Silence perpetuates harassment; speaking up empowers change. Your voice is the catalyst for a workplace where dignity, equality, and respect reign.
This article endeavours to enlighten readers with a thorough understanding of workplace harassment, covering everything from its definition of its categories, the significance and methods of reporting it, its effects on performance, and prevention. Whether you are an employer aiming for a safer workplace, an employee seeking clarity on your rights, or simply someone concerned about the issue, this article delves into the nuances of workplace harassment and suggests actions to counter it effectively.
Workplace harassment is a significant concern impacting the welfare and efficiency of employees worldwide. It’s essential to grasp the difference between workplace harassment and sexual harassment at the workplace, as each carries distinct consequences and legal contexts. Despite of the differences, both types of harassment share the ability to generate a hostile atmosphere at work.
Since workplace harassment and sexual harassment at the workplace are often confusing and can be difficult to distinguish, it is essential for organisations to adopt policies, conduct comprehensive trainings, and establish effective reporting models to address all forms of harassment adequately.
Workplace Harassment v/s Sexual Harassment at Workplace
Workplace harassment encompasses many unwanted actions and communications within the work environment. It includes various forms of misconduct that undermine a positive and respectful workplace atmosphere:
- Verbal harassment pertains to spoken or written communication that is disrespectful, degrading, or menacing.
- Physical harassment includes unwanted physical contact or intrusive behaviour, such as pushing, jostling, touching, or any actions that induce feelings of physical intimidation or insecurity.
- Psychological harassment involves behaviours aimed at manipulating an individual’s emotional or mental health. This can include consistent criticism, isolation, emotional pressure, or threats to job stability.
- Power harassment hinges on dynamics of authority, where individuals in positions of power misuse authority to intimidate, oppress, or exploit those lower in the hierarchy.
- Cyberbullying is when someone harasses or intimidates coworkers through digital platforms like email, social media, or messaging apps.
- Discrimination happens when employees are treated unfairly because of their gender, race, religion, or other protected characteristics. This mistreatment violates their rights and takes away their dignity at work.
- Racial harassment is a specific form of discriminatory harassment targeting individuals based on their racial or ethnic identity. Examples of racial harassment include colleagues mocking another’s accent, making derogatory jokes about ethnic stereotypes, or directly using racial slurs.
- In a world comprising various beliefs and practices, religious harassment occurs frequently. Pressuring someone to participate in religious (or non-religious) rituals against their beliefs also constitutes religious harassment.
- This form of harassment centres on an individual’s physical or cognitive abilities. Those with disabilities, whether visible or invisible, faces heightened risks of encountering such prejudice.
- Physical harassment, arguably the most overt form of workplace mistreatment, directly threatens an individual’s safety. Unlike other forms, which might be covert or subtle, physical harassment is openly confrontational.
- Sexual Harassment in the workplace constitutes a distinct form of workplace mistreatment. It encompasses unwanted sexual advances, solicitations for sexual favours, or any verbal or physical behaviour of a sexual nature that disrupts an individual’s ability to perform their job or create an uncomfortable work environment. Examples of sexual harassment may include:
- Unwelcome Advances: Persistent pursuit of romantic or sexual attention despite clear rejection.
- Inappropriate Remarks: Making suggestive or explicit comments about an individual’s appearance, physique, or attire with sexual undertones.
- Staring or Gazing: Continuously observing someone in a sexually suggestive or intimidating manner.
- Sexual Humour or Allusions: Sharing jokes or remarks of a sexual nature that cause discomfort to others.
- Unwanted Physical Contact: Touching, patting, or groping someone without their consent.
Why Should Workplace Harassment Be Reported?
Reporting workplace harassment is imperative for both individuals experiencing it and the overall organisation. Firstly, it ensures personal safety and mental wellbeing by addressing the severe emotional and psychological effects of harassment, such as anxiety and depression, asserting one’s rights, and seeking resolution.
Secondly, reporting establishes a record of incidents, which is crucial for documenting behaviour patterns and providing tangible evidence in subsequent investigations or legal actions. Moreover, reporting upholds legal rights, as many jurisdictions have laws protecting employees from workplace harassment. If the employer doesn’t handle the situation properly, victims have the right to speak up and can assert their legal rights.
