What's Workplace Harassment? Definition, Types, and Examples

Workplace harassment is a pervasive issue that affects employees across various industries and organizational levels. Understanding its definition, recognizing its different forms, and knowing how to address it are crucial for fostering a healthy and productive work environment.

This comprehensive guide delves into what constitutes workplace harassment, explores its various types, and provides real-world examples to help you identify and combat it effectively.

What is Workplace Harassment?

Workplace harassment refers to unwelcome, offensive, and discriminatory behavior directed at an individual or group within a professional setting. Its primary intent is to intimidate, belittle, or create a hostile environment for the victim, thereby undermining their ability to perform their job effectively. Harassment can be verbal, physical, psychological, or even digital, and it often intersects with other forms of discrimination.

Key Characteristics:

Unwelcome Behavior: The actions or remarks are unsolicited and offensive to the recipient.
Discriminatory Nature: Often based on protected characteristics such as race, gender, religion, or disability.
Impact on Victim: Causes emotional distress, anxiety, and can negatively affect job performance and career progression.

Types of Workplace Harassment

Understanding the various forms of workplace harassment is essential for both employees and employers to recognize and address inappropriate behaviors effectively.

1. Sexual Harassment

Sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It can create a hostile work environment and is illegal under laws like Title VII of the Civil Rights Act.

Examples:

Unwanted Touching: An employee touches a colleague’s shoulder or back without consent.
Inappropriate Comments: Making sexual jokes or remarks about someone’s appearance.
Requests for Favors: A manager suggests that an employee will receive a promotion in exchange for a date.

2. Discriminatory Harassment

Discriminatory harassment is based on protected characteristics such as race, gender, age, religion, disability, and sexual orientation. This type of harassment is not only unethical but also violates various anti-discrimination laws.

a. Racial Harassment

Harassment based on race involves offensive remarks, slurs, or actions targeting an individual’s racial or ethnic background.

Example: An employee is consistently mocked for their accent or cultural practices.

b. Sexual Orientation-Based Harassment

Targeting someone because of their sexual orientation, whether they are heterosexual, homosexual, bisexual, or otherwise.

Example: Teasing a colleague for being gay or making derogatory remarks about LGBTQ+ individuals.

c. Age-Based Harassment

Harassment due to an individual’s age, affecting both younger and older employees.

Example: Older employees are excluded from training opportunities, or younger employees are belittled for their lack of experience.

d. Disability-Based Harassment

Discriminating against someone because of a physical or mental disability.

Example: Mocking an employee’s use of a wheelchair or making derogatory comments about their mental health.

e. Religious Harassment

Targeting someone based on their religious beliefs or practices.

Example: Refusing to accommodate an employee’s religious holidays or making offensive jokes about their faith.

f. Gender Harassment

Harassment based on gender expression or identity, affecting cisgender, transgender, and non-binary individuals.

Example: Using incorrect pronouns intentionally or making sexist remarks.

3. Personal Harassment

Personal harassment in the workplace refers to behaviors that target an individual’s personal attributes, such as their personality, appearance, or work performance, rather than characteristics protected by anti-discrimination laws (like race, gender, religion, etc.). While personal harassment may not always be illegal, it significantly contributes to a toxic work environment, diminishing employee morale and productivity.

Key Characteristics of Personal Harassment:

Targeting Non-Protected Attributes: Focuses on personal traits like work habits, physical appearance, or interpersonal interactions.
Repeated Negative Behavior: Involves ongoing actions that undermine the victim’s self-esteem or professional standing.
Lack of Constructive Feedback: Criticism is often non-constructive, intended to belittle rather than improve performance.

Examples of Personal Harassment:

Consistent Criticism Without Feedback: A manager constantly points out flaws in an employee’s work without offering any guidance or suggestions for improvement, leading the employee to feel undervalued and demoralized.
Exclusion from Team Activities: Colleagues deliberately leave a particular employee out of team meetings, social gatherings, or collaborative projects, making them feel isolated and alienated within the team.
Unwarranted Negative Remarks About Appearance: An employee is frequently mocked for their clothing choices or physical appearance, such as being told that their attire is unprofessional or making derogatory comments about their body shape.
Public Humiliation: During meetings, a supervisor openly criticizes an employee’s ideas or performance in front of peers, embarrassing them and undermining their confidence.
Spreading False Rumors: A coworker spreads unfounded rumors about another employee’s personal life or work ethic, damaging their reputation and relationships within the workplace.

4. Physical Harassment

Physical harassment in the workplace encompasses any form of physical contact or actions that harm, intimidate, or threaten an individual. Unlike verbal or psychological harassment, physical harassment involves tangible actions that can leave visible marks or cause physical injury.

