I had thought that the corporate space has since evolved from the “workplace harassment” trend, especially due to the campaigns against it. Unfortunately, from my recent experiences with teams, leaders, and tales I have heard, it is still very common.

Many individuals have also been accustomed to the advice of “getting used to it” or “developing a thick skin.” Nonetheless, as a team leader or manager, it is your duty to address any instances of harassing behaviors with professionalism and establish a workplace that abhors such.

In this post, I aim to discuss ways in which you can identify harassment within your team and effectively deal with it. My objective is to provide you with strategies to cultivate a positive team culture that you can take pride in. But first, let’s explore the definition of harassment.

The Premises of Harassment

Harassment can manifest in various ways, encompassing unwelcome verbal, physical, or visual actions. Examples include inappropriate jokes or slurs, whether of a sexual, racial, or sexist nature, as well as undesired physical contact, offensive images, assertive confrontations, and behavior conveying intimidation or threat.

In simpler terms, any interactions causing visible comfort or distress are considered within the umbrella of harassment. It’s also important to note that harassment is not the same as an isolated incident of inappropriate behavior or incivility.

Rather, harassment refers to a pattern of actions directed at belittling or degrading someone in a harmful way. It’s a course of conduct, not a one-off slip-up. I’m not trying to soft-pedal any form of harassment or abusive treatment here.

But a distasteful remark made in the heat of the moment and an ongoing attempt to intimidate or humiliate another person are two different case studies. The former may warrant an apology and education, whereas the latter requires intervention and accountability.

How To Spot Harassment On Your Team

You can spot harassment by paying keen attention to team members as they interact physically or remotely, keeping an ear for inappropriate comments, and an eye for distasteful actions.

Furthermore, you can spot harassment on your team by assessing company-related emails and SMS messages sent/received across team members. Sometimes, you can find bits of harassment in the words and tone used in “official” messages.

Tips To Deal With Harassment On Your Team

If you do observe harassing behaviors from a team member or two, don’t ignore them.

Here are things you should do instead:

Address the harasser or instigator

I know it’s an awkward conversation, but you’ve got to step up. Quietly pull the harasser aside to discuss what you witnessed. Explain the impact their actions had and that such conduct violates company policy. Stick to facts and focus the discussion on protecting the team’s culture and productivity.

Make it clear that continued harassment is unacceptable and will lead to formal disciplinary action or dismissal. If the harasser doesn’t take the message seriously, escalate the issue to the management chain and HR.

Speak to the victim

When an employee experiences harassment, be fully available to speak, listen, and provide support to them. Thank them for having the courage to speak up and express empathy and concern. Ask how they would like to proceed and respect their wishes even while prescribing solutions.

In many cases, victims of harassment just want validation that the harasser was wrong. So, they may prefer to let it go with an apology. However, if they want to file a formal complaint, be careful not to imply that they are being “overly sensitive” or in any way blame them. Work together with the HR manager on strategies for the employee to take legal action against the harasser directly.

However, if the employee remains distressed or afraid, take stronger formal action. Their well-being must be the priority. Most importantly, offer reassurance of your commitment to helping and following through. Treat any request for confidentiality with respect. If other team members suspect inappropriate behavior, gently address the situation with care and discretion.

Enlighten team members to avert further occurrences

Consider hosting a team workshop (virtually or physically) to review respectful conduct policies and speak on diversity, equity, and inclusion. Remind everyone that harassment won’t be tolerated. However, be prepared for some defensiveness or dismissal from those clinging to the “boys club” mentality.

Notwithstanding, you can open the floor for questions and conversation. This encourages open dialogue, so employees feel heard and understood. Then, patiently but firmly steer the conversation towards responsibility and empathy, highlighting the need for employees to be mindful of their words and actions.

The more you can promote mutual respect, the less space there is for harassment to occur. Furthermore, you can educate them about certain laws pertaining to workplace harassment to ensure they are aware of the potential legal repercussions of their actions. Here are some key workplace harassment laws:

• Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against individuals based on race, color, religion, national origin, or sex. It also provides protection for victims and those who report such incidents, both within and outside the workplace.
• The Age Discrimination in Employment Act of 1967 stipulates that individuals aged 40 and above should not face discrimination in the workplace based on their age.

Building A Safe Space For Your Team

Promoting a professional setting of psychological safety and trust serves as the most effective measure to prevent harassment. Integrate principles such as respect, inclusivity, and consent deeply into the culture of your team. Model respect in your own words and actions. Promote open communication and feedback loops at all levels.

Also, train other team leaders on recognizing and responding to harassment. However, despite best efforts, misconduct may still occur. But by enforcing a positive work culture, your team will have the strength and resilience to address it constructively, unite around shared priorities, and move forward together.

Overall, endeavor to lead by example and insist that every member of your team feels supported, valued, and safe to thrive. If you need more tailored guidance for your situation, you know how to reach me. Wishing you and your team all the best.

References

https://www.businessnewsdaily.com/9426-workplace-harassment.html

https://www.mom.gov.sg/faq/workplace-harassment

https://www.myworkpay.com/blogs/the-definition-of-harassment-and-how-to-recognize-it-in-the-workplace

https://www.gov.uk/workplace-bullying-and-harassment