Behaviour at work, please be respectful! At the beginning of October, a celebrated Hollywood producer was accused of the serious abuse of women within the working relationship. This was followed by something nobody expected... He did not get away with it, despite his big name and powerful position. A lot more witnesses came forward against him, making it a strong case. The producer was trapped. #MeToo really got things moving, both in the US and Europe, and has continued until today. Unfortunately, the experience of unwanted and unacceptable behaviour at work appears to be very common. Men and women all over the world are speaking out against such behaviour.
“The freedom of one person stops where the freedom of another is threatened.”
Improper behaviour at work
Here too, in this workplace, people may feel embarrassed or humiliated. It can happen at any level of a company, and both between its own staff as well as between employees and contractors, cleaning staff, drivers and other external parties. Violence, aggression or intimidation in the workplace is a violation of the Universal Declaration of Human Rights (UDHR). It is a criminal offence.
Study on the occurrence of improper behaviour
At least 1 in 10 employees experience the burden of improper behaviour. In some sectors, the figure is much higher. In general, bullying, intimidation, sexual harassment and discrimination are mentioned. The consequences are huge. A victim of improper behaviour can feel humiliated and insecure, and become angry and very upset. This affects their behaviour at work, and also at home. A person can become unstable or irritated and, because of this, become a source of stress for those around her/him. Often, that person will not function so well. The risk of absenteeism also increases. Improper behaviour has, not only directly but also indirectly, a tremendously negative influence on the working environment.
When do we speak of improper behaviour?
Improper behaviour occurs when the limit of what is proper is exceeded. The victim’s personal integrity and dignity is affected. The behaviour is intended to be hostile and offensive, insulting or humiliating. This is horrible for the person suffering it, for colleagues who experience it indirectly and even for the person displaying the improper behaviour. It makes the atmosphere uncomfortable and unsafe. What exactly is it about?
Bullying |
Intimidation |
Sexual Harassment |
Discrimination |
|---|---|---|---|
WhatRepeated negative behaviour towards another, who cannot defend her/himself |
Whatinfluencing somebody’s behaviour by scaring the other person |
WhatAny form of improper behaviour with a sexual undertone. This can be verbal or non-verbal and may or may not be accompanied by physical behaviour. |
WhatUnequal treatment on the basis of, for example, nationality, gender, sexual orientation, religion, handicap, age, type of contract |
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Employer’s role
Employers have a duty to protect employees against improper behaviour. A policy is needed according to which explicit action is taken against improper behaviour among colleagues and against any culture of undesirable conduct. An employer may not tolerate such behaviour. This means that you have to be taken seriously if you report improper behaviour.
Employee’s role
Informal contact at work is fine for everybody’s well-being. A joke now and again is all part of this, it keeps things going! However, what is fun or not is personal and depends on the situation. In cases of doubt, assess whether your behaviour is amusing for the other person or, perhaps, not at all. Do you feel that the other person should be able to take it? Or do you realise it if you have - unintentionally - missed the mark? It is better to be extra careful than to cause harm to someone else. A sincere “sorry” can make a big difference. If you are a victim of improper behaviour yourself, do not be afraid to mention what you find uncomfortable. The other person may not mean it, and honest feedback could then help.
“Do not do unto others what you would not have them do unto you”
How and where to report improper behaviour:
It is better to report this first to the person in question. If that doesn’t solve anything, you can contact your manager or a confidential advisor in the company.
Want to know more?
Would you like to learn more about setting limits or communication in case of frustration? About giving feedback or standing up for yourself in a healthy way? Then call the EAP line. Our counsellors will be delighted to help you on your way!
Employee Assistance Programme (EAP)
Feel free to ask us your questions. Go to the helpdesk page and discover how you can contact us.