The Effects of Workplace Gender-Based Harassment and What We Can Do About It

Every person deserves the right to feel safe in all aspects of their life, whether at home or in their careers. However, for the past few decades, reports of gender-based violence in the workplace have been growing at an alarming rate. Gender-based harassment or violence (GBV) refers to any harmful actions committed against a person based on their gender identity and expression. These acts range from verbal, physical, and sexual abuse to microaggressions, and more recently, cyber bullying in digital spaces. In a workplace setting, the perpetrators may be the employee’s co-worker or a client, but in most of these instances, the abuse comes from a person in a position of authority, such as their manager or employer. According to Statistics Canada, about 1 in 2 women and 3 in 10 men have reported experiencing workplace harassment. A disproportionate amount of the harassment is targeted towards LGBTQ+ individuals, Indigenous women, women of colour, and women with disabilities. As these cases continue to happen, raising awareness of GBV in the workplace is crucial and we must be proactive in recognizing its effects.

Trauma inflicted from GBV in the workplace results in mental distress such as anxiety, depression, and PTSD, and its negative impacts bleed into the individual’s professional performance. People subjected to workplace harassment report decreased motivation and productivity, impairing their ability to carry out their duties. This leads to strained co-worker relations and the person must grapple with a growing concern for their own job-security. Women have historically been overlooked in regards to job promotions and pay raises in favour of their male counterparts This results in a cycle of low morale and burnout, making career advancements twice as difficult. The negative implications of GBV impact employers as well. Absenteeism and loss of worker productivity results in indirect and direct costs to the business. According to researchers, Canadian employers lose approximately $18.4 million a year due to sexual violence in the workplace. A disregard for one person’s experience with GBV can escalate to a hostile workplace environment that stunts productivity and lowers overall morale. Recognizing the effects of GBV in the workplace is the first step in deterring these acts. As more awareness is brought to this issue, we can take the necessary steps to mitigate the consequences and prevent future occurrences. 

For people experiencing GBV in the workplace, telling somebody about their circumstances is an important—but also difficult—step to take in resolving the problem. It may be hard for them to open up to their coworkers or manager as they are concerned about confidentiality within their work space. Informing a trusted person outside of work can help survivors obtain emotional support and work towards making a formal report. If a person chooses to disclose their GBV experience to you, it is crucial to actively listen to what they are saying and show them you believe them. Support them in their next steps by finding resources or researching the proper procedures to file a formal report. From an employer standpoint, there must be clear policies and procedures put in place to respond to workplace GBV. Effectively communicating reporting procedures and the consequences of harassment ensures that employees are on the same page. Training programs should be implemented to help employees recognize and understand the implications of GBV, as well as how to intervene as a bystander. Routinely addressing the topic and reinforcing these policies helps foster a respectful work environment that discourages discriminatory behaviour and helps survivors feel more comfortable in disclosing their situations. By being proactive and working with others, we can ensure everybody has the safe work environment they are entitled to.