Workplace harassment is not OK and never has been, yet it鈥檚 a problem that persists, says a Victoria human-resources consultant.
鈥淪adly, it still exists. It鈥檚 one of those things that, depending on the type of harassment, is sometimes seen more often now than it has been in the past,鈥� said Christine Willow, a partner in Chemistry Consulting.
While progress has been made through anti-bullying campaigns and other measures, there鈥檚 still a long way to go, she said.
It鈥檚 a complex issue, Willow said, noting that in many cases an employee whose boss has been abusive, but not necessarily sexually, would assume that since the boss 鈥渋s not going to go away,鈥� the employee might as well resign.
鈥淧eople tend to leave. They鈥檒l say: 鈥業鈥檒l just go work somewhere else,鈥� 鈥� she said. 鈥淚f you have an administrative assistant who feels harassed, in today鈥檚 environment we have more opportunities for that person to get another job.鈥�
It鈥檚 a different story with sexual harassment, she said.
鈥淲ith sexual harassment, shame and stigma is attached,鈥� said Willow, explaining why it tends to be reported less often. 鈥淎 person might think: 鈥楧id I do something wrong?鈥� 鈥�
While there has been increased awareness about harassment in the workplace generally, bosses are often unaware of specific instances, she said.
鈥淭here is both intentional and unintentional bullying,鈥� Willow said, adding that some people might not view sarcasm as a form of bullying, for example.
鈥淲hen employers and managers are made aware, they鈥檙e more willing to take steps to correct it,鈥� she said. 鈥淚t鈥檚 not that they want to sweep it under the rug. For most employers, it鈥檚 just not being aware.鈥�
Workplace bullying and harassment can occur in many ways, including verbal aggression, personal attacks, and other intimidating or humiliating behaviours, according to WorkSafe sa国际传媒
When an employer or supervisor takes 鈥渞easonable action鈥� to manage and direct workers, it is not considered bullying or harassment, however.
Many employers have established procedures on how bullying and harassment incidents, and workplace complaints, will be dealt with.
Employees should report bullying or harassment in the workplace to their employer. If reasonable steps aren鈥檛 taken to correct it, complaints can be submitted to WorkSafe sa国际传媒
Complainants can call the Prevention Information Line at 604-276-3100 (1-888-621-7233 toll-free) and speak with a prevention officer.
Under the sa国际传媒 Human Rights Code, harassment refers to upsetting behaviour or comments that ought reasonably to be known as offensive or unwelcome.
It includes but is not limited to actions or comments directed at one person in particular that create an intimidating, demeaning or offensive work environment.