Workplace harassment, whether verbal, physical, or psychological, can create a toxic environment that affects employee well-being and business productivity. This issue has gained increasing attention from regulators and the public alike, particularly following the introduction of Singapore’s Protection from Harassment Act (POHA) and the Tripartite Advisory on Managing Workplace Harassment.
Fortunately, there are plenty of tools and methods available to create a genuinely safe and ethical work environment for all. From establishing clear policies and training to fostering a compassionate and respectful culture, there are several methods for building a robust defence against office harassment and safeguarding your talent pipeline.
What is Considered Workplace Harassment?
Workplace harassment is any unwelcome conduct that creates an intimidating, hostile, or offensive work environment, or that interferes with an individual’s work performance. Crucially, the severity of the conduct is not judged solely by the recipient’s feelings, but from the perspective of a “reasonable person” in the recipient’s position, establishing an essential objective standard.
What’s more, the scope of harassment extends beyond blatant, physical acts to include subtle behaviours that can be verbal, non-verbal, or psychological.
These behaviours can also manifest as workplace bullying, malicious gossip, exclusion, or constant criticism, all of which chip away at an employee’s well-being and psychological safety.
The Cost of Inaction: Why Prevention is Crucial
Failure to prevent or address harassment creates a culture of workplace abuse with severe and lasting consequences for both employees and the organisation. For individuals, prolonged exposure to a toxic work environment can lead to:
- Emotional and Psychological Consequences: Increased mental distress, sleep disturbances, depression, anxiety, and, in severe cases, adjustment disorders or even work-related suicide.
- Physical Consequences: An increase in chronic health complaints, including neck pain, musculoskeletal issues, and cardiovascular symptoms.
- Socioeconomic Consequences: High absenteeism due to sick days, reduced productivity, and potential unemployment as employees are forced to leave.
However, these repercussions do not exist in a vacuum. They directly impact the organisation as a whole. For one, a company may suffer from financial losses due to decreased morale and high employee turnover.
And if employee concerns about workplace harassment are not addressed by leaders, it may lead to legal repercussions and may also cause significant reputational damage. This is why it’s important to take a proactive approach when dealing with workplace abuse.
How Can You Prevent Workplace Harassment?
Given the profound and costly impact of a toxic work environment that perpetuates harassment, it’s clear that organisations must move beyond a reactive stance to a proactive strategy. The best way to prevent harassment is not by waiting for a crisis, but by building a multi-layered system where every employee acts as the first line of defence.
1. Establish Clear Policies and Reporting Mechanisms
Having a clear and comprehensive anti-discrimination and harassment policy in the workplace is essential because awareness is the first step in prevention. After all, many people who cause harm are not aware they have crossed a line, and clear rules draw that line explicitly.
It’s also vital to align this policy with local laws and regulations, which often vary across jurisdictions.
For instance, in Singapore, conduct such as stalking is covered by the Protection from Harassment Act, so policies should explicitly prohibit such behaviours. Similarly, recent amendments to Malaysia’s Penal Code criminalise threatening, abusive, or insulting words that cause emotional distress, not only in a physical setting, but also online.
This policy should be accessible, clearly communicated to every employee, and include:
- Multiple, safe, and confidential channels for reporting incidents.
- Robust confidentiality and non-retaliation provisions to empower employees to speak up without fear of reprisal.
2. Implement Regular, Effective Harassment Compliance Training
Policies are only effective if people are aware of them and understand their provisions, so it’s important that these policies are clearly communicated. In addition, companies should conduct regular training for all employees on the company’s anti-harassment policy. Anti-workplace harassment training should be mandatory for all employees, from new hires to senior leadership.
The training should include:
- A clear definition of harassment and examples of its various forms.
- An exploration of its profound impact on individuals and the organisation.
- The roles and responsibilities of both employees and managers in preventing and reporting incidents of harassment.
- Parties responsible for receiving complaints or reports of harassment, such as people managers or HR professionals, should additionally be trained in trauma-informed response. This equips them with an understanding of the potential impact of trauma on victims of harassment and how to respond with empathy and sensitivity so as to avoid the risk of re-traumatisation.
3. Foster a Culture of Respect and Psychological Safety (RISE)
Ultimately, policies and training serve as the framework, but a strong, positive culture is the driving force behind prevention.
A RISE culture—Respectful, Inclusive, Safe, and Empathetic—can be an effective deterrent to harassment. When a workplace actively promotes mutual understanding and accountability, employees are more likely to speak up or intervene in problematic situations and support their colleagues.
A culture built on respect and psychological safety also allows individuals to address issues early, preventing them from escalating into formal harassment incidents.
4. Conduct Cultural Assessments and Data Analysis
By proactively gathering and analysing data through employee surveys and feedback mechanisms, you can uncover underlying issues and pinpoint vulnerabilities. This approach also enables you to address the root causes of potential workplace harassment, allowing for targeted interventions that foster a more respectful and safe environment.
5. Lead by Example, Provide Support, and Ensure Accountability
The tone for a harassment-free workplace is set from the top. As such, leaders play a critical role in modelling appropriate behaviour and demonstrating an unwavering zero-tolerance stance towards harassment.
A comprehensive prevention strategy must also include reliable support mechanisms for individuals who experience or witness harassment. This includes providing access to confidential counselling services, offering clear guidance on available internal and external resources, and ensuring that their well-being remains a top priority.
When incidents are reported, it’s essential to ensure a swift, fair, and consistent response, regardless of the seniority of the individuals involved. A commitment to accountability reinforces the fact that the organisation takes a serious view against harassment and solidifies employee trust in the organisation’s policies and values.
Take a Proactive Approach Against Workplace Harassment
Preventing harassment shows your commitment to a healthy, productive, and ethical workplace. Additionally, a strong harassment policy and discrimination investigation process, combined with regular compliance training and a culture that prioritises psychological safety, can help you create a resilient and ethical organisation.
If you’re looking for expert guidance on how to prevent harassment in the workplace, turn to Catalyse. Our consultants specialise in strengthening anti-harassment and anti-discrimination policies, as well as providing anti-workplace harassment training that is both legally sound and culturally sensitive.
Contact Catalyse today for a consultation to build a truly safe and respectful work environment for your team.