Harassment at Work: 3 Important Tips for Dealing With It

Contents:

• Where is harassment most common in the workplace?
• How to respond to your boss's inappropriate jokes: experience from corporate life
• How to stop insults in the workplace: experience from Thornton Tomasetti
• How to deal with a toxic colleague in a Russian company?

Where is harassment most common in the workplace?

Determining which companies are likely to harbor harassment can be difficult. These questions are typically not raised in interviews. To gain an understanding of a company's culture, conducting research is recommended. Use search engines and social media to research potential employers using keywords such as "harassment," "sexual harassment," and "harassment." Glassdoor is a trusted source of company reviews. Researching the opinions of employees and former employees can help you gain a more complete understanding of the work environment and company values, which in turn can help you avoid negative experiences. Systematic harassment is most often observed in organizations lacking real business activity and where government agencies actively regulate internal processes. This situation leads to companies not striving for change, which, in turn, negatively impacts employee motivation for development. A lack of progress and innovation creates an environment in which harassment becomes more prevalent, as employees see no prospects or opportunities for professional growth. To prevent such occurrences, it's essential to implement mechanisms that promote open communication and support a healthy corporate culture. Employees who don't strive for professional development can contribute to a toxic work environment. In organizations with a positive culture, such employees can have a negative impact on the team. If harassment occurs, it's essential to notify management or HR immediately. Their main task is to protect employees and create comfortable working conditions, which promotes effective teamwork and increased productivity.

Consulting psychologist and author of the popular Telegram channel "Dima Helps". In my practice, I help people cope with emotional and psychological difficulties, offering effective methods and a personalized approach. My channel is dedicated to psychology, personal growth, and self-development. Here you will find useful tips, techniques, and support for improving your quality of life. Subscribe to "Dima Helps" to receive relevant materials and advice on psychology. In non-governmental organizations, situations resembling a cult of personality sometimes arise around the leader. This creates conditions in which they can abuse their position. In such organizations, the risk of harassment increases significantly. Conversely, in a healthy business environment, the likelihood of systematic harassment is significantly lower. Creating an open and transparent corporate culture where employee opinions are valued and their engagement is encouraged helps minimize such problems and promote healthy relationships within the team.

Some employees who are uninterested in professional development may try to demotivate younger and more promising colleagues through harassment or inappropriate compliments. This behavior often reflects their own insecurities and insecurities. Such employees often achieve their positions through patronage rather than personal merit. It is important to create a healthy team atmosphere where everyone can develop and succeed based on their skills and achievements.

If you are dealing with a disinterested colleague who is negatively impacting your work, it is recommended that you report it to HR. Knowing which employees are causing conflict is important for team management. HR can suggest additional motivational measures or interventions to improve the work environment and increase efficiency. Don't ignore issues like these, as they can lead to decreased productivity for the entire team.

An HR specialist plays a key role in any organization, being responsible for human resources management. Their primary responsibility is to attract, select, and retain talented employees, as well as create a positive work environment. Important aspects of an HR specialist's work include developing strategies to increase employee engagement, conducting training, and developing a corporate culture. An effective HR specialist also evaluates performance, resolves conflicts, and ensures compliance with labor laws. A professional in this field must possess strong communication skills, analytical thinking, and the ability to work in a team. Investing in HR competencies contributes to company growth, increased competitiveness, and the creation of a sustainable team. My experience in HR confirms that harassment often originates from employees in more senior positions, who may feel unpunished. This problem is not always dependent on business performance or the type of company. High-status employees may assume that lower-level employees will not dare raise concerns about violations of their rights. I urge anyone who experiences a violation of their personal boundaries to not remain silent and to contact management or HR. Your voice matters, and it's important to stand up for your rights. Ensuring a safe work environment is everyone's responsibility, and openly discussing this issue can lead to positive changes in the company.

How to React to Inappropriate Jokes from Your Boss: Experiences from Corporate Life

In a corporate environment, especially in large companies like AECOM, employees often encounter inappropriate jokes or behavior from management. My first experience with a similar situation occurred when I was only 19 years old. I worked at AECOM's New York headquarters, which had an open office atmosphere and all employees were in close proximity to each other. This created certain challenges in maintaining a professional environment and respectful relationships in the workplace. It is important to recognize the impact such behavior has on team spirit and overall productivity. Creating a safe and respectful work environment is key to a company's success and employee well-being.