This type of harassment not only violates personal boundaries but also creates a sense of fear and insecurity among employees, significantly disrupting the workplace environment.

Key Characteristics of Physical Harassment:

Intentional Harm or Intimidation: Actions are deliberately aimed at causing physical pain, injury, or fear.
Visible Evidence: Unlike some other forms of harassment, physical harassment often leaves physical evidence such as bruises, damaged property, or other signs of assault.
Immediate Impact: The effects of physical harassment are often immediate and can lead to serious health and safety concerns.
Legal Implications: Physical harassment can lead to criminal charges and significant legal consequences for the perpetrator and the organization if not addressed promptly.

Examples of Physical Harassment:

Shoving or Pushing: During a heated disagreement, a supervisor shoves an employee against a wall, causing them to stumble and drop their paperwork. This not only intimidates the employee but also disrupts the workplace harmony.
Hitting or Slapping: In a moment of frustration, a coworker slaps another employee on the back of the head. This aggressive act can lead to physical injury and creates a hostile work environment.
Throwing Objects: An employee throws a stack of papers or office supplies at a colleague during an argument, resulting in broken items and potential harm to the victim.
Destroying Personal Property: A manager angrily rips apart an employee’s personal belongings, such as their lunch or personal files, to send a message of disapproval. This not only damages the employee’s property but also undermines their sense of security at work.
Blocking Movements or Physical Restraints: A coworker physically blocks another employee’s path in the office, preventing them from leaving a meeting or accessing their workspace. This form of harassment restricts the victim’s freedom of movement and can escalate to more severe physical confrontations.

5. Power Harassment

Power harassment occurs when an individual in a position of authority—such as a manager, supervisor, or team leader—abuses their power to mistreat, intimidate, or undermine subordinates. Unlike other forms of harassment that may target personal or protected characteristics, power harassment is rooted in the misuse of hierarchical power dynamics within the workplace.

This type of harassment can severely impact an employee’s mental health, job satisfaction, and overall workplace morale, ultimately affecting organizational productivity and culture.

Key Characteristics of Power Harassment:

Abuse of Authority: Utilizing one’s official position to exert control or influence over subordinates unfairly.
Intentional Undermining: Deliberately sabotaging an employee’s work, reputation, or career progression.
Hostile Work Environment: Creating a pervasive atmosphere of fear, disrespect, and intimidation.
Lack of Accountability: Perpetrators often exploit their authority to avoid repercussions for their actions.

Examples of Power Harassment:

Assigning Impossible Deadlines: A manager deliberately sets unattainable deadlines for a team member to complete a project, knowing that it is unrealistic. This not only sets the employee up for failure but also creates undue stress and anxiety, making them feel inadequate and undervalued.
Public Humiliation: During a team meeting, a supervisor berates an employee in front of their peers for a minor mistake. This public shaming can severely damage the employee’s self-esteem and professional reputation, fostering a climate of fear and resentment within the team.
Unreasonable Work Expectations: A team leader continuously assigns excessive workloads to a subordinate, expecting them to handle tasks beyond their capacity without additional support or resources. This practice can lead to burnout, decreased productivity, and a sense of helplessness.
Withholding Information or Resources: A manager intentionally withholds critical information or necessary resources that an employee needs to perform their job effectively. By doing so, the manager undermines the employee’s ability to succeed, potentially leading to project failures and job dissatisfaction.
Favoritism and Unfair Treatment: A supervisor consistently favors certain employees by giving them preferential treatment, such as assigning them desirable projects or providing them with perks, while neglecting or dismissing the efforts of others. This creates an unequal work environment where employees feel undervalued and demotivated.

6. Psychological Harassment

Psychological harassment in the workplace refers to repeated, intentional behaviors that undermine an employee’s mental well-being, self-esteem, and overall psychological health. Unlike physical or verbal harassment, psychological harassment is often subtle and covert, making it harder to identify and address.

This form of harassment can create a toxic work environment, leading to long-term emotional and mental distress for the victim.

Key Characteristics of Psychological Harassment:

Repetitive Negative Behavior: Consistent and ongoing actions that target an individual’s mental and emotional state.
Manipulative Tactics: Use of deceit, coercion, or control to dominate or belittle the victim.
Subtle and Covert: Often disguised as constructive criticism or managerial oversight, making it difficult to recognize.
Intent to Undermine: Aimed at diminishing the victim’s confidence, credibility, or professional standing.

