Understanding Workplace Intimidation and Harassment

Intimidation & Ethics

Did you know that 28% of workers reported experiencing unethical behavior in their workplaces? Up from 23% just a few years ago. Also Unethical behavior, such as intimidation and harassment, can have devastating effects on your employees’ well-being, productivity, and loyalty. It isn’t always easy to understand. While laws cover obvious issues, assholes can still get away with a lot of bad behavior. Let’s explore this a bit and see what we can come up with to tackle some of this. (Skip around if you’d like, I framed questions and answers to make it easier for you to take what you want and leave the rest!) OR you can go to the Summary and work your way back!

How do workplace leaders address issues associated with “unintentional intimidation”?
Is the “right way” always the “best way” and how is this tied to initimidation and harassment?
What does the “law” say about this?
What can you do about it?

Let us first address common thinking on this subject:

What is intimidation and harassment?

Intimidation and harassment are forms of abusive or hostile behavior that create a fearful or uncomfortable environment for others. Intimidation can include threats, coercion, blackmail, or violence. Harassment can include insults, jokes, slurs, or unwanted sexual advances. Both intimidation and harassment can be verbal, physical, or psychological.

Why do some people use intimidation and harassment to achieve business objectives and goals?

Some people may use intimidation and harassment to achieve business objectives and goals because they believe that it will give them an advantage, power, or control over others. They may also use it to vent their frustration, insecurity, or anger. Some common reasons why people use intimidation and harassment are:

To force others to comply with their demands or expectations.
To eliminate or undermine their competitors or rivals.
To boost their ego or self-esteem.
To express their prejudice or bias.
To avoid accountability or responsibility .
To cover up their incompetence or mistakes.

What are the consequences of intimidation and harassment for your business and society?

Intimidation and harassment can have serious negative consequences for your business and society. Some of the consequences are:

Reduced employee morale, engagement, and performance.
Increased employee turnover, absenteeism, and stress.
Damaged reputation, brand, and customer loyalty.
Legal liability, fines, and lawsuits.
Social unrest, violence, and injustice.

How to identify intimidation and harassment in your workplace?

Intimidation and harassment can be subtle or obvious, intentional or unintentional, isolated or systemic. It can occur in any setting, such as meetings, emails, social media, or phone calls. It can involve anyone, such as managers, co-workers, clients, or suppliers. To identify intimidation and harassment in your workplace, you need to be aware of the signs, such as:

Feeling afraid, anxious, or humiliated at work.
Experiencing physical symptoms, such as headaches, nausea, or insomnia.
Receiving negative feedback, criticism, or warnings without justification.
Being excluded, isolated, or ignored by others.
Being subjected to jokes, rumors, or gossip that are offensive or hurtful.
Being pressured, manipulated, or coerced to do something against your will.
Being touched, stared at, or followed in an inappropriate or unwanted way.

How to prevent intimidation and harassment in your workplace?

Intimidation and harassment can be prevented by creating a culture of respect, trust, and integrity in your workplace. You can do this by:

Establishing and enforcing clear policies and procedures that prohibit intimidation and harassment and protect the rights and dignity of everyone
Providing regular training and education on ethical behavior, diversity, and inclusion for all employees and managers
Encouraging open and honest communication and feedback among all levels and departments
Promoting teamwork, collaboration, and cooperation among all employees and managers
Recognizing and rewarding ethical behavior, positive contributions, and achievements

How to address intimidation and harassment in your workplace?

Intimidation and harassment can be addressed by taking swift and appropriate action to stop it and prevent it from happening again. You can do this by:

Reporting any incidents or suspicions of intimidation and harassment to the relevant authorities, such as your manager, human resources, or ethics committee.
Documenting any evidence or witnesses that support your claim, such as emails, messages, recordings, or photos.
Seeking support and assistance from your colleagues, friends, family, or professional counselors
Confronting the perpetrator in a calm and respectful manner and asking them to stop their behavior.
Escalating the issue to higher authorities or external agencies if the situation is not resolved or worsens.

Uncommon Questions and Thinking

How do workplace leaders address issues associated with “unintentional intimidation”?
Is the “right way” always the “best way” and how is this tied to intimidation and harassment?
What does the “law” say about this?
What can you do about it?

How do workplace leaders address issues associated with “unintentional intimidation”?

Unintentional intimidation is when a leader is unaware of how their confidence, assertiveness, or success affects the people around them, and makes them feel insecure, uncomfortable, or resentful. Some ways that workplace leaders can address this issue are:

Open up: Leaders can share more about themselves and their personal stories, and show vulnerability and humility. This can help humanize them and make them more relatable and approachable to their employees.
Show interest and curiosity: Leaders can ask open-ended questions, listen actively, and give feedback to their employees. This can help them understand their perspectives, needs, and challenges, and show that they care and value them.
Give compliments and praise: Leaders can acknowledge and appreciate the contributions and achievements of their employees, and give genuine and specific compliments. This can help boost their confidence, motivation, and loyalty, and reduce the gap between them and their leader.
Be respectful and empathetic: Leaders can avoid judging, criticizing, or dismissing their employees, and instead, show empathy and compassion. They can also respect their boundaries, preferences, and opinions, and avoid imposing their own views or standards on them.
Be supportive and helpful: Leaders can offer their assistance or advice when asked, and provide resources and opportunities for their employees to grow and learn. They can also support their employees’ goals and aspirations, and help them overcome their challenges.

