By Alex Nikotina

Harassment in the workplace is not the easiest topic to discuss, but is definitely one that needs to be addressed. Last year, workplace harassment was front and centre in the national headlines due to the sexual harassment accusations leveled against former CBC radio host Jian Ghomeshi and two Canadian MPs. The conversation on harassment continued this year when four female RCMP employees wrote a letter to the Liberal government, asking for help in maintaining their jobs while they were awaiting the adjudication of their harassment lawsuits.

Tamara Reid and Heather Blanchard, both of whom are HR professionals at Ashton College, teamed up to provide an overview of harassment in the workplace and outlined a few key points that all organizations should be aware of.

Harassment is a form of discrimination, and it should not be tolerated
Harassment is defined as a form of discrimination that involves “any unwanted physical or verbal behaviour that offends or humiliates you” and generally “persists over time”. Harassment can include verbal aggression or insults, racial, sexual or any other discriminatory or comments, calling someone derogatory names, vandalizing personal belongings, intimidation or unwelcome physical contact, threats, and other discriminatory practices. Any form of harassment or discrimination in the workplace is unacceptable.

Not every negative comment is harassment
Blanchard, a talent acquisition specialist, notes that “it is important to understand the difference between harassment and negative feedback. Every workplace has certain conduct and performance standards for employees that are (and should be) enforced. It is your supervisor’s job to make suggestions and provide comments about your work. Constructive criticism may sound harsh, but it is excluded from the definition of harassment if it is reasonable and is delivered to give feedback on the worker’s performance or conduct.”

Harassment is, however, applicable to comments and actions that result in unnecessary intimidation and humiliation of the person. If you feel that the feedback you get from your supervisor is unreasonable – for instance, it is focused on your ethnic background or gender instead of your performance – then make sure it is addressed and reported.

Harassment affects both women and men
Research has shown that even though women have reported experiencing more sexual harassment than men, both women and men may experience harassment at work. It is important for both women and men to address the cases of discrimination in the workplace to ensure their safety and well-being.

Harassment cases should be reported
It is important to be able to recognize, prevent and report harassment cases in the workplace. The goal is always to create a healthy work environment within the organization. Do not be afraid to report unwanted conduct in the workplace.

Reid, a HR coordinator and HRMA member, encourages those who do experience harassment to report it as soon as possible. “If you feel harassed, intimidated or uncomfortable, do not ignore it: consult your organization’s anti-harassment policy, talk to the HR representatives, report to your supervisor or to the union, and if necessary, file a complaint with the Canadian Human Rights Commission.”

Prevention is the best strategy
The best way to deal with harassment is to create a work environment that does not encourage harassment in any form. The key is to create an atmosphere that promotes professionalism and cooperation, operating under a strict zero-tolerance harassment policy. The message the organization should be promoting is the following: harassment is unacceptable behaviour that cannot, and should not be tolerated.

To prevent harassment, it is important to be clear on the role of both employers and employees in creating a healthy work environment. Here are some tips that can help to facilitate a harassment-free workplace:

Employer’s role:

• Develop and enforce zero-tolerance harassment policies
• Encourage open, direct communication about harassment issues and anti-harassment policies
• Facilitate investigations of the reported harassment complaints
• Conflicts and harassment issues should be dealt with my HR representatives who have received the appropriate training.

Employees’ role:

• Report if they observe or experience bullying and harassment
• Not engage in workplace bullying and harassment
• Apply and comply with workplace procedures on bullying and harassment

Co-workers’ role:

• Document details of what you see to share in an investigation (dates, details, witnesses)
• Tell the bully to stop
• Listen to the person who is being harassed and offer support
• Don’t gossip

If you are the target of, or witness to, bullying and harassment:

• Tell the bully what behaviour was inappropriate
• Make it clear the behaviour is unwanted and unacceptable
• Stay calm
• Don’t retaliate
• Report it

Alex Nikotina is an Online Marketing Assistant at Ashton College in Vancouver, BC. Originally from Russia, Alex loves to travel and experience new countries, having previously spent time in Japan before moving to Canada.