Additionally, reporting can deter harassers by signalling that their behaviour is unacceptable and has consequences, fostering an environment where potential harassers think twice before misbehaving.
Addressing and reporting harassment promotes a positive work environment, fostering inclusivity, respect, and productivity. It encourages trust among team members and boosts morale, benefiting all employees.
Pakistani laws provide comprehensive protection for women against all forms of harassment, both in the workplace and public spaces, including online platforms.
Harassment of women is deemed a criminal offence under the Pakistan Penal Code. To prevent the misuse of authority, it’s crucial to assess the powers granted to supervisors by the management of an organisation.
These management teams must go beyond mere policies to create a supportive environment that upholds true equality.
>Those found aiding or facilitating harassment, whether directly or indirectly, may also face severe consequences under the Pakistan Penal Code 1860.
The following legislation governs the law of harassment in the country:
Section 509 of Pakistan Penal Code 1860:
- If a person demands sexual favours and uses a verbal or non-verbal form of communication, causing any kind of annoyance, the person is liable to a punishment of three years or a fine or both.
Section 294 of Pakistan Penal Code 1860:
- If a person uses any indecent or vulgar language in a public place with an intention to offend, he is liable to the punishment of three years along with fine.
According to Section-3 of the Protection against Harassment of Women at Workplace Act 2010, each organisation has to constitute an inquiry committee to inquire into complaints made regarding workplace harassment. The committee should comprise of three members. One member should be a woman.
>According to Section 2(H) of the Protection Against Harassment of Women at Workplace Act 2010, anyone making an unwelcome sexual advance, requests for sexual favors, or engaging in any verbal or physical conduct (falling within the category of workplace harassment) that causes interference with work performance or creates an intimidating, hostile, or offensive work environment for fellow co-workers can be liable to the aforementioned penalties.
Lastly, every reported instance of harassment contributes to societal change by challenging and reshaping norms and attitudes. Consistent reporting and action over time can lead to a society where workplace harassment becomes the exception rather than the norm.
>>In essence, reporting workplace harassment is an act of self-preservation and a crucial step in driving the organisational and societal change toward safer and more respectful workplaces.
Pitfalls to Avoid in Addressing Workplace Harassment
- Don’t ignore the behaviour. If someone’s bothering you, it’s important to address it.
- Make sure to write down what’s happening, like when it occurred and who else saw it. This can help if you need to report it later.
- Try not to retaliate. It could make things worse and distract from the real problem.
- Talk to someone you trust about what’s going on. Its important to have support.
- Learn about your company’s rules on harassment so you know what to do.
- Don’t isolate yourself. Reach out to friends or colleagues for help.
- Save any messages or emails that show the harassment.
- If the problem persists, consider seeking advice from a lawyer or counsellor who knows about this stuff.
- Be honest when you report the harassment. Exaggerating could hurt your case.
- Take care of yourself. Dealing with harassment can be tough, so make sure to take breaks and do things that help you feel better.
Every voice matters in the fight against harassment. Let’s speak up, stand together, and create workplaces where everyone feels valued and safe.
Workplace harassment is a complex and pervasive issue that requires proactive efforts to prevent and address effectively. By understanding the various definitions and categories of harassment and implementing robust prevention strategies. Organisations can foster inclusive, respectful, and safe work environments for all employees. It’s crucial for employers and employees to work together to combat harassment and promote dignity, equality, and respect in the workplace. Additionally, it’s imperative for individuals to speak up against harassment, whether they are witnessing it or experiencing it themselves. Encouraging a culture of speaking up and reporting incidents of harassment is essential for creating accountability and ensuring that all voices are heard and respected in the workplace.
This article underscores that the awareness, guidance, prevention measures, and actions outlined herein apply universally to all genders. Everyone deserves a work environment free from harassment and discrimination. By promoting inclusivity and equality, we empower every member of the workforce to stand against harassment, fostering a culture where every voice is heard and respected.
Don’t let fear silence your voice!