13 Types of Workplace Harassment and How to Prevent Them: A Guide for HR and Investigators

Workplace harassment is a pervasive issue affecting both employees and organisations. It manifests in many forms, from verbal abuse to physical intimidation, and has lasting impacts on mental and physical well-being. Beyond the personal toll, harassment can lead to decreased productivity, high turnover, legal liabilities, and damage to an organisation’s reputation.

Addressing harassment swiftly and effectively is crucial. Unchecked harassment escalates, damages morale, and fosters a toxic work culture. HR professionals and corporate investigators play a key role in handling complaints and ensuring a safe, inclusive environment. By setting clear policies, offering training, and leveraging technology, they can foster a workplace where respect and accountability are prioritised.

1. Sexual Harassment

Sexual harassment involves any unwelcome behaviour of a sexual nature that creates a hostile or intimidating work environment. Examples include:

• Unwanted physical contact, such as touching or grabbing
• Inappropriate jokes or comments of a sexual nature
• Suggestive gestures or vulgar looks
• Intrusive questions about someone’s personal life
• Displaying sexually explicit material
• Pressuring someone for dates or favours for career advancement

To prevent sexual harassment, organisations must establish clear anti-harassment policies, accessible reporting channels, and zero-tolerance training programs.

2. Racial Harassment

Racial harassment involves offensive behaviour based on an individual’s race or ethnicity. This type of harassment includes discriminatory jokes, racial slurs, exclusion, or biased assumptions about an employee's abilities.

• Racial slurs or offensive nicknames
• Stereotyping based on race or ethnicity
• Excluding someone from team activities due to race
• Assuming skills based on racial background

Prevention includes diversity training, anti-racism policies, and fostering inclusion by promoting equality and respect for all employees.

3. Gender Harassment

Gender harassment occurs when employees face discrimination or stereotyping due to gender, often resulting in unfair treatment and hostile work environments.

• Assuming a female employee is less competent
• Dismissing ideas based on gender
• Inappropriate comments about appearance
• Assigning tasks based on gender stereotypes

Promoting gender equality and ensuring that policies support all employees equally can prevent gender harassment.

4. Age Discrimination

Age-based harassment involves treating employees unfairly or ridiculing them due to age, often assuming capabilities based solely on age.

• Derogatory comments like "too old for this job" or "too young to understand"
• Assuming older employees lack tech skills
• Overlooking promotions for older workers
• Stereotyping younger employees as inexperienced

Preventing age discrimination includes anti-ageism policies, age diversity training, and an inclusive culture valuing all contributions.

5. Disability Harassment

Disability harassment includes mistreating individuals due to physical or mental disabilities, often through exclusion or mocking.

• Mocking a person’s disability
• Excluding from meetings or activities due to disability
• Making assumptions about capabilities
• Using derogatory language related to disability

Accessible work environments, sensitivity training, and reasonable accommodations are essential to prevent disability harassment.

6. Religious Harassment

Religious harassment stems from intolerance or exclusion based on beliefs, creating a hostile and exclusive environment.

• Derogatory comments on religious attire
• Mocking dietary restrictions
• Pressuring someone to conform to different practices
• Excluding from activities based on religion

Clear non-discrimination policies and education on religious tolerance are critical in promoting respect and understanding.

7. Sexual Orientation Harassment

Sexual orientation harassment targets individuals based on actual or perceived sexual orientation, leading to a hostile environment.

• Offensive jokes about sexual orientation
• Exclusion from work events
• Derogatory slurs or labels
• Spreading rumours about orientation

Implementing LGBTQ+ inclusivity programs, enforcing anti-discrimination policies, and fostering a supportive culture prevent harassment.

8. Retaliation Harassment

Retaliation harassment punishes employees for reporting misconduct, discouraging others from speaking up.

• Demoting after reporting harassment
• Excluding from projects post-complaint
• Unfair performance reviews following grievances
• Negative rumours about those who report

Protecting whistleblowers, anonymous reporting, and transparent anti-retaliation policies are essential.

9. Bullying

Workplace bullying involves hostile, persistent behaviour meant to undermine, often targeting a specific individual.

• Criticising work non-constructively
• Excluding from team discussions
• Undermining or spreading false information
• Setting unrealistic deadlines

Clear anti-bullying policies, open communication channels, and serious complaint handling prevent bullying.

10. Psychological Harassment (Mobbing)

Psychological harassment or mobbing isolates or undermines an employee, often through collective bullying.

• Social exclusion from meetings
• Criticising ideas publicly
• Spreading damaging rumours
• Assigning unmanageable workloads to cause failure

Mental health awareness, supportive environments, and training on mobbing recognition build a respectful culture.

11. Harassment Based on Appearance

Appearance-based harassment targets physical characteristics, body shaming, or inappropriate dress code enforcement.

• Derogatory comments on weight or height
• Criticising clothing or style
• Biased dress code enforcement
• Mocking physical features like hairstyle

Training on respectful communication and consistent dress code enforcement fosters inclusivity.

12. Parental Status Harassment

Parental status harassment targets employees with parenting responsibilities, often assuming they are less committed.

• Criticising for taking parental leave
• Assuming new parents are less productive
• Excluding parents from projects needing travel
• Mocking requests for flexibility

Family-friendly policies and respect for balancing responsibilities are key.

13. Verbal Harassment

Verbal harassment uses offensive language or threats to demean or intimidate, impacting morale and productivity.

• Derogatory language or slurs
• Insults or belittling remarks
• Aggressive statements
• Public criticism without justification

Zero-tolerance policies and communication training are essential to maintain a supportive environment.

Conclusion

Addressing workplace harassment requires a clear understanding of its many forms, from sexual and racial harassment to bullying and verbal abuse. Swift intervention, consistent policies, and proactive action are vital to creating a safe, inclusive workplace.

Building an Anti-Harassment Strategy:

• Establish zero-tolerance harassment policies
• Provide regular training on harassment prevention
• Set up anonymous reporting channels
• Consistently enforce policies

With a comprehensive approach, HR and investigators can foster a respectful and supportive workplace, ultimately benefiting both employees and the organisation.