarifies the company's anti-harassment policies. Employees learn employee responsibilities regarding a respectful workplace. Without this education, employees remain unaware of employee actions' potential to cause harm. A lack of training creates an environment where harassment easily occurs.

FAQS

What is quid pro quo harassment?

Quid pro quo harassment occurs when employment benefits are conditioned on submission to unwelcome sexual advances. A supervisor might demand sexual favours from an employee for a promotion. The supervisor might threaten an employee with termination for refusing a date. This harassment involves a clear exchange.

What is hostile work environment harassment?

Hostile work environment harassment involves unwelcome conduct that makes the workplace intimidating or offensive. The conduct does not need to involve economic injury. The conduct must be severe or pervasive. The conduct interferes with an employee's work performance.

Do all types of harassment involve sexual conduct?

Not all types of harassment involve sexual conduct. Harassment can be based on any protected characteristic. Unwelcome conduct based on these characteristics also constitutes harassment.

Who can be a harasser in the workplace?

A harasser in the workplace can be a supervisor, a co-worker, or even a non-employee. A client or customer can also be a harasser. The harasser's position does not diminish the impact of the harassment. The employer still holds responsibility for addressing the harassment.

Can a single incident constitute harassment?

A single incident can constitute harassment if the incident is sufficiently severe. An extreme act of physical assault or a credible threat of violence is an example. Most hostile work environment claims involve a pattern of behaviour. A single severe incident can still create a hostile environment.

Related Links