Harassment is unhealthy
Warning: Harassment is unhealthy. The harassed souls suffer psychosomatic health problems, which are a direct outcome of uncomfortable and unhealthy work environment.
Harassment is probably as old as humankind; and unfortunately, as long as differences exist, it will too. It is a social issue that has not been resolved yet because it does not even have a working definition. Harassment is a complex matter. However, the general term of harassment implies any improper conduct directed at someone, that the person finds unwelcome, offensive and harmful.
Harassment can be any objectionable act, comment or display that demeans, belittlesor causes personal humiliation or embarrassment, or any act of intimidation or threat. It can be related to race, ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, or disability. And yet, sometimes it can be just personal vindictiveness against another person for no apparent reason - in other words Bullying.
Harassment can be in any form - it could run the spectrum from blatant open insults and violence to suggestive comments and looks. There is no way to fully eradicate this disease because it is a deeply ingrained trait. Some forms of harassment are:
Serious or repeatedly rude, degrading and offensive remarks, about a person's physical characteristics or appearance
Constantly putting down people and insulting them, name-calling, jokes at others' expense
Displaying and sending sexist, racist or other offensive pictures, posters or e-mails
Sexual harassment, such as unwelcome social invitations, indecent remarks and gestures with sexual overtones orflirting
Threats, intimidation or violent behaviour
However, not every kind of managerial or supervisory behaviour can be classified as harassment. People face rudeness, remarks, punishments, warnings and other behaviour from colleagues and managers though they dislike it. But, if this becomes the norm rather than an exception, then there is a problem. Basically, it is any behaviour that creates an intimidating, hostile, or humiliating work environment. It is for the individual to decide what behaviour is acceptable to him and what is offensive or unwelcome. It varies from individual to individual. Also, note that some people can be extraordinarily sensitive. Which makes harassment so difficult to define.
Everyone has a personal responsibility in rooting out harassment. As an employer, not only is it a legal obligation, it is good business sense too. If you allow harassment to flourish in your workplace, you will pay a high price in terms of poor employee morale, high attrition, low productivity and even costly lawsuits, not to mention a bad reputation. Awareness, communication and early intervention are key to a harassment-free work environment. Here are some ways to prevent and eradicate it:
Harassment policy - All companies should have a Harassment-free Workplace Policy that states clearly and unequivocally that harassment of any type will not be tolerated, defines behaviour that constitutes harassment and details a procedure for reporting violations of the policy
Train supervisors and managers - At least once a year, conduct training sessions for supervisors and managers that are separate from the employee sessions. The sessions should educate the managers and supervisors about harassment and explain how to deal with complaints
Take all complaints seriously - This is critical. Do not make assumptions about a situation based on preconceived notions about the parties involved. Many investigations come down to assessing the credibility of the participants, examining the facts and determining the motivations of the individuals. If someone complains about harassment, act immediately to investigate the complaint
Take action and be consistent - If the complaint turns out to be valid, your response should be swift and effective. Let the punishment fit the crime. Take Action that corresponds with the severity of the offence. Even if you cannot reach a firm conclusion, it is appropriate to warn the accused to avoid similar conduct in the future, and to encourage the complaining party to report any further incidents. Above all, show employees that their complaints are being taken seriously and it will redress their grievances
Maintain confidentiality - Complainants are usually scared at the risk involved as they might end up being further harassed if their complaints become public. It is your obligation to inform them that all information will be kept as confidential as possible, and will only be disclosed to those with a "need to know." The best self-defence is being armed with knowledge: The knowledge that you don't need to tolerate it, and the knowledge that you can bring down the harasser. Just remember nobody has the right to make you feel inferior unless you allow it!
SALMA AKIAKBAR
faqs@cnkonline.com
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