Harassment

Harassment (also known as bullying, mobbing, or psychological violence) refers to repeated, unreasonable behaviour directed towards an employee, or group of employees, aimed at victimising, humiliating, undermining or threatening harassed person. Harassment, usually from inside the organisation, can involve both verbal and physical attacks, as well as more subtle acts such as social isolation. A person dignity, professional capability, private life, physical features, race, gender or sexual orientation can be the subject of harassment. It is a significant problem in the European workplace, with considerable costs both for workers and organisations. Anyone in any organisation can be the victim of harassment. Surveys show that 5% of workers in Europe reported being subject to harassment/bullying (in 2005). In some EU countries as many as 10-17% of workers reported this problem.

Harassment at work causes considerable stress to the victims, and to their colleagues, families and friends. In some cases, individuals are unable to function normally at work and in everyday life. Harassment can lead to post-traumatic stress disorder, loss of self-esteem, anxiety, depression, apathy, irritability, memory disorders, sleep disorders and problems with digestion, and even suicide. Symptoms may persist for years after experiencing harassment.

At the organisational level, harassment can result in increased absenteeism and staff turnover, and reduced effectiveness and productivity. Legal damages arising from harassment cases can also be high.

It is important to take early action to prevent harassment. First, a risk assessment should be carried out, to help identify appropriate action. This can include formulating an anti-harassment policy, providing conflict management and leadership training, redesigning the work environment, and providing support for victims, if harassment occurs (e.g. counselling and compensation).

Success factors in tackling harassment include:

• commitment from the employer and employees to foster a violence-free work environment;
• outlining the kinds of action that are unacceptable;
• outlining the consequences of harassment and the sanctions it will lead to;
• indicating where and how victims can get help;
• commitment to ‘reprisal-free’ complaining;
• explaining the procedure for making a complaint;
• providing details of counselling and support services, and
• maintaining confidentiality.