In today's increasingly digital world, virtual workspaces have become an essential part of our professional lives. However, these environments are not immune to the challenges of workplace harassment.
Virtual workspaces offer convenience and flexibility, but employees must be mindful of how inappropriate behavior can arise in online settings. This guide aims to explore the subtleties of virtual workplace harassment and provide insights into what it looks like.
Persistent unwanted communication is one of the most common forms of harassment in virtual workspaces. It encompasses repeated attempts to engage someone in conversation or dialogue after they have expressed a desire to stop.
These communications can manifest as incessant emails, messages, or calls that disrupt an individual's work routine or personal time. Beyond being a nuisance, persistent unwanted communication can create a toxic work environment, leading to stress and anxiety.
Aside from constant messaging, harassing digital communication can take the form of offensive jokes, derogatory remarks, or suggestive comments. These interactions, though they might seem trivial to some people, can have a profound impact on the recipient's sense of safety and belonging. Sometimes a coworker may even anonymously message another coworker.
The anonymity and distance afforded by digital communication tools can sometimes embolden individuals to make remarks they would avoid in a physical setting, escalating the potential for harm. Regular training sessions and workshops focusing on respectful communication can help highlight the importance of empathy and sensitivity in online interactions, ensuring employees navigate virtual workspaces with professionalism.
Cyberbullying and online intimidation represent another grave form of harassment in virtual workspaces. Unlike traditional bullying, these acts take advantage of technology to target individuals, often anonymously, resulting in a pervasive sense of vulnerability and helplessness for victims. This behavior might include threatening messages, spreading false information, or public humiliation through digital platforms.
The psychological impact of cyberbullying can be severe, leading to decreased morale, mental health issues, and reduced productivity. Plus, just because a worker posts these things outside of work hours or work account doesn’t mean that there aren’t any in-work consequences. Providing employees with resources to recognize and report cyberbullying is crucial. Employers should also promote a supportive environment where individuals feel assured that their grievances will be taken seriously and addressed promptly. Additionally, if a worker disparages or harasses another worker outside of their job, employers must quickly take action.
Spreading rumors or gossip in virtual workspaces is another insidious form of harassment that can severely impact workplace dynamics. The rapid dissemination of information through emails, chat groups, and social media can exacerbate the spread of false or misleading information.
This behavior not only undermines trust among colleagues but can also damage reputations and lead to feelings of isolation or distress. Having a clear protocol for addressing rumor-related issues will help ensure that support is available for those affected and that any concerns are systematically and fairly resolved. Ultimately, employers must remind employees that they’re in a professional space and that juvenile behavior will not be tolerated.
Exclusion from virtual meetings or communication channels is a subtle yet damaging form of workplace harassment. Being deliberately left out of important discussions, decision-making processes, or team communications can undermine an employee's ability to perform their job effectively and feel included as part of the team.
This kind of exclusion can manifest as missed invites to video calls, removal from group chats, or employees not looping them into relevant email threads. This often results in an information gap that can hinder work performance and career advancement.
Withholding information or resources can also be a form of exclusion. This occurs when crucial data or tools needed for job performance are deliberately withheld from an employee, restricting their ability to succeed and contribute effectively. Examples include failing to share important updates, not providing access to necessary software or files, and excluding individuals from key information channels. This behavior creates operational inefficiencies and can foster a competitive or hostile environment. Encouraging regular check-ins and feedback loops can also aid in identifying any gaps in resource allocation and addressing them promptly to support all employees in achieving their full potential.
Invasion of privacy or surveillance in virtual workspaces presents significant concerns regarding employee autonomy and trust. This form of harassment occurs when employers or team members use digital tools to monitor activities excessively and unnecessarily, often without consent. Such surveillance can include tracking keystrokes, logging computer usage, or accessing private messages and emails, leading employees to feel like they are constantly being watched.
While some businesses consider in-work messages as company property, this should be clearly and explicitly stated within the employee’s contract. However, this doesn’t change the fact that it makes employees feel paranoid and can even undermine their autonomy. The impact of intrusive monitoring can lead to heightened stress, anxiety, and a reduction in job satisfaction. If monitoring is not a clear expectation, it can quickly become harassment, especially if done by a fellow coworker without the right position or permissions.
Pressuring for personal favors in virtual workspaces is another concerning form of workplace harassment. This can involve supervisors or colleagues using their positions of power to coerce employees into performing tasks or favors outside of their professional responsibilities. In the virtual workplace, coercion may not be as flagrant or apparent as it would face-to-face, but it's just as harmful.
These favors might range from pressuring juniors to run personal errands to offering more money or a higher position for sexual favors. Training programs focusing on ethics and power dynamics within virtual teams can also help cultivate a respectful and fair workplace culture. However, thorough background checks and accessible reporting mechanisms are the keys.
As digital work continues to evolve, understanding what workplace harassment in virtual spaces looks like is crucial for uprooting inequality. As businesses increasingly rely on digital tools, attention to these dynamics ensures that all employees can thrive without fear of harassment or discrimination.
Tamara N Holder is a feminist attorney, passionate about advocating for gender equality and creating safe workplaces free from harassment. Let our law firm fight for you.
