Workplace Harassment. What is it and what can you do about it?

With many offices converting to remote or hybrid work, workplace harassment can be difficult to spot. Because of the virtual nature of remote work and electronic communication, harassment can be difficult to distinguish from persistence, and can often lead to misinterpretation. However, virtual workplace harassment can create the same complications online as it does when it happens in person. In this more serious, less light-hearted, albeit important blog post, you will learn more about workplace harassment, how to spot it and what to do about it.

What is workplace harassment and how can you spot it virtually (and in person).

Workplace harassment, often times called bullying, can take many different forms. However you know you are being bullied or harassed at work when any action or behaviour towards you can reasonably be perceived as humiliating, insulting or intimidating. How can something be perceived as humiliating, insulting or intimidating? With the nature of remote work requires most communication to be electronic, whether that be in the form of email or text message or another communication app. Any behaviours in the virtual space that can be described as refusal to communicate that can lead to job performance interference that create a hostile work environment.

Here's an example:

A service coordinator at a heating and cooling company continues to receive calls from a loyal customer about their air conditioning not working. There is an heatwave and there is smoke in the air due to wildfires (relatable, right?). It is a clear health and safety concern and the service coordinator persistently yet respectfully reminds the technician supervisor of the health and safety issues associated with no air conditioning in a heat wave and asks for details about the status of repair and follow-up on when this request will be complete. The service coordinator has included a "read receipt" request but did not receive read receipts from two out of three recipients. The following day the service coordinator receives an email from the company's owner not to communicate with the technician supervisor's team with no reason given and no support for improved communication.

With the above scenario having taken place via email, harassment may be difficult to identify. However, the above may be considered harassment or bullying because refusal to communicate (not reading the email; directives to not communicate to a certain department, etc.) can lead to an interference of job performance or work sabotage due to the hostile environment of being unable to effectively communicate the urgent nature of the request.

Here's another example:

Administration staff of a personal care home all share offices with the front-line workers (nurses/care-aids/social workers/supervisors, etc.). The executive director of the care home made a sweeping decision about the work conditions/availability of the shared offices that drastically changed how they would be able to carry out the functions of their job, including disconnection from consultation and peer support, without any indication that such a change was coming. This change was communicated via email including the board of directors. The front-line staff elected a spokesperson to bring forward their concerns in writing to the executive director and the board of directors. The spokesperson who brought forward their concerns was then advised by the executive director in an email that she could receive progressive discipline for sending communication directly to the board of directors.

Why is the above example possibly considered harassment? While the front-line staff likely do not work remotely, the change in their work conditions requires them to work separately on cases--affecting the wellbeing of the client/patient-- and it uses intimidation and humiliation by employing the threat of initiating progressive discipline. Intimidation and humiliation are again examples of a hostile work environment that could lead to confusion and questioning one's own reality (also known as gaslighting).

The Four Horsemen: Not just for intimate relationships.

The Four Horsemen, proposed by relationship and conflict psychologist John Gottman, are four types of behaviours or conflict styles that erode relationships. The Four Horsemen are contempt, criticism, defensiveness, and stonewalling and are most often discussed in the context of romantic relationships. Still, these behaviours can show up in the workplace and interfere with positive work connections and productivity if left unchecked.

So, what are they:

Criticism: We've all heard that "constructive criticism" plays a role in performance improvement, criticism without supportive feedback begins to erode self-esteem because it does not speak to the individual's strengths, and rather to their weaknesses. Criticism in the workplace without collaboration can lead to challenges in the working relationship, increased anxiety (for example, the feeling of "walking on eggshells"), and absenteeism from the workplace.

Contempt: Most of us have heard of being in contempt of the courts. In the legal context this means a general disregard or disrespect of the courts or of the process. It is the same in any relationship. Having contempt towards someone you work with damages the relationship beyond repair because one person often has a sense of superiority over the other including holding negative beliefs about the other person.

Defensiveness: On the other side of criticism is defensiveness. Workers who always feel they are being criticized for their work performance or otherwise may often feel they have to justify their shortcomings. To the apathetic manager, this may seem like an excuse to not do their work properly, but to the overworked employee, this can be a sign of workload or delegation issues. Though it is the employees responsibility to manage their workload and ask for support if they need it, reacting defensively to criticism only often exacerbates the conflict and doesn't identify the real issue.

Stonewalling: The last horseman according to Gottman is Stonewalling. Though it is often a response to contempt, a person (manager, employer, etc.) who is contemptuous towards another person may also stonewall, or cut-off communication entirely, with the person whom they hold in contempt who may have made several attempts at problem solving and conflict resolution. This leaves the person who is held in contempt and stonewalled with amplified anxiety and confusion. Take the service coordinator example above. The service coordinator was told she could not have communication with a specific department required to do her job. This is both stonewalling and contempt, because the department that refuses to cooperate with the service coordinator is creating a hostile work environment in which her job could be jeopardized.

While criticism and defensiveness may be used less frequently in workplace relationships as a method of intimidation, humiliation and control, contempt and stonewalling are more likely to be found harmful within the context of a working relationships.

If you are experiencing any of the above, you are not alone and there are steps you can take to address these concerns. As victim of workplace bullying, you might experience physical symptoms such as headaches, muscle tension, anxiety, sleep disruption, gut issues and more. If you are experiencing any of these symptoms speak to your doctor (if you are reading this in Saskatchewan and you do not have a family doctor, please go to your most trusted walk-in clinic) and discuss these symptoms and the next steps you can take for your health. Also speak to a mental health professional (such as a registered social worker) who may be able to share resources and information. You may be entitled to Workers Compensation benefits if your harassment concerns fall within their criteria

What can you do if you feel harassed in the workplace?

First and foremost, check any employee policy manuals, including collective bargaining agreements if you have one. In the province of Saskatchewan, ALL places of employment are legislated to have a workplace harassment policy with actionable steps to prevent workplace bullying.

Secondly, file an occupational health and safety report. Employers are also legislated to form Occupational Health and Safety committees and have regular meetings to discuss prevention of workplace hazards, including harassment. Most workplaces in Saskatchewan offer benefits that include sick time. Make sure to take the time you need to keep yourself safe from workplace bullies, including visiting your family physician and seeing a counsellor to help you with developing a safety plan. Remember, employers cannot deny any sick or stress leave if directed by a doctor.

Lastly, connect with the local labour board or your union rep to discuss your options and initiate the mediation process, either via your union or provincial dispute resolution office. 

Everyone has the right to a safe workplace that is free of bullying and harassment. 

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