For managers, there are few issues more frustrating or difficult to address than harassment. Learning that one team member or group is targeting a colleague or general group is disheartening. It could also undermine confidence in your leadership and damage morale.
Creating expectations for appropriate behavior is the best defense against harassment. Begin by having a clear understanding of what constitutes harassment, including sexual harassment. Behaviors that would fall under this definition include:
- Statements or actions that ridicule, insult, or bully other people on the basis of:
- Gender or gender identity
- Race
- Religion
- Age
- Ethnic background
- Political or other personal views
- Appearance, physical features, or mannerisms
- Disability
- Sexual orientation
- Name-calling, verbal abuse, spreading malicious gossip, or behavior that ridicules, intimidates, or demeans.
- “Poking fun” at people with jokes (practical or verbal) or horseplay.
- Verbal threats, insulting gestures, or the unwelcome use of profanity.
- Physical intimidation, displaying intimidating objects (such as weapons), or making threatening gestures.
- Making comments or engaging in harassment that is sexual in nature, asking someone out on a date after they have said no, or requesting sexual favors as a condition of employment or for advancement.
- Any other conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance.
When a person engages in these behaviors in the workplace, either generally or toward a specific individual or targeted group, it may lead to a hostile, threatening, or disrespectful environment. For instance, if an employee is bullying a co-worker, others may feel threatened or opt not to speak out about the behavior for fear that they will become a target as well.
If you become aware of harassment within your team or work group, it is important to act quickly. In addition, you can take an active role in creating an environment that fosters respect and discourages harassment. Ways to set a respectful tone include:
- Be a good role model. Recognize that you set the standard by which your team measures its conduct. Demonstrate positive behavior toward others by:
- Practicing common courtesy and expressing appreciation for your team’s efforts.
- Showing respect, fairness, and courtesy to everyone, regardless of their role.
- Avoiding disrespectful jokes or behavior.
- Establishing respect toward others as a performance expectation.
- Examine your own behavior. Consider the following questions:
- Would I want my behavior to be seen on the news or go viral on social media?
- Would I behave this way with my partner in the room?
- How would I feel if someone acted this way toward my partner or child?
- Do I let my own biases or personal experiences get in the way of how I view others?
When in doubt about your behavior, ask a trusted colleague for their perspective.
- Ask for help. If team disagreements or interpersonal conflicts cross the line into aggressive or harassing behavior, consult with HR or your Employee Assistance Program.
