16 Workplace Harassment Examples and How to Address Them

1. Verbal Harassment

Verbal harassment includes insults, offensive jokes, or derogatory remarks that target an individual’s gender, race, religion, age, or other personal characteristics. This type of harassment might involve rude comments, name-calling, or the use of stereotypes that undermine someone’s identity or self-esteem. Verbal harassment is especially damaging because it can be subtle yet persistent, making the work environment uncomfortable and causing lasting emotional harm to the target.

2. Physical Harassment

Physical harassment involves unwanted physical contact or intimidation tactics that create an unsafe or threatening atmosphere. This can include actions like touching, blocking someone’s path, invading personal space, or even aggressive gestures. Physical harassment is a clear violation of boundaries and can make employees feel unsafe at work. Even without direct contact, physical intimidation—such as standing too close or intentionally obstructing someone—can disrupt an individual’s sense of security and lead to significant stress.

3. Psychological Harassment

Psychological harassment, also known as emotional or mental harassment, includes manipulation, gaslighting, or isolating a person to control or undermine them. This can be subtle, such as giving someone the silent treatment, excluding them from meetings, or dismissing their contributions, all of which make the person feel undervalued and alienated. Over time, psychological harassment can take a severe toll on mental health, confidence, and motivation, impacting both personal and professional lives.

4. Digital Harassment

In today’s digital age, harassment can easily extend into online spaces through emails, messages, and social media. Digital harassment may involve sending inappropriate or threatening messages, sharing unwanted content, or excluding someone from group communications.

This type of harassment can be particularly invasive, as employees may receive harmful content outside of work hours, blurring the boundary between personal and professional life. Digital harassment not only disrupts productivity but also creates a constant sense of anxiety for the victim.

5. Sexual Harassment

Sexual harassment involves unwelcome sexual advances, innuendos, or inappropriate gestures that create discomfort and invade personal boundaries. This type of harassment can take many forms, from explicit comments to subtle suggestions, physical advances, or inappropriate touching. Sexual harassment is damaging as it makes the target feel vulnerable and can lead to feelings of humiliation, fear, and distrust.

By fostering a culture where everyone’s boundaries are respected, workplaces can prevent the harmful effects of sexual harassment and create a safer, more inclusive environment.

Specific Examples of Workplace Harassment

1. Discriminatory Comments

When a supervisor or colleague repeatedly makes derogatory remarks about an employee’s nationality, accent, or ethnicity, it creates a deeply uncomfortable work environment. For instance, an employee might face comments about their accent being “hard to understand” or be told their cultural practices are “odd.”

Such statements contribute to a toxic atmosphere where the individual feels unwelcome and judged based on personal attributes rather than professional skills. These comments can lead to isolation, as the targeted employee might withdraw from team activities or feel hesitant to contribute fully, fearing further ridicule or discrimination from colleagues or supervisors.

2. Unwanted Physical Contact

Physical harassment involves any unwanted touch or invasion of personal space. For example, an employee might repeatedly touch a colleague’s shoulder, attempt hugs, or invade personal space despite being told it’s unwelcome. This behavior disregards the boundaries and comfort of the individual, leading to feelings of insecurity and discomfort in the workplace.

Unwanted physical contact can be subtle yet unsettling, with victims often feeling uncomfortable reporting it out of fear of not being taken seriously. This type of harassment erodes trust and respect in the work environment, affecting the targeted employee’s ability to feel safe and focus.

3. Overly Critical Feedback with Malicious Intent

Constructive criticism is normal in a workplace, but when feedback becomes excessive and targeted, it crosses into harassment. A manager may focus on one employee, criticizing minor issues while ignoring the successes. This might include frequent negative comments about performance, harshly worded emails, or singling out the employee during team meetings. Such behavior is aimed more at undermining the individual’s confidence than helping them improve.

Over time, this type of feedback can significantly affect morale and productivity, as the employee might start doubting their abilities and feel singled out unfairly, leading to heightened stress and job dissatisfaction.

4. Gossip and Spreading Rumors

Workplace rumors can be damaging, especially when they involve an employee’s personal life or unfounded accusations about their work performance. For instance, colleagues may start spreading baseless claims that an employee is facing disciplinary action or has a negative relationship with management. These rumors can harm the employee’s reputation, making others view them through a biased lens.

Gossip often leads to a hostile environment where employees feel judged or undermined, damaging team dynamics. The targeted individual may feel alienated, resulting in decreased morale and productivity due to the anxiety and frustration caused by these damaging rumors.

5. Intimidating Emails or Messages

Digital harassment, like sending intimidating or aggressive messages, creates a hostile environment even outside the physical workplace. A colleague or manager might send threatening emails demanding impossible deadlines or criticizing work in a harsh tone. These messages can include insults, threats, or unnecessarily forceful language that makes the recipient feel on edge.

Such communications disrupt the targeted employee’s peace of mind and may cause anxiety or stress even after work hours. Digital harassment can lead to a constant sense of dread, especially if the employee feels unable to address the tone of these messages directly.

