When it comes to workplace harassment, there are numerous myths that prevail. Employee harassment is a very serious issue in many companies, and it can be extremely damaging to the health of employee relations.

Therefore, part of your workforce planning and business planning depends on eradicating workplace harassment as much as possible. In order to achieve this, you need to have a solid understanding of what is and is not true when it comes to this very serious type of behaviour in the working world.

With that in mind, let’s look at some common myths that prevail regarding workplace harassment:

Myth #1: Harassment Is Strictly A Sexual Thing

Reality:

Harassment can come in many different forms, with sexual harassment being only one of them. Other forms of harassment can include bullying, threats, physical assault, spreading of rumours, or any other kind of unfair treatment or discrimination. Harassment simply refers to any kind of unfair and harmful treatment of an employee.

Myth #2: Only Harassment That Takes Place At The Workplace During Work Hours Can Be Considered Workplace Harassment

Reality:

In a 2015 case, Campbell Scientific Africa v. Simmers, the precedent was set by the judge, who said that an employee accused of harassment outside of working hours and off the company premises was still accountable and therefore subject to discipline by the employer. The reasoning for this was that the harassment that occurred took place within the context of a work-related event. While this was merely a social event, it did affect the working relationship.

Although this was a sexual harassment case, the ruling sets a precedent that allows for future similar convictions to take place.

Myth #3: Harassment Is Defined By Its Ongoing And Repetitive Nature

Reality:

While harassment typically does follow a pattern of ongoing and repetitive behaviour, it only takes one incident of improper behaviour to constitute grounds for an official harassment complaint. Should an employee file a harassment complaint based on one incident, this needs to be taken as seriously as any other case where harassment might have been ongoing. The principle at play here is not how many times the crime was committed, but rather that it was committed at all.

Myth #4: Junior Personnel Cannot Harass Senior Personnel

Reality:

A person’s seniority has no material bearing on whether harassment has occurred or not. What is more important is the nature of the work relationship and the context insofar as it relates to the work amidst which the harassment took place.

It is important to consider whether the harassment incident or incidents had any kind of material impact on the working relationship between the parties affected.

Myth #5: Only Colleagues Can Be Accused

Reality:

Anyone can commit harassment, and therefore it is important to address any incident of harassment, even if it originates from outside of the company. Victims and perpetrators are not always employees and sometimes originate from contractors, clients, suppliers, and in some cases, even job applicants or visitors. Harassment need not always occur within the company grounds or by employees for you to take action against it.

Employee harassment is a very serious issue. To ensure good employee relations, you need to incorporate harassment training into your workforce planning.