Workplace Harassment: A Silent Reality

One day at work, a coworker or your boss laughs about you in public. Or he sends you a list of tasks that aren’t part of your job according to your contract. Also, if you don’t complete them, your boss scolds you or humiliates you in front of your coworkers. Without realizing it, you buckle under the pressure and accept to do the things he demands, just so he will leave you alone.
And it seems to work…for a while. Because one day, even though you do everything that he asks, he takes it a step further. And he tells you to do something even more degrading, or the mockery becomes even worse. Or he starts screaming at you. And enough is enough. You seek refuge in your superior, and they don’t offer any solution beyond simply putting up with it. But, why do you have to? Why is it that the ones who can resolve this situation don’t do anything about it? Enough!
“If there are no heroes to save you, then you have to become a hero.”
-Denpa Kyoshi-
In addition to the harms of the worker, workplace harassment will also have negative consequences for the organization. Given the suffering of the victim, this person tends to ask for a dismissal. The workers who don’t do so worsen the overall workplace performance. Because their levels of satisfaction and commitment to the company lower, increasing their intention to leave that company.

How to prevent workplace harassment
Given the high costs of workplace harassment, both in regards to health care and economically, it’s necessary to confront and put a stop to it. Concretely, organizations should leave aside passive and permissive attitudes in these situations. How? By encouraging a positive attitude and eliminating situational factors that might influence the situation. This includes work overload, a lack of adequate leadership or perceived injustice.
In this sense, it’s good to encourage the team leaders to be fair and show solidarity, boosting the use of emotional intelligence. This way, they will know how to take action if someone reports a case of harassment. Thus, it’s good for them to know how to manage the protocol that cuts the situation off at the root. Unfortunately, many companies don’t have a protocol of such nature. Many workers in leadership positions make hesitant decisions, which hold little thought behind them, in this type of situation.
“Never withstand abuse in silence. Never allow yourself to be a victim. Don’t allow anyone to define your life. Define yourself.”
-Tim Fields-

Passiveness is the ally of abusive
Within the company, clear policies should be established in this regard. Ambiguity should be left aside and clear protocols should be established to report and address cases of workplace harassment. It’s good for there to be specialists in mediation within the company. Plus, it’s good for the worker to receive courses on emotional regulation and stress management. This way, they will acquire the tools necessary to manage the various conflictive situations that may arise.
Workplace harassment is a real problem. One that is much more common than the statistics reflect. Because if it’s characterized by anything, it’s by the fact that in many cases it is silenced. No company likes to be involved in a scandal of this manner. Many companies consider, although they may not say so explicitly, that this is a personal matter that should be dealt with internally. Thus, it is a problem that many companies try to cover up and keep invisible to the public eye.
Given the high psychological, physical and economic costs, not just for the victim but for the organization and society in general, it’s necessary to develop policies to deal with the issue. Specially from within the company itself.
This text is provided for informational purposes only and does not replace consultation with a professional. If in doubt, consult your specialist.