Workplace Harassment and Mental Health
Did you know that 19% of women and 13% of men report being harassed at work? Or that people experiencing harassment at their job are twice as likely to rate themselves as extremely stressed? Workplace harassment is a huge issue that has a strong impact on job performance and personal wellbeing. It is important that we recognize its prevalence and know how to take a stand against it when we see it in our workplaces.
Harassment is defined as “any conduct or comment that a reasonable person would consider objectionable or unwelcome” (Peacock et al., 2020, pg. 48). It more often occurs in the workplace to people of a visible minority group, including being a person of colour, a woman or LGBT+. It can be seen as unwelcome remarks, jokes or physical contact, or threats and intimidation. It often leads to discontentment with your job, a lack of motivation and little feeling of belonging within your organization. Workplace harassment can have a serious impact on your mental health even outside the hours of work. You are three times more likely to experience a mental health concern if you are being harassed at work. It can also have impacts on your physical well-being and your hope for the future. Considering its negative outcomes, it is management's job to find instances of workplace harassment and to act accordingly. There are laws that protect you from being harassed at work in every province in the country. We can all be a part of eliminating workplace harassment.
If you are being harassed at work or know someone who is, speak up. Everyone deserves a safe work environment that is free from maltreatment. When we feel safe at work, we have the freedom to flourish in our roles and to grow our careers. Help to be a part of building safer workspaces.
References:
Peacock, M., Stewart, E. & Belcourt M. (2020). Understanding Human Resources Management: A Canadian Perspective. Nelson Education Ltd.
Hango, D. & Moyser, M. (2016). Harassment in Canadian Workplaces. Statistics Canada. https://www150.statcan.gc.ca/n1/pub/75-006-x/2018001/article/54982-eng.htm
