Hostile Work Environment Definition
A hostile work environment is where employees feel uncomfortable, frightened or fearful due to a behavior. This can include bullying, discrimination, exploitation, violence and other forms of hostility. It is characterized by fear, apprehension and official complaints about bullying or discrimination.
Let’s explore:
Signs of a Hostile Work Environment
A hostile work environment has specific characteristics such as people experiencing symptoms of burnout, frequent arguments among employees, and workers complaining about being underpaid or undervalued.
Moreover, there are signs that clearly indicate work dissatisfaction such as absenteeism, lack of resources job fatigue caused by layoffs and so on.
On the other hand, at the workplace you are more likely to witness fearfulness and official complaints to HR regarding bullying or discrimination.
What Behaviors are considered Norms for a Hostile Work Environment?
Here are some potential examples of a hostile work environment:
Racial Harassment
These are two things that typically create a hostile atmosphere for employees, ignorance and disrespect.
You cannot have individuals making comments about gender or sexual orientation or uttering slurs or belittling someone based on their gender or race while claiming to have a healthy work environment.
If you have come across any complaints or experienced unpleasant incidents yourself, it is highly probable that you will witness a rise in hostility within the workplace.
Prejudice in any form
A hiring manager consistently rejects candidates who’re older, than let’s say, 35 years old. Individuals who identify as female or were born outside the country. These are signs of Prejudice at workplace.
It suggests that they may have a perspective against these groups, which could result in them treating individuals belonging to those groups within your organization.
Not only does bias contribute to the work environment, but discrimination based on protected characteristics is also illegal in many countries.
Consistent aggression
Imagine if you frequently hear the Vice President of Sales yelling at their colleague or witness them physically pushing their business development leaders.
This could indicate that their teams are experiencing a hostile working environment where they are mistreated or fearful.
Even though this behavior may not be illegal it is still concerning.
Mocking or exploitation
Some people engage in joking or teasing each other.. Thats normal among work friends.
However, if you witness a prank that leaves the person embarrassed and frustrated or if someone creates a Facebook group to mock a coworker it indicates a hostile work environment.
Targeting individuals for humiliation is increasingly unacceptable especially considering the growing concern, over cyberbullying.
There are concerns and risks associated with actions; If employees are consistently lodging complaints and managers discuss restraining or penalizing them it indicates that something is definitely amiss.
Even if you come across grievances pay attention when the conversation shifts to experiences, in the workplace.
That feeling you experience
Your gut can often provide insights into whether you’re in a good or a bad work environment.
If you or your colleagues frequently feel hopeless, anxious or threatened it’s an indication of a hostile workplace.
Be vigilant about individuals who harm or defame others, display rudeness or hostility and belittle others’ ideas or personalities.
They might be fostering an atmosphere now.
These are signs whether you’re observing from a perspective or working closely with the individuals at fault. As a manager it’s even easier to identify behavior in your team since you (should) interact with them regularly.
How to Address a Hostile Work Environment
There’s no one size fits all solution; each company addresses a workplace based on the circumstances.
Dealing with a hostile work environment created by one person has a solution. Terminate that individual or at least reprimand them to prevent recurrence.
However there are still concerns; what if that person holds the position of President or is a manager, beyond your authority?
Just picture a situation where they’re the performer and the company really rely on them. Envision a scenario where there are challenges that would surely arise if their job wasn’t so demanding as to justify termination.
In this situation it would be best to address the individual for creating an unfriendly atmosphere. If they show no willingness to change it may be necessary to approach their supervisor and address the issue.
If you happen to be the person’s manager, you have the authority to persuade them into truly listening and making improvements.
However, if the person promoting hostility is the CEO that can be a situation to handle.
Nevertheless, you can still communicate with them. Make a case for improving the work environment by appealing to their well-being as a leader.
Final Thoughts
Try providing them with data on performance and productivity while discussing complaints. It would also be helpful to talk about turnover rates and associated costs.
There are times when managers and HR need to have the courage to terminate employees who pose ethical risks with their behavior. Even if they are highly talented in their field.
Furthermore, there may also be instances where Presidents who are, at fault may be compelled to resign under pressure.
FAQs
Is hostile work environment a form of discrimination?
Answer: An unpleasant work environment can be considered as a form of harassment. To categorize a workplace as hostile it must involve targeted mistreatment, against individuals belonging to a protected group.
What are the signs of a hostile work environment?
Answer: Comments or jokes that target someone’s protected characteristics, like race, gender, sexual orientation, religion or nationality. Sharing images or pictures. Engaging in threatening or intimidating behavior. Physical. Unwanted physical contact.
How should one handle a hostile work environment?
Answer: Address the behavior directly
Someone should inform them that their behavior is inappropriate and request them to stop. If you feel comfortable you can talk to the person about harassment. Bullying yourself. If not, you can seek assistance, from a supervisor, manager or trusted colleague to address the issue.