Some people have no idea if they are intimidating but if you communicate with them and identify a problem and they choose to ignore you, they then know. They are intentionally acting this way and depending on where they are in the organization, it will be difficult to manage them out. ** Being an “asshole” is not illegal.

The “right way” vs the “best way”

The “right way” is not always the “best way” in the workplace, especially when it comes to ethical issues. The “right way” may refer to the way that is prescribed by the rules, policies, or norms of the organization, or the way that is expected by the leader or the authority. However, the “right way” may not always be the most ethical, fair, or effective way, and it may not consider the diversity, needs, and interests of the employees or the customers. Following the “right way” blindly or rigidly may lead to intimidation and harassment, as it may create a culture of fear, conformity, and obedience, and discourage creativity, innovation, and dissent. Some examples of intimidation and harassment that may result from following the “right way” are:

Bullying: A leader may bully an employee who does not follow the “right way” or who challenges their authority, by using threats, insults, or humiliation. This may create a hostile work environment and damage the employee’s self-esteem, health, and performance.
Discrimination: An organization may discriminate against an employee who does not fit the “right way” or who belongs to a different group, by denying them opportunities, benefits, or resources. This may violate the employee’s rights and dignity, and create a sense of injustice and resentment.
Retaliation: An organization may retaliate against an employee who reports or opposes the “right way” or who engages in a protected activity, by firing, demoting, or isolating them. This may deter the employee from speaking up or seeking justice, and create a climate of silence and fear.

Hey.. are you seeing this? Bullying for someone who doesn’t do it the “right way!” Is this for real? Yes, Yes and Yes. Someone who has their own reasons will use process, practice, law or policy to stop you from doing work, making progress and seek to intimidate and harass you. They can do it if they use the rules and there isn’t much on the surface you can do about it. There are things you can do though.

What about the LAW?

The law protects employees from intimidation and harassment in the workplace, based on their protected characteristics, such as race, color, religion, sex, national origin, age, disability, or genetic information. The law also protects employees from retaliation for filing or participating in a complaint or investigation of discrimination or harassment, or for opposing unlawful practices. The law is enforced by the Equal Employment Opportunity Commission (EEOC) and the state and local agencies. The law applies to employers with a certain number of employees, depending on the type of discrimination or harassment. The law requires employers to prevent and correct unlawful intimidation and harassment, and to provide a fair and effective complaint process for employees.

If the law does not protect you, which it may not in all cases. What are things you can do?

I’d like to say “punch them in the face” but .. I can’t. I mean.. yeah .. I can’t .. and stuff…
Document the incidents: Keep a record of the dates, times, places, people, and details of the intimidation or harassment, as well as any evidence, such as emails, texts, or photos. This can help you support your claim and prove the impact of the conduct.
Report the incidents: Report the intimidation or harassment to your supervisor, human resources, or the equal employment office, depending on your organization’s policy and procedure. Follow the steps and deadlines of the complaint process, and cooperate with the investigation. You can also report the intimidation or harassment to the EEOC or the state or local agency, and file a charge of discrimination or harassment. You may need to do this before you can sue your employer in court.
Seek support and advice: Seek support and advice from your co-workers, friends, family, or a counselor, to cope with the stress and emotions of the intimidation or harassment. You can also seek advice from a lawyer, a union representative, or an advocacy group, to understand your rights and options, and to protect your interests.
Leave <– Yes .. I said that.

Summary

Most if not all of us deal with someone who may at some time seek to intimidate or harass us. Maybe we are the ones doing it? What we need to do is be aware of what is happening whether we are receiving the feedback that we are acting this way or if we are on the other end of it. I worked with a person who was a complete and utter intimidation expert. Honestly, she was a friggin gigantic asshole. People were afraid of her and she knew it. She used it to her advantage. One of my friends was advised not to take a role working with her. He sat through one day of her nonsense, literally one day and resigned.

The bottom line is that you have a responsibility to yourself and your family to take care of YOU. If someone is doing something that you can’t navigate legally or through normal work channels,

You must do what is right for you.
You don’t need to tolerate bad behavior.
No one has the right to treat your poorly.
You don’t have to be alone.
You can and should make sure you make every effort to communicate your issues.

We should absolutely do everything we can to be positive, read books, study, find non-violent ways to do and be better AND just because WE are doing this, it doesn’t mean that some asshole is doing it. Meaning, if you figured it out, it doesn’t mean they have. So.. think about that next time you are dealing with a ding-dong and take your next action based on what is best for YOU.

If you didn’t know it then, know it now! Sending love– Howie