6. Isolating an Employee

Isolation as a form of harassment often involves excluding a coworker from team activities, meetings, or social gatherings. This can manifest as “forgetting” to invite the employee to important meetings, removing them from group discussions, or avoiding them during team lunches.

Such actions send a clear message of exclusion, making the individual feel unwelcome and undervalued. Isolation not only affects the employee’s morale but also impacts their professional development, as they miss out on essential information and networking opportunities. Over time, this targeted exclusion can lead to a sense of hopelessness, making the employee feel like an outsider.

7. Sexual Advances or Comments

Sexual harassment includes any form of unwelcome sexual attention, whether verbal or physical. For example, a manager might make inappropriate comments about an employee’s appearance, repeatedly ask them on dates despite refusals, or make flirtatious gestures that create discomfort. Such behavior crosses personal boundaries and places the targeted employee in an uncomfortable position.

Sexual advances disrupt the professionalism of the work environment, leading to anxiety and mistrust. The individual may feel pressured to tolerate these behaviors for fear of retaliation, creating a toxic atmosphere where they are unable to perform confidently and feel safe in their workplace.

8. Mocking Disabilities

Mocking someone’s disability or physical limitation is a particularly harmful form of harassment. For instance, colleagues may make jokes about an employee’s hearing aid or the need for certain accommodations. Such remarks are not only insensitive but also damaging to the person’s confidence and well-being. This kind of harassment reinforces harmful stereotypes, making the targeted individual feel marginalized and unsupported.

Beyond the emotional harm, it may discourage the employee from asking for necessary accommodations, impacting their work performance and health. Mocking disabilities highlights a lack of respect for diversity, diminishing the sense of inclusion within the workplace.

9. Assigning Menial Tasks as a Form of Punishment

A manager may assign tedious or repetitive tasks to an employee as a form of punishment or control. For instance, rather than delegating relevant tasks aligned with the person’s role, they may be assigned constant paperwork or low-skill jobs unrelated to their position. This practice is meant to demean and demoralize the employee, showing that they’re undervalued.

Over time, such assignments can erode the person’s job satisfaction, reducing their engagement and motivation. Assigning menial tasks as a punishment ultimately discourages growth and limits opportunities, harming both the individual’s career development and the team’s potential for productivity.

10. Publicly Criticizing or Humiliating an Employee

Public criticism can be particularly humiliating, as it singles out an individual in front of colleagues, damaging their professional image. In meetings or team gatherings, a manager might harshly criticize a person’s performance or mock their ideas, making them the target of ridicule. This kind of public shaming is not only disrespectful but also undermines the employee’s confidence and credibility with their peers.

The humiliation can lead to anxiety and hesitancy to contribute in the future, as the employee may fear further public embarrassment, ultimately lowering their productivity and affecting overall team morale.

11. “Joking” About Personal Characteristics

Disguising harassment as humor, a coworker may make sarcastic comments about another’s gender, age, or religion, dismissing the comments as “just a joke.” Such statements, while sometimes subtle, can accumulate and create an atmosphere of discomfort and discrimination. These “jokes” often reveal biases and perpetuate stereotypes that belittle the targeted individual.

As the person becomes more aware of the negative focus on their identity, they may feel self-conscious or undervalued. Even if intended as humor, these remarks can lead to a hostile work environment, where employees feel judged or marginalized based on their personal characteristics.

12. Excessive Monitoring or Micromanaging

Excessive monitoring, or micromanaging, places undue pressure on a specific employee, affecting their confidence and autonomy. For example, a supervisor may consistently check in on the employee’s tasks, scrutinize their every decision, or demand frequent status updates on minor projects. This behavior can make the individual feel they’re not trusted or respected, creating a sense of suffocation.

Micromanagement disrupts productivity and creativity, as the employee becomes more focused on meeting constant demands than on completing tasks effectively. Over time, micromanagement can damage the person’s motivation, leading to job dissatisfaction and, ultimately, high turnover.

13. Pressuring for After-Hours Socializing

When a manager or team member pressures an employee to join after-hours social events and reacts negatively when they decline, it creates an uncomfortable dynamic. This pressure can come in the form of persistent invitations, comments about the employee’s absence, or making them feel they’re missing out on career opportunities.

Employees should have the right to choose whether they participate in social events without fearing negative consequences. This form of harassment can create a divide between the targeted individual and their team, fostering resentment and making the person feel penalized for maintaining work-life boundaries.

14. Withholding Key Information

Deliberately withholding critical information from an employee is another form of subtle harassment. For instance, a team might fail to inform a coworker about a meeting or deadline, causing them to appear unprepared or uninformed. This tactic is often used to undermine the individual’s performance or make them seem incompetent.

Such actions can create anxiety and frustration as the employee struggles to catch up or understand why they’re being left out. Withholding information affects the person’s ability to contribute effectively, jeopardizing their career development and productivity while creating a sense of alienation within the team.

15. Making Derogatory Comments on Appearance

Comments targeting an employee’s physical appearance, such as their clothing, weight, or hairstyle, can be particularly harmful. For example, a coworker or supervisor might make offhand remarks about someone’s clothing choices, labeling them as “unprofessional” without constructive feedback.