Examples of Psychological Harassment:

Isolation from Team Communications: A manager deliberately excludes an employee from important email threads, team meetings, or collaborative projects. This intentional isolation makes the employee feel undervalued and disconnected from the team, hindering their ability to perform effectively.
Constant Undermining of Ideas and Contributions: During meetings, a supervisor consistently dismisses an employee’s suggestions without valid reasons, often interrupting or talking over them. This behavior not only discourages the employee from sharing ideas but also damages their confidence and professional reputation.
Gaslighting: A coworker repeatedly denies or distorts facts related to an employee’s work performance or behavior. For instance, if an employee confronts a manager about missed deadlines, the manager might insist that the employee never received the necessary information, causing the employee to doubt their own memory and perception.
Excessive Criticism and Negative Feedback: An employee receives constant negative feedback on their work, regardless of actual performance improvements. The feedback is often vague, non-constructive, and delivered in a demeaning manner, leading the employee to feel incompetent and demotivated.
Intimidation and Threats: A manager uses threatening language or gestures to intimidate an employee, such as implying that the employee’s job is at risk if certain tasks are not completed to their satisfaction. This creates an atmosphere of fear and anxiety, making it difficult for the employee to perform their duties without constant stress.

7. Cyberbullying

Cyberbullying in the workplace refers to the use of digital platforms—such as emails, social media, messaging apps, and other online communication tools—to harass, intimidate, or demean colleagues.

With the increasing reliance on digital communication in modern workplaces, cyberbullying has emerged as a significant issue that can disrupt professional relationships, harm employee well-being, and damage organizational culture.

Key Characteristics of Cyberbullying:

Anonymity: Cyberbullies can often remain anonymous, making it difficult to identify and hold them accountable.
Persistent Harassment: Cyberbullying can occur continuously over time, amplifying its negative impact.
Wide Reach: Harassing messages or rumors can be quickly disseminated to a broad audience, increasing the victim’s exposure.
Permanent Record: Digital communications can be easily archived, serving as evidence of harassment.
Emotional Distress: The invasive nature of digital harassment can lead to significant emotional and psychological harm.

Examples of Cyberbullying:

Sending Threatening Emails: An employee receives a series of hostile emails from a coworker threatening their job security or personal safety if they do not comply with unreasonable demands.
Spreading False Rumors Online: A team member creates a fake social media profile to spread false and damaging rumors about a colleague’s professional competence or personal life.
Harassing Messages on Messaging Platforms: Using company messaging apps like Slack or Microsoft Teams to send repeated, derogatory messages aimed at undermining a coworker’s confidence and reputation.
Public Shaming on Social Media: An employee posts negative comments or embarrassing photos of a colleague on platforms like Twitter or Instagram to tarnish their public image.
Cyberstalking: Continuously monitoring and sending unsolicited messages to an employee, making them feel constantly watched and harassed.

8. Retaliation Harassment

Retaliation harassment occurs when an employee faces adverse actions as a direct response to reporting misconduct, participating in an investigation, or exercising their legal rights within the workplace.

This form of harassment is insidious because it targets individuals for standing up against unethical or illegal behavior, thereby discouraging others from speaking out and perpetuating a culture of silence and fear.

Key Characteristics of Retaliation Harassment:

Direct Link to Protected Activity: The adverse action is directly related to the employee’s involvement in reporting misconduct, filing a complaint, or participating in an investigation.
Adverse Employment Actions: Includes demotion, termination, salary reduction, denial of promotions, exclusion from projects, or unfavorable shifts.
Intent to Punish: The primary motive is to punish the employee for their protected activity, aiming to deter them and others from similar actions in the future.
Subtle or Overt Behavior: Retaliation can be blatant, such as firing an employee for filing a complaint, or more covert, like assigning undesirable tasks to someone who reported harassment.

Examples of Retaliation Harassment:

Demotion After Filing a Complaint: An employee files a harassment complaint against their supervisor. Shortly after, they are demoted to a lower position without a valid reason, undermining their career progression as punishment for speaking out.
Exclusion from Important Projects: After participating in an investigation into workplace misconduct, an employee is consistently excluded from high-profile projects and meetings, limiting their opportunities for professional growth and visibility within the company.
Negative Performance Reviews: An employee who reported unethical behavior receives unjustifiably poor performance reviews, making it difficult for them to receive raises or promotions based on fabricated or exaggerated shortcomings.
Isolation from Team Activities: Following a formal complaint, an employee is ostracized by their colleagues, excluded from team lunches, and left out of collaborative efforts, creating a hostile and unwelcoming work environment.
Salary Reduction or Denial of Benefits: An employee who raises concerns about workplace safety is later informed of a salary reduction or denied benefits that were previously available, serving as a financial deterrent against future complaints.

