Hostile Work Environment: How to Identify, Report & Deal With It

Guest Contributor -

In today's fast-paced and competitive work environment, having a positive and safe workplace is important. Unfortunately, it can be quite the opposite for some workplaces, negatively impacting employees' well-being.

A hostile work environment is a serious issue that affects many employees and can lead to physical and emotional harm. Read on to learn everything about hostile work environments, including what it is, how to identify them, and what to do if you find yourself in one.

What is a hostile work environment?

Hostile work environment is a workplace where employees are subjected to unwelcome and offensive conduct. These can include discrimination, harassment, or bullying, creating an intimidating, hostile, or abusive work environment.

This conduct can be based on various factors, including race, gender, age, religion, disability, or sexual orientation, and it can interfere with an employee's ability to perform their job duties.

Such a work environment can significantly impact the mental as well as physical health of employees, resulting in numerous consequences.

Types of hostile behaviour

A hostile work environment can occur through various forms of hostile behaviour, such as:

1. Verbal aggression

Verbal aggression can include shouting, belittling, name-calling or insulting comments towards an employee. This can create a hostile and intimidating work environment.

2. Physical aggression

Physical aggression, such as hitting, pushing, or threatening physical harm, is another type of hostile behaviour that can create a hostile work environment and may even result in physical injury.

3. Vandalism

While less commonly associated with a hostile work environment, Vandalism can still be a form of hostile behaviour if directed towards an employee or their personal property.

Vandalism may include acts such as defacing an employee's workspace, damaging their personal property, or even stalking them outside of work.

Impact of hostile work environment on employees

The impact of a hostile work environment can be many- it can pose various problems leading to employee dissatisfaction, lack of engagement and productivity. Let's dive in to know the major impact of such an environment:

1. Decreased productivity

One of the major impacts of a hostile work environment is that it can lead to decreased productivity. Such an environment often leads to excessive stress and fatigue and can also spiral down to depression, anxiety, or burnout.

Employees can feel demotivated and may find it difficult to complete their tasks or perform to their full potential.

2. Mental health complications

Constant stress, bullying, or harassment can harm an employee's mental and emotional well-being. Such a harmful work environment can impact an employee in the long run. It can create a lack of trust and motivation, causing them to withdraw from their colleagues and work duties.

3. Uncomfortable working environment

It is difficult for employees to execute their tasks when the work environment is uncomfortable. Such an environment can result from verbal or physical aggression, impacting the employee's health.

An organisation can face a high employee turnover rate and damage to the company's reputation and productivity if the situation persists.

There can be serious legal repercussions when it comes to a hostile work environment. Employers must be aware of such situations and implement relevant measures to avoid such a harmful environment. The legal implications can mainly be classified into two factors:

1. Protected class

Under protected class, a hostile work environment is created when there is discrimination regarding race, gender, age, religion or disability. The reason behind such discrimination can take the form of harassment such as verbal, physical or even sexual harassment.

The Constitution of India prohibits discrimination based on race, religion, caste, sex, or place of birth. The Equal Remuneration Act of 1976 prohibits discrimination in pay based on gender.

Employees can also file a complaint with the labour or civil court, seeking legal remedies for discrimination and harassment based on their protected class. The court can award compensation, reinstatement, and other remedies to the victim if they find the employer guilty of discrimination or harassment.

2. Severe harassment

Harassment is termed severe when it crosses the boundaries of appropriate workplace behaviour. This can create a hostile work environment if the harassment continues or is repeated. Pervasive sexual harassment can also lead to tremendous mental stress, forcing the victim to leave their job or even give up their careers.

Employees who experience such situations can file a complaint with the Internal Complaints Committee (ICC) established by the employer under the Sexual Harassment of Women at Workplace Act (Prevention, Prohibition, and Redressal), 2013.

This law protects against sexual harassment in the workplace, including harassment based on gender identity, sexual orientation, or disability.

How to identify & report a hostile work environment?

Identifying and reporting a hostile work environment is crucial to maintaining a safe and supportive workplace. Here are some measures you can take to identify and report such an environment:

1. Identify toxic work environment

A toxic work environment can be identified by keeping track of signs and certain patterns in behaviour. Having no boundaries around work or treating people with contempt can be major indicators of a hostile environment.

If you are questioning your own feelings, perception or sanity, then it's probably because you are being gaslighted. Gaslighting can be significantly harmful to inclusion and equity in a workplace. You can also identify a toxic environment by assessing the lack of respect or support, frequent conflicts, and the presence of harassment, discrimination, or bullying.