Such comments can make the individual feel self-conscious or humiliated, affecting their confidence. Focusing on personal appearance instead of work performance crosses professional boundaries and can lead to an uncomfortable work environment. Appearance-related comments are invasive and often unnecessary, shifting focus from the person’s skills and accomplishments to superficial traits.

16. Dismissing Contributions or Ideas

When an employee’s ideas are consistently ignored or dismissed in meetings, it can be a form of psychological harassment. For example, a team leader might overlook the individual’s suggestions, only to later credit similar ideas presented by others. This exclusion can make the person feel undervalued and discouraged from participating.

By consistently disregarding an employee’s contributions, the team implicitly sends a message that their input is unimportant. This type of treatment erodes the person’s morale and motivation, ultimately harming innovation and collaboration within the team by suppressing diverse perspectives.

How to Address Workplace Harassment

– Reporting to HR or Management

If you’re experiencing harassment, reporting it to HR or a supervisor is an essential first step. Document the incidents thoroughly, including dates, times, and specific details about what occurred. Having a clear record of events can help substantiate your claim and strengthen your case. When reporting, be prepared to explain how the harassment impacts your ability to work effectively.

Many companies have policies that protect employees from retaliation, so feel encouraged to speak up without fear. HR professionals are trained to handle such complaints confidentially and can investigate, mediate, or provide resources to address the situation.

– Setting Boundaries and Speaking Up

When harassment isn’t extreme but still uncomfortable, setting boundaries can sometimes help. Politely but firmly letting the person know their behavior is inappropriate may stop the harassment. For instance, you might say, “I’m not comfortable with that comment” or “Please refrain from touching me.”

Setting boundaries sends a clear message about your comfort levels and can deter further incidents. If the behavior continues, it’s a good idea to escalate the matter to HR. Speaking up can be challenging, but it reinforces your right to a safe and respectful workplace and makes others aware of your boundaries.

– Seeking Support from Colleagues or Mentors

If you’re hesitant to report the harassment directly, consider confiding in trusted colleagues or mentors who can provide guidance. Sometimes, others have experienced similar situations and can offer insight on how to proceed. Additionally, having allies within the workplace can make you feel more supported and empowered. Talking to someone you trust can also help you emotionally process the situation.

Some companies even offer Employee Assistance Programs (EAPs) that provide counseling or guidance for dealing with workplace harassment. Seeking support isn’t just about addressing the issue; it also helps you manage stress and find reassurance.

Creating a Safe Workplace Environment

– Employer Responsibilities in Preventing Harassment

Employers play a crucial role in fostering a safe and respectful workplace by establishing clear anti-harassment policies. These policies should outline unacceptable behaviors, reporting channels, and procedures for handling complaints. Regular training sessions can help employees understand these policies, recognize harassment, and learn how to prevent it.

Additionally, employers must ensure that their anti-harassment policies are enforced consistently across all levels of the organization. When employees see management taking complaints seriously and taking action against harassment, it sends a powerful message that inappropriate behavior will not be tolerated, encouraging everyone to uphold a respectful environment.

– Implementing Training and Awareness Programs

Workplace training and awareness programs are effective tools in educating employees about recognizing, preventing, and addressing harassment. These programs can include workshops, seminars, or online modules covering topics like respectful communication, bystander intervention, and reporting protocols.

By providing regular training, employers can equip employees with practical skills for navigating workplace interactions while reinforcing the importance of a harassment-free environment. Training sessions should be designed to be inclusive and respectful, making all employees feel comfortable participating. Awareness programs that highlight the impact of harassment help employees understand why a positive workplace culture benefits everyone.

– Fostering an Inclusive and Respectful Culture

Creating a safe workplace environment also involves building a culture where diversity, inclusion, and mutual respect are valued. Employers can foster this by encouraging open communication and collaboration among teams, celebrating diversity, and actively seeking input from all employees. A respectful workplace culture allows employees to express themselves without fear of judgment or ridicule.

For example, team leaders can make a point to acknowledge each person’s contributions, setting a positive example for the rest of the team. By promoting respect and inclusivity, employers help create a supportive environment where employees feel valued and are less likely to encounter harassment.

– Establishing Confidential Reporting Channels

To encourage employees to come forward with harassment complaints, employers should set up confidential reporting channels. This could involve a designated HR representative, a hotline, or even a third-party reporting service. Confidentiality is key in these situations, as employees are more likely to report harassment if they feel safe doing so.

Having multiple reporting options also gives employees flexibility in choosing how they want to address their concerns. Confidential reporting ensures that harassment cases are handled sensitively, allowing employees to share their experiences without fear of exposure or retaliation.

– Encouraging Bystander Intervention

One way to create a safer workplace is to empower employees to intervene or speak up if they witness harassment. Bystander intervention training teaches employees how to safely and appropriately address situations where they observe unacceptable behavior. For example, an employee could help by redirecting the conversation, checking in with the person affected, or even directly addressing the harasser if they feel comfortable.

When bystanders are encouraged to support their colleagues, it promotes a culture where everyone feels responsible for maintaining a respectful environment. Such interventions can deter harassment and make employees feel that their well-being is supported by those around them.