9. Third-Party Harassment

Third-party harassment occurs when individuals outside of an organization—such as clients, vendors, suppliers, contractors, or customers—engage in harassing behavior directed at employees. Unlike internal harassment, which involves colleagues or supervisors, third-party harassment introduces external factors that can significantly impact an employee’s well-being and the organization’s reputation.

As businesses increasingly interact with a diverse range of external partners, addressing third-party harassment has become essential for maintaining a respectful and safe work environment.

Key Characteristics of Third-Party Harassment:

External Origin: The harasser is not an employee but someone who interacts with the organization, such as a customer, client, or partner.
Variety of Behaviors: Can include verbal abuse, threats, intimidation, discriminatory remarks, or inappropriate requests.
Impact on Employees: Creates a stressful and hostile work environment, potentially affecting employee morale and productivity.
Reputational Risk: Negative interactions can tarnish the organization’s public image and client relationships if not managed properly.

Examples of Third-Party Harassment:

Verbal Abuse from Customers: A customer repeatedly yells at a service representative over the phone, using offensive language due to dissatisfaction with a product or service.
Discriminatory Remarks from Clients: A vendor makes derogatory comments about an employee’s race, gender, or religion during a business meeting, creating an uncomfortable and hostile atmosphere.
Threats from Suppliers: A supplier threatens to terminate a contract or reduce orders unless certain unreasonable demands are met, using intimidation to gain leverage.
Harassing Behavior from Contractors: A contractor physically intimidates or coerces employees on-site to comply with unsafe or unethical work practices.
Inappropriate Requests from Customers: A customer persistently requests personal favors or engages in unwanted flirting with an employee, making them feel uncomfortable and objectified.

Impact of Workplace Harassment

Workplace harassment has far-reaching consequences for both individuals and organizations:

For Employees:
Mental Health Issues: Increased stress, anxiety, depression, and decreased self-esteem.
Physical Health Problems: Headaches, insomnia, and other stress-related ailments.
Career Impact: Reduced job satisfaction, lower productivity, and higher turnover rates.
For Organizations:
Decreased Productivity: A hostile work environment can lead to disengaged employees and decreased efficiency.
Legal Repercussions: Companies may face lawsuits, fines, and damage to their reputation.
Higher Turnover: Costs associated with recruiting and training new employees can escalate.
Negative Workplace Culture: A culture of fear and mistrust can inhibit collaboration and innovation.

How to Report Workplace Harassment

Reporting workplace harassment is essential for maintaining a safe and respectful work environment. Here are the steps to effectively report harassment:

Document the Incident: Keep a detailed record of the harassment, including dates, times, locations, and descriptions of the behavior and save any relevant communications, such as emails or messages.
Review Company Policies: Familiarize yourself with your organization’s harassment and grievance policies.
Report to HR or Management: Approach your Human Resources department or a trusted manager to file a formal complaint and provide your documented evidence to support your claim.
Seek External Help if Necessary: If internal reporting does not resolve the issue, contact external bodies such as the Equal Employment Opportunity Commission (EEOC) for further assistance.
Protect Yourself: Avoid retaliation by maintaining professionalism and seeking support from colleagues or professional counselors.

Preventing Workplace Harassment

Preventing workplace harassment requires a proactive approach from both employers and employees. Here are effective strategies to minimize harassment:

1. Develop Clear Policies

Anti-Harassment Policies: Establish comprehensive policies that define harassment, outline prohibited behaviors, and detail reporting procedures.
Regular Updates: Ensure policies are up-to-date with current laws and best practices.

2. Conduct Training Programs

Awareness Training: Educate employees about different types of harassment and their impact.
Bystander Intervention: Train employees on how to intervene safely when witnessing harassment.

3. Foster an Inclusive Culture

Promote Respect: Encourage a workplace culture that values diversity and mutual respect.
Open Communication: Create channels for open dialogue where employees feel comfortable expressing concerns.

4. Implement Reporting Mechanisms

Anonymous Reporting: Provide options for anonymous reporting to protect victims from retaliation.
Timely Responses: Ensure that all reports are addressed promptly and effectively.

5. Enforce Consequences

Consistent Enforcement: Apply disciplinary actions consistently to all harassers, regardless of their position.
Support Victims: Offer support services, such as counseling, to victims of harassment.

Conclusion

Workplace harassment is a critical issue that can severely impact both individuals and organizations. By understanding its definition, recognizing the various types, and knowing how to report and prevent it, employees and employers can work together to create a safe and respectful work environment. Taking proactive measures not only protects the well-being of employees but also enhances overall organizational productivity and reputation.

Note: This article synthesizes information from various high-quality sources to provide a comprehensive overview of workplace harassment. For more detailed guidance, consult legal professionals or organizational HR specialists.