Workplace Harassment In The Workplace

Everyone that goes to work expects to go to a place where they will not be harassed and will work in a friendly and fair environment. There are many instances of a hostile work environment, including sexual harassment, bullying, and berating due to religion, just to name a few. Likewise, there are instances where employees may think they are dealing with a hostile work environment when in fact they are not, such as rude and obnoxious coworkers. Employees and companies alike should be aware of what constitutes a hostile workplace environment, harassment, etc., so as to avoid any possible litigation.

Bullying in the workplace has always been an issue that has not been given much importance. It is indeed a problem that should be addressed by the concerned personnel because it can result in many health and safety issues, especially when nurses are bullied at their workplace. From the beginning of times, people who are deployed at a senior post to tend to look down upon the students or new people who have just started work. Nursing is also one of the professions in which the fresh graduates or students are bullied to the extent that they feel that they would not be able to face their seniors. They start developing inferiority complex and are unable to perform their job well. When they are taunted by their seniors and preceptors about their lack of knowledge and experience, their confidence is shattered. This implies that when they are handling a case, they are not confident if they are doing the right thing or not. In this tussle, they sometimes do not even perform the task they were really good at and put the health and safety of the patient at stake.

Discrimination and harassment can come in different forms, some discrimination could be seen as indirect for example a care worker spending an extra ten minutes with client A because they get on with them better than the next client, client B therefore rushing the client B’s session, while this may seem only minor at the time client B isn’t receiving all of the time they are entitled to and a lower standard of care therefore this would be seen as discrimination and could be sent to court. Most acts however are direct and have more meaning behind them this could be presented in many different form verbal and physical is the most common way delivering harassment and it could be of a race, sex, faith or other difference to discriminate on. However

A third reason why LGBTQ+ discrimination is a problem is because it can cause them to possibly lose their job or be rejected a job. According to the Human Rights Campaign, it is currently legal to discriminate on the job in 29 states, 58% of the country, and it is also legal to fire someone due to sexuality or gender expression in 33 states. It was reported that 1 out of 5 LGBTQ+ experience discrimination at work. According to Catalyst, nearly 1 and 10 LGBTQ+ employees left a job because the environment is unwelcoming. 70% percent of non-LGBTQ+ employees believe it is “unprofessional” to discuss sexual orientation or gender identity in the workplace. More than half of LGBTQ+ employees hide their sexual orientation in the workplace due to the

It can lead to discrimination and harmful acts which are detrimental to the wellbeing of the workplace and the progression of the company. Peter Sanrocco opened up a new store in the ‘LGBTQ Village’ as a second source of expansion for the company. The employees who were hired were affiliated with the LGBTQ Community. Many of the older staff had traditional values that the company embraced. There is resistance to the craftspeople going to the new stores because they felt uncomfortable working in the area and with the people because it went against their values. In this situation, prejudice was targeted at the LGBTQ employees, village, and managers in the new store because of the group of people they were affiliated with. Employees mentioned that even affiliating with this group will have a negative impact on their internal

The article also points out that single harassment can still be quite harmful. Each type of harassment is independently associated with a host of negative strain outcomes. It only takes a single type of harassment to predict low organizational commitment, poor job satisfaction, and/or turnover intentions; secondary or tertiary types of harassment did not further reduce job-related attitudes and turnover intent.

One article covered by CTV news involved a female officer (Const. Heather McWilliam) who filed a human rights complaint involving workplace sexual harassment against her Toronto police supervisor. This case is similar to Constable Eva Hernandez’s case because they both involve women of the same rank who have to endure sexual harassment in the workplace and who have both chosen to speak out about their struggles. McWilliam was victim to constant sexual harassment over many years and was called degrading names as well as had many sexual jokes made around her. This is similar to how Hernandez was called “butch dyke” and “Niña loca” by her male coworkers. Unlike Hernandez, McWilliam also says her supervising officer passed around photos from her

Since February 2015, Administrative Officer Sergio J. Cacho, who will be referred to as the alleged harasser, has subjected her to an ongoing harassment and hostile work environment with most recent incident occurring on 07/23/2015, when he informed her that he scheduled a meeting with her next Monday, 07/23/2015, to issue her a letter of counseling involving her time and attendance. She claimed that the announcement was done in front of patients and staff.

Racial Harassment – When a person is threatened, treated unfairly, verbally or physically abused based on their color, race, nationality, culture, ethnic or national origin, etc. Victims may even experience attacks on their personal property.

We have all heard about childhood bullies and work place bullies; however there is a new breed of bully that has emerge over the last few years. That is a Client Bully. This type of bully targets sub-contractors and small business owners.

Sexual harassment is still very much in existence in the workplace today. Sexual harassment can happen in the work place for a number of reasons. The individual circumstances and situations are endless. No industry or organization is safe from the possibility. Sexual harassment includes anything sexual in nature, physically, verbally and physical. This paper analyzes the many facets in which employee Anna faces sexual harassment and a hostile work environment.

Management of people within an organization is a human resources management (HRM) duties. Along with hiring, training, managing wages and benefits, resolving disputes, communicating with all employees and so forth. Is a lot of duties that fall under HRM. There are legal issues that HRM can come across; the top three issues for me are harassment, discrimination and disability.

People are mistreated at work in many ways and managers, professional groups, consultants and academics are concerned about the problem of mistreatment. This growing concern has brought a well deserved attention to this problem. Based on extensive surveys in several occupational groups, it has been established that workplace mistreatments

Sexual harassment affects people every day worldwide, and it is being swept under the rug. Sexual harassment and bullying are very similar, and both need to be taking seriously. Sexual harassment is not being dealt the way it should be. Sometimes it is frowned upon to even speak about it, and often victims are paid money to keep quiet. This lets the aggressors go free and continue their life of crime. Many unspoken victims are to afraid to say anything because of the criticism they might receive.

The main primary line of defense against sexual harassment in any establishment is prevention. For peace, dignity and also simply for the sake of humanity, employees in healthcare environment are entitled to safe, harassment free, and hostile free work zone.