Workplace Toxicity and Sexual Harassment

Last week, amidst the accusations of sexual harassment by New York’s Governor Cuomo, and his subsequent resignation after a formal investigation, we bore witness to the effects of a toxic work environment.  Workplace toxicity creates a culture in which sexual harassment can, and does, occur. The investigation by the New York State Attorney General’s office concluded that the Executive Chamber’s culture was filled with fear and intimidation, which normalized the governor’s actions and comments, which in turn provided the forum for sexual harassment to not only occur, but also to persist.

Toxic work environments may not always be so evident, but the signs are usually there – sexual harassment, intimidation, racial discrimination, bullying, and high turnover, among other factors.  While a toxic workplace, in and of itself, may not be “illegal,” it usually does promote some illegal behavior behind the scenes. 

Often a toxic environment will allow for unwarranted, inappropriate comments to be made consistently, with no repercussions for the offender.  Without holding the employee or manager accountable, they become emboldened, and the negative behavior continues.  In addition, if men alone hold top-tier positions, women may see this as a “boys club” environment and consider it toxic.  In this type of environment, women are routinely passed over for promotions and hold menial positions, which fosters an environment of sexual harassment.

In these cases, a toxic workplace culture can make it difficult for people to speak up or come forward. They may fear damage to their career, they may think no one will believe them, or they may believe they will be retaliated against (which is illegal). 

What can organizations do to help combat workplace toxicity and harassment in the workplace?  They can start by creating an environment where employees are comfortable speaking up.  They can also implement strategies such as:

1. Providing leadership and holding people accountable – Harassment prevention shouldn’t be just an HR issue; leadership should be invested in making sure harassment isn’t tolerated.

2. Going Beyond Legal Compliance – Don’t just define sexual harassment in a policy. Make sure the policy is clear as to what behaviors are unacceptable and to reiterate that other types of harassment and discrimination are equally unacceptable.

3. Training – Consider new and effective approaches to training.

Ensure the safety of your workforce.  Don’t provide the forum for a toxic work environment, reiterate to your employees that your company does not tolerate workplace harassment, and enable your employees to safely speak up. 

If you would like to learn more about how you can revamp your anti-harassment policies or learn about Renewed HR’s interactive, live training programs, please give us a call today for a free consultation.