How to Be A More Responsible Manager – Stop Workplace Harassment

How to Be A More Responsible Manager – Stop Workplace Harassment

Not many of us are blessed with a perfect workplace ambience. People with different backgrounds emerge to work as a team. This usually doesn’t go right for some, as personality clashes, conflicts of interests and just a mere dissonance can play a major role towards the deterioration of employee relationship at the office. We see bullies, harassers, who are always a pain in the butt for the other employees, but as a manager of your business, you need to resolve these conflicts. Ethics is something that won’t just work for everyone, monitoring your staff will ensure that a warm and secure environment is preserved.

Harassment at Workplace

Harassment based on ethnicity, religion, color, parental status, genetic information, sexual orientation, age, disability or gender is prohibited. But why still there is so much discrimination and workplace abuse? Not many employees stand against the harassment because of fear of job loss probably. As their employer, it’s your responsibility that you go to them, rather they come to you.

Types of Workplace Harassment

Quid Pro Quo: this involves any employment decision (tangible), resulting from a certain type of response by the employee (acceptance or rejection) to unwelcoming sexual advances and sexual favors. This is type of harassment is usually done by someone who can make a formal employment decision like termination or demotion. Some ways to exemplify this situation are:

  • Involving employees in religious activities by the supervisors as a condition of employment. So if you are a protestant, probably you might be going to a catholic church for your new job.
  • Asking for cooperating in sexual activities or there will be demotion or firing.
  • Give a preferential treatment to someone who is sexually cooperative with the supervisor.

Hostile workplace harassment: any conduct of behavior by co-workers, customers, contractors or supervisors that make the workplace atmosphere intimidating or offensive. Example of such harassment may include:

  • Hostile physical behavior
  • Use of indecent or inappropriate language
  • Sabotaging others’ work
  • Use of epithets
  • Comments on physical attributes
  • Jokes involving ethnicity, color or religion
  • Unnecessary touching
  • Use of crude or blatant language
  • Engaging in a physical conduct.

Harassment doesn’t involve only a direct contact between the harasser and the victim. Nowadays, social media apps like Facebook, WhatsApp etc. are used too. So mediating workplace doesn’t involve only observation, rather something that can monitor into these apps

Start Monitoring

If you have a doubt on how to start with this, I would suggest using a remote monitoring app that can access your employees’ smartphones. This will not only provide a cushion to the victim against any kind of bullying, but will also provide a proof against the bully. It’s more accurate, indirect and a silent way to listen to your employees’ workplace related problems. Centre for American progress discusses the economic and financial cost of discrimination based on gender and personal sexual preference through this infographic:

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