Addressing the issue will only make it worse
This is a troubling attitude I hear expressed by many of my clients.
Here are just a few concerns raised by participants attending my workshops on workplace harassment and violence prevention:
- “I don’t want to rock the boat.”
- “I know I should report it to my supervisor, but it would be career-limiting.”
- “I manage over 50 people, I can’t respond every time someone feels harassed.”
- “Oh sure, I speak up but when the time comes nobody else supports me.”
I empathize with my participants. In the real world, there certainly is a risk involved when coming forward with concerns or allegations of abuse, harassment or violent acts happening in the workplace.
There is a naive perception among many workers, including managers, that the easier route is to “sweep it under the carpet”—to pretend the abusive behaviour is not there and hope it will go away. But both occupational health and safety and human rights legislation prohibit reprisals, threats and intimidation against a person for exercising their rights. Employers can face stiff financial penalties for permitting this unacceptable behaviour. For example, in Curling v. Victoria Tea Company, the Ontario Human Rights Tribunal awarded a young woman $17,600 after her employer threatened her for filing a human rights complaint.
Just in case you honestly believe it is easier to just “sweep it under the carpet” follow the links below for some eye-opening information on failing to effectively deal with workplace harassment and violence.
Chronology of attempts to reform the Ontario Occupational Health and Safety Act
Learn don’t litigate
- Reporting and addressing workplace harassment and violence is now a legal obligation, not a choice
- Employers must have harassment and violence policies in place
- Your policies must outline how an employee files a complaint
- Employees must be trained on the above policies and procedures
- All employees must be aware that threats, intimidation and reprisal against a worker for exercising their legal rights will not be tolerated
Andrew Lawson
Learn don’t litigate
- Responding to a human rights complaint - September 5, 2012
- Ontario policy on competing human rights - August 8, 2012
- What does the case of Trayvon Martin tell us about racism in Canada? - April 4, 2012
It’s hard to imagine that an employee or a manager would simply ignore harassment or pretend that it isn’t happening, but I guess I shouldn’t be surprised.
Some are afraid, as you say; some are ignorant; some don’t care; and some probably just think that workers are complainers or something like that.
I don’t mean to sound cynical. I certainly hope that we can see improved communication between workers and management and more civil interaction among workers themselves. And I think the law is a good place to start.