Psychological harassment Definition

Historical Context

Psychological harassment in the workplace is not a new issue, but its recognition as a serious concern is relatively modern. Historically, the focus on workplace harassment was limited to physical and verbal abuse, often overlooking the subtle and pervasive impact of emotional and psychological mistreatment. With the rise of workplace culture studies in the 1990s and 2000s, psychological harassment started gaining legal and social recognition, especially in European countries such as France and Canada, which implemented stricter laws addressing “moral harassment.”

In recent years, organizations and governments globally have begun to emphasize the need to address psychological harassment as part of broader workplace harassment prevention initiatives. This shift has been driven by research demonstrating that workplace bullying, intimidation, and emotional abuse significantly impact employee well-being and productivity. A 2024 Workplace Bullying Institute survey found that over 30% of employees report experiencing some form of psychological harassment, underscoring the ongoing need for education and prevention strategies.

Examples of Workplace Scenarios

Psychological harassment can take various forms, from subtle acts of exclusion to overtly hostile behavior. Here are a few examples to illustrate common scenarios:

1. Persistent Undermining: A manager consistently critiques an employee’s work, ignores their contributions in meetings, and frequently assigns them menial tasks that are below their skill level. This creates a hostile work environment and damages the employee’s confidence.
2. Public Humiliation: A team leader makes derogatory comments about an employee’s ideas during a meeting, laughing at their suggestions in front of others and belittling their qualifications.
3. Isolation: A group of colleagues intentionally excludes a team member from important emails, meetings, and informal gatherings, leading to feelings of alienation and professional disadvantage.
4. Manipulative Behavior: A supervisor promises opportunities for promotion in exchange for unrealistic workloads, then blames the employee for any setbacks, fostering a cycle of blame and guilt.

These scenarios highlight the importance of recognizing and addressing psychological harassment proactively to maintain a respectful and inclusive workplace culture.

How to Address Psychological Harassment

Addressing psychological harassment requires a proactive and structured approach. Organizations can take the following steps to mitigate risks and support affected employees:

• Training and Awareness: Providing comprehensive training programs that teach employees and managers to recognize and prevent psychological harassment. A 2024 report by SHRM emphasizes the importance of ongoing education in fostering respectful workplace interactions.
• Clear Reporting Mechanisms: Establishing anonymous and accessible channels for employees to report incidents without fear of retaliation. The EEOC highlights that effective reporting processes significantly reduce workplace harassment incidents.

To effectively address these issues, organizations should implement consistent policies, encourage open communication, and promote accountability among leadership teams.

What You Can Do When Psychological Harassment Happens in the Workplace

If you experience or witness psychological harassment in your workplace, consider the following steps:

• Document the incidents, noting dates, times, and specific behaviors.
• Report the behavior through appropriate channels, such as HR or a dedicated hotline.
• Seek support from trusted colleagues or professional counseling resources.
• Familiarize yourself with your organization’s harassment prevention policy.

Proactively addressing psychological harassment helps cultivate a culture of respect, ensuring all employees feel valued and safe.

Best Practices for Addressing Psychological Harassment

• Encourage Empathy: Train employees and managers to consider how their actions and words affect others.
• Foster Inclusivity: Promote inclusive behaviors through initiatives like Emtrain’s Workplace Color Spectrum®.
• Establish Policies: Clearly define what constitutes harassment and outline consequences for violators.
• Offer Training Resources: Implement training programs like Emtrain’s Preventing Workplace Harassment courses to educate and empower employees.

Additional Resources Emtrain Provides

• Microlesson: Power Implications and Off-Duty Conduct
  This microlesson illustrates the impact of power dynamics outside the workplace and explains how managers can unintentionally create undue pressure on employees. It also provides tools to navigate these dynamics responsibly.
• Mircolesson: Bullying and Aggressive Behavior
  In this microlesson, we demonstrate how a new hire is rudely questioned about his qualifications and education by an existing employee. From body language to tone of voice, the bully shows how his behavior can create a hostile environment for the new hire, ultimately impacting workplace culture and norms of behavior. Additionally, employees and managers will also see implications based on caste discrimination.
  
• Course: Preventing Workplace Harassment Training — Global
  Designed for international audiences, this course includes engaging video scenarios and practical tools to educate managers on workplace harassment and psychological abuse prevention.
• Resource: Preventing Sexual Harassment in the Workplace Training Deck
  This training deck offers comprehensive guidance on identifying, reporting, and preventing harassment, incorporating the Workplace Color Spectrum™ to help employees navigate sensitive issues constructively.
• Blog: How to Spot Workplace Bullying
  This blog explores the signs of workplace bullying and provides actionable steps for addressing such behavior, ensuring employees feel safe and respected.

Video Preview: Publicly Humiliated (Workplace Bullying)

This video demonstrates a scenario where an employee is publicly insulted by a manager, highlighting the harmful effects of psychological harassment on individuals and organizations.