My immediate supervisor, Michael J. Cushman, was an Orthodox Jewish family man who exerted significant influence on our company's architectural direction. His approach and understanding of cultural values ​​helped shape effective strategies. At the same time, his colleague, Greg, a British man, didn't always understand the nuances of American corporate culture, which sometimes led to misunderstandings in the work process. This underscores the importance of cultural adaptation and mutual understanding in the international business environment.

Greg began calling me "Miss Vodka," a common stereotype about Russians. After several such remarks, I decided to seek legal advice. He advised me to file a complaint with HR. As I was preparing my letter, Greg suddenly approached me and suggested, "Let's go to a bar tonight."

While this suggestion seemed harmless, for those under 21 in the United States, it can have serious legal consequences. I was shocked at the time, as Michael was in the office and witnessed the suggestion. When I opened my complaint letter, he asked to see it, and Michael and Greg had a lengthy conversation. It is important to understand that situations like this require careful analysis and an understanding of the potential consequences.

Greg never returned to our floor, and a few weeks later he was fired following the market crash of September 15, 2008. This event was a wake-up call for the company, forcing it to review its structure and cut underperforming positions, especially among highly compensated employees. Greg's dismissal was part of a broader optimization policy aimed at improving financial performance and reducing costs during the crisis. Knowing your rights and being willing to contact HR if inappropriate behavior occurs in the workplace are key. Harvard Business Review research shows that ignoring such situations can lead to a toxic work environment and a decrease in overall productivity. Contact HR to ensure a healthy work environment and support your corporate culture. How to Stop Harassment in the Workplace: A Thornton Tomasetti Experience When I started my career at Thornton Tomasetti at age 20, I joined the team working on the Moscow City project while based in New York City, the center of tech innovation. I felt confident in this predominantly male team, as all my colleagues were focused on achieving high results, and the team consisted of true professionals. This created a favorable atmosphere for my professional growth and development.

Soon, Ganz, the vice president overseeing projects in Germany, joined our team. His derogatory remarks about Russian women, such as, "You all came here for the easy life," deeply perplexed me. This behavior constitutes harassment, and it's important to recognize that any offensive communication must be condemned and stopped. Such comments not only violate professional ethics but also create a toxic atmosphere within the team. Measures must be taken to protect the dignity of each employee.

I decided not to ignore the situation and waited for Ganz in the corridor after work. I explained to him that his behavior was unacceptable, and if he didn't change his attitude, I would be forced to contact HR. This conversation confirmed my hypothesis: confident men don't demean their subordinates. Even though I was new, my value to the project was obvious. After our conversation, his visits to our floor became less frequent.

Russian labor law does not specifically address the violation of personal boundaries or harassment. Therefore, workplace ethics play a key role in regulating employee behavior. Companies are required to develop clear rules of business conduct and codes of corporate ethics that clearly define what constitutes harassment and outline the consequences for violators. It is important to create an atmosphere in which victims can seek support without fear of judgment. An effective harassment prevention policy promotes morale and builds trust among employees, which ultimately has a positive impact on productivity and the company's reputation.

Daria Selezneva, HR specialist, argues that if employees fear the consequences of filing complaints, an effective solution is to implement an anonymous hotline. This tool will allow workers to safely report problems and violations without fear of damage to their careers or reputations. Anonymous reporting fosters an open and trusting atmosphere within the team, where every employee can voice their concerns and suggestions. Implementing such a system will help improve corporate culture and increase trust between employees and management.

It is important not only to recognize the problem of harassment but also to actively combat it, creating a safe environment for all employees. Effective measures to prevent harassment include developing clear policies, training staff, and creating an open communication environment. Only through joint efforts can we ensure a comfortable, harassment-free workplace.

How to deal with a toxic colleague in a Russian company?

After returning to Moscow in 2014, I got a job at one of the largest banks in the country. My team included a divorced man of about 40 years old, who held a managerial position. Interestingly, his career was shaped by the influence of his father, a prominent figure in the past. During his ten years at the bank, he not only failed to develop professionally but also used his position to engage in inappropriate workplace jokes, which negatively impacted the team atmosphere.

If you encounter a difficult colleague, there are effective strategies that can help. First and foremost, focus on completing your tasks and try to minimize interactions with toxic individuals. It's important to connect with more professional and positive colleagues, which will not only improve your work experience but also create a positive team atmosphere. Also, consider open communication to discuss issues and find joint solutions. Maintaining professionalism and respect in communication can significantly reduce tension and promote more harmonious work.

I used this approach and found that ignoring negative behavior contributed to my professional development. As a result, interactions with this employee decreased, and the situation gradually resolved itself. This method allowed me to focus on my tasks and increase productivity, which ultimately had a positive impact on the atmosphere in the team.