2. Note details about harassment

If you witness or experience harassment, it is important to document the details. Writing down the situation- what happened, who was involved, and when and where it occurred- can be significantly helpful. This information can aid you in reporting the incident to the HR or management of an organisation.

3. Report behaviour to management or the concerned person

If you face a hostile work environment, speaking up rather than being quiet about the situation is important. In fact, taking immediate action by reporting the behaviour to the management or respective concerned person like the HR can lead to effective results.

Proper reporting of the situation can help initiate an investigation into the situation, or your employer can take appropriate actions to address the issue.

4. Follow up & speak up regarding the issue

After reporting the issue, following up with HR or management is important to ensure that appropriate measures are taken. You can email the respective party by outlining the issues. An email also serves as proof of the actions being taken by your organisation. If the situation is unresolved, you should consider speaking to higher management or seeking legal advice.

Employer responsibility regarding hostile work environment

As an employer, you should ensure a safe working environment for an employee. The key aspects you need to abide by or establish to do this are:

1. Create a friendly environment in workspaces

It is the responsibility of employers to maintain a workplace free of hostility. To do so, driving to create a friendly environment in a workplace is necessary. This can be done by promoting positive behaviours, respecting everyone, practising active listening, fostering healthy employee relationships and encouraging open communication.

2. Host team-building activities

Team building is an important part of an organisation and can help elevate teamwork, mitigate conflict and build communication and collaboration. Hosting team-building challenges like exercise, escape rooms, ice-breaker games, and trivia, bonding between employees can significantly increase, eliminating the chances of a hostile work environment.

3. Be a good listener & solve every employee’s problem

One of the signs of a good employer is that they are a good listener. Especially in the case of a hostile work environment, it is critical to actively listen to employees and take appropriate measures to solve the issue. An employer can set up a talk-to-listen ratio to improve their listening skills.

They can also implement creative ideas recommended by employees and reduce the chances of any form of conflict between employees

4. Take adequate action against wrong behaviours

To deal with a hostile work environment or disruptive behaviours, implementing proper actions are necessary for the employer. This can be done through proper investigation followed by taking corrective or disciplinary actions or even legal action against the wrong-doer.

Most importantly, by taking action against wrong behaviour, adequate awareness can be spread so that any wrongful actions or behaviours will not be repeated.

How to prevent a hostile work environment?

It is important to take strict actions to prevent a harmful work environment. As an employer, you can maintain a safe workplace and eliminate any scope of toxicity. Some of the measures that can be implemented to achieve this are:

1. Strong anti-harassment policies

Anti-harassment policies within an organisation can help build an environment free from all forms of harassment. These policies should be clear and include what constitutes harassment, how to report it and the consequences for violating the policy.

All employees must strictly adhere to the policy and always treat their colleagues with dignity. By implementing this step, organisations can take a step forward in maintaining a safe workplace for all employees.

2. Set up an anti-grievance cell

An anti-grievance cell where employees can safely report any harassment or discrimination can be a game changer. This cell should consist of impartial members so that when an employee reports a toxic work environment where misconduct or harassment has taken place, proper actions can be taken.

Most importantly, this cell should be easily accessible to employees, and it should take complaints seriously, leading to a safe work environment.

3. Conduct training programs

Training programs are essential for any organisation to grow and develop. Such programs play a vital role in educating employees about workplace harassment, its impact and how it can be prevented.

As an employer, you need to ensure that these programs are mandatory and guide employees on reporting incidents of harassment or discrimination.

4. Proactive HRs & management

HR and management should be proactive in preventing a hostile work environment. By creating an open-door policy, employees can raise concerns without fearing retaliation. Such a policy can prove to be significantly supportive of employees where they can stand up for themselves.

Furthermore, a firm process should be established to investigate the complaints, followed by the necessary actions to punish wrongdoings.

5. Create people-first culture

One of the key criteria to avoid a harmful work environment is to focus on creating a culture that prioritises the well-being and safety of employees. As an employer, you need to invest in creating a people-first culture; you can do so by promoting values such as respect, empathy, and inclusivity, as well as recognising and rewarding positive behaviours.

Maintaining proper transparency and communication is vital for creating a healthy work culture.

Conclusion

A hostile work environment can harm employees' mental and physical well-being, leading to decreased productivity and high employee turnover rates. Employees need to identify harmful work environments and take certain measures to protect themselves, as highlighted in this article.

An employer should also implement adequate steps to prevent a negative work environment through regular review and evaluation. Therefore, a safe working environment can be maintained within an organisation by following a code of conduct.