Workplace safety is the responsibility of everyone at the workplace. Managers should respond quickly in accordance with the workplace´s safety and health plan, employees must report incidents to a manager. If you experience or witness threatening behaviour in the workplace, it is important to act. You can do this by speaking up against such behaviour – if you feel safe doing so - informing a manager or contacting the police if necessary. 

Unclear roles or, responsibilities, and lack of support can lead to communication problems or misunderstandings, increasing stress, frustration, and anger among employees. If such conditions persist over time, they can create tensions in workplace interactions and increase the risk of violence.  See more on management and organisation.

Both physical and psychological violence can impact not only the victim´s safety and well-being but also those who witness the behaviour, such as coworkers. This kind of behaviour can also negatively impact workplace culture, reduce job satisfaction, and damage the organisation´s reputation.  

A victim´s reaction is not a reliable measure of whether violence has occurred or how it is experience. Often, victims are not in a position to react to psychological violence or may resort to involuntary coping mechanism, such as smiling or downplaying the situation. Therefore, their response does not necessarily reflect their true experience. Violence should never be tolerated in the workplace, and responsibility always lies with the perpetrator, regardless of how the victim reacts.  

While the employer is responsible for ensuring a safe and healthy work environment, everyone in the workplace must take responsibility for their own behaviour, treat co-workers with respect, and report any instances of violence, harassment or bullying they experience or witness.  

Violence can be both physical and psychological. Physical violence can include pushing, punching, throwing objects at someone, or slapping and individual. Psychological violence, on the other hand, can include degrading remarks, yelling, verbal abuse, and threats. 

An employer is legally required to take immediate action when made aware of workplace violence. They must assess the situation and implement appropriate measures according to the workplace health and safety plan. In some cases, law enforcement may need to be involved.  

All employees, regardless of their role within the organisation, can experience workplace violence. Managers need to ensure that they do not subject other managers or employees to violence, and employees must treat both managers and other employees with respect. It is also crucial to protect all managers and employees from violence on behalf of customers and service users.  

Gender-based harassment is not harmless joking but rather behaviour related to person´s gender that has the purpose or effct of undermining their dignity and creating a work environment that is intimidating, hostile, degrading, humiliating, or offensive. It is a serious issue that can negatively affect employees´ wellbeing and workplace culture. That is why both managers and employees must take it seriously and respond promptly.  

The answer is true. Gender stereotypes are so deeply embedden in society that we often do not notice their influence on our attitudes. For example, it is assumed that women should take meeting notes while men should change lightbulbs in the workplace.  

Gender-based harassment against women can manifest in assumptions that they are “mothers” in the workplace, epxected to take on non-professional or unpaid duties such as tidying up after meetings.

The anser is false. Gender-based harassment can target anyone, including those who do not conform to traditional male or female roles. For example, a transgender women being repeatedly referred to as “he” despite clearly requestiong to be addressed as “she” is a form of gender based harassment.  

Men, like women, can experience gender-based harassment due to societal stereotypes about gender roles.  

For instance, a male preschool teacher may be repeatedly asked to take children outside to play football instead of assisting with the care and adaptation of new children who require more attention. This reflects an assumption that aligns with traditional masculitnity rather than caregiving, which is seen as a femal role.  

Gender-based harassment can have deep roots in workplace culture, often influenced by stereotypes and outdated views on gender-roles.  

By recognising and addressing these stereotypes and treating all workers with respect, regardless of gender, we can help prevent gender-based harassment in the workplace.  

If you witness or experience inappropriate conversations in the workplace, it is important to respond—for example, by challenging the remarks if you feel comfortable doing so or by letting a manager know.  

Sexual harassment in the workplace negatively impacts not only the victim but also everyone who witnesses such behavior. Additionally, this type of behavior can harm workplace culture, productivity, and the company’s reputation. Therefore, it is in everyone’s best interest to promote a healthy work environment.   

Often, victims are not in a position to respond to workplace sexual harassment. Their reactions are not always an indicator of whether harassment has occurred.   

Sexual harassment is behavior that aims to or results in degrading and violating the dignity of the victim, and the responsibility always lies with the perpetrator.  

Sexual harassment takes many forms and is not limited to physical contact. It can also be symbolic—such as sending sexually suggestive messages or images—or verbal, including sexual jokes or comments about a colleague’s looks 

Employers, managers, and employees all share responsibility for maintaining a healthy workplace culture where there is no room for sexual harassment.   

If an employer becomes aware of sexual harassment in the workplace, they are obligated to respond as soon as possible in accordance with the workplace’s health and safety plan. This includes assessing the circumstances that led to the issue and determining appropriate measures to address it.  Here you can find support tools.