As an organisation navigating psychosocial hazards or a Target navigating your options to take action, you may be learning a whole new language of law, policy, and psychology.
Understanding these definitions helps to empower individuals to define boundaries, to clearly communicate, and to highlight a path to justice on their own terms. In this section, we will walk you through key terms related to psychosocial hazards at work.
Adult Bullying in the Workplace
Adult bullying in the workplace is usually an act of abuse of power. This ‘power’ can be derived from position, length of service, or social networks. Adult bullying in the workplace can take many forms, including verbal abuse, psychological abuse, sexual harassment, physical abuse, or coercion control as in domestic violence at work. It can also include offensive remarks, actions, or behaviours due to an employee's race, religion, gender, age, disability, or sexual orientation. Adult bullying in the workplace can seriously affect an employee's mental and physical health.
Affirmative action is a set of policies that aim to create equal opportunity for members of an underrepresented group. The goals of affirmative action policies are to reduce inequities in employment, education and income between demographic groups and to promote diversity in the workplace. Affirmative action laws vary widely by region and remain a subject of legal and political controversy.
Ageism, or age discrimination, is the practice of unfairly treating a person based on age. In the workplace, this might take the form of someone being overlooked for a job or promotion, the denial of benefits to older employees, or early termination of employment. Ageist attitudes can be detrimental to a target’s health and lead to the marginalization of people within their communities.
Article 23 of The Universal Declaration of Human Rights
1. Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment. 2. Everyone, without any discrimination, has the right to equal pay for equal work. 3. Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection. 4. Everyone has the right to form and to join trade unions for the protection of his interests.
The bullying continuum is an evidence-based tool to determine the type of bullying experienced by a target. The continuum maps the incident intensity with frequency over time with the resulting graph depicting the type of bullying. Understanding the type of bullying will facilitate finding a resolution.
Housed within the WorkRight23 Platform, case management allows a target to open a case and document incidents as they happened. These are date and time stamped for future reference. Targets decide what steps, if any, they might like to take next. Using this tool can assist targets in processing through trauma and can serve as a reference to share what happened with the organisation, lawyer, law enforcement, therapist, friend, (now or in the future).
Conflict management is the use of techniques to resolve disagreements or manage the level of discord. Conflict resolution techniques may include facilitating meetings for the conflicting parties to identify the problem, discuss resolutions and create goals that require cooperation from conflicting parties.
A conflict of interest is an incompatibility or disparity between the internal or private interests and the official responsibilities of an enterprise or person in a position of trust.
In general, consent is an active, verbal agreement to engage in sexual activity with someone. Sexual activity without your consent is rape or sexual assault. If you are underage, under the influence of alcohol or other drugs, or sleeping, you do not have the capacity to give consent. If someone pressures, tricks, or emotionally forces you to agree to sexual activity, this is considered sexual coercion.
Constructive dismissal is a situation in which an employee is forced to resign because of the employer’s conduct. This can include situations in which the employer makes the work environment intolerable, reduces the employee’s pay or hours, or demotes the employee. Constructive dismissal can also occur when the employer fires the employee for a reason that is not allowed by law, such as discrimination or retaliation. If an employee is forced to resign because of the employer’s conduct, the employee may have a claim for wrongful termination.
A disciplinary procedure is a system an employer uses to manage employee performance issues. The employer can choose to issue warnings, suspensions and terminations for repeated or severe violations of company policy.
Diversity and inclusion (D&I) is a function of an organization or a subfunction within the HR function. The purpose of D&I functions is to ensure that the organization is comprised of diverse individuals (based on individual characteristics, values, beliefs, and backgrounds) and to foster a work environment in which all employees feel respected, accepted, supported and valued. Organizations may refer to this function by different names, such as:
Domestic Violence in the Workplace
Family and domestic violence can become a work health and safety (WSH) issue if the perpetrator makes threats, intimidates or carries out violence on a partner or family member at the workplace, including if working from home. Targets of domestic violence can open a case and document incidents of bullying for use now or in the future.
Employee Assistance Program (EAP)
An employee assistance program (EAP) is a benefit program that assists employees with personal or work-related problems that may impact their job performance, health and general well-being. EAPs usually offer free and confidential assessments, short-term counseling, referrals and follow-up services for employees. EAPs provide support to employees experiencing various issues, which often include substance abuse, emotional distress, major life events (births, accidents and death), occupational stress, financial or healthcare concerns, and family/personal relationship issues.
The Employee Hierarchy of Needs looks at the dynamics between employees and the organisation. It is an evidence-based tool used to determine the level of employee ‘need’ satisfaction. There are five levels beginning with Safety & Security (physical and psychological) followed by Rewards (tangible and intangible), Affiliation, Growth and finally Work/Life Balance. As each need is met, the employee moves up to the next level. After determining the level of engagement of employees the organisation can then determine the optimal investment levers for each level and quantify the ROI to the bottom line.
A hostile work environment is created when harassing or discriminatory conduct is so severe and pervasive it interferes with an individual's ability to perform their job; creates an intimidating, offensive, threatening or humiliating work environment; or causes a situation where a person's psychological well-being is adversely affected.
Human Capital Management (HCM)
Human capital management (HCM) is a set of practices related to people resource management. These practices are focused on the organizational need to provide specific competencies and are implemented in three categories: workforce acquisition, workforce management and workforce optimization. The applications that help to enable human capital management include: Core administrative support: Personnel administration Benefits administration Payroll Portal/employee self-service Service center Strategic HCM support: Workforce planning Competency management Performance management Compensation planning and strategy Time and expense management Learning (education and training) Recruitment (hiring and recruitment) Onboarding Contingent workforce management Organization visualization Other HCM: Reporting and analytics (workforce analytics) Workflow
An independent contractor is a person or entity hired to provide goods or services on an as-needed basis. They are also known as freelancers. Because independent contractors are not employees, the hiring business generally does not have to withhold or pay any taxes on payments made to independent contractors.
A job description includes an overview, role summary, catalogue of responsibilities, and the qualifications and experience required for a particular role. It also defines the soft skills and business skills required for success in the role. Job descriptions should be fine-tuned and reviewed with stakeholders, such as senior management, to gain consensus on the requirements of a specific position to support a company’s work, behavioural and business requirements.
Housed in the WorkRight23 Platform, our proprietary Matching System, which utilizes cryptography to provide a private alternative to a “whisper network” to ascertain if other targets were harmed by the same perpetrator.
Micromanagement Micromanagement is a pattern of manager behaviour marked by excessive supervision and control of employees’ work and processes, as well as limited delegation of tasks or decisions to staff. Signs of micromanagement can include the following: • The manager constantly interrupts employees to give them instructions. • The manager closely monitors employees’ work and provides feedback on a constant basis. • The manager assigns employees very specific tasks and does not allow them to deviate from these tasks. • The manager closely monitors employees’ use of time and resources. • The manager requires employees to report back to them regularly on their progress. • The manager insists on making all decisions regarding employee work. • The manager regularly checks on employees’ work even when they are meeting specific deadlines. • The manager imposes rules and regulations that are not necessary. • The manager criticizes employees for their work even when it is satisfactory. • The manager is not interested in employees’ suggestions or ideas.
Occupational Stress Occupational stress is a type of stress that can occur when people are placed in demanding work situations. In some cases, this type of stress can lead to physical and emotional health problems. Occupational stress can be caused by a number of factors, including: • The nature of the work itself • The work environment • The demands of the job • The way the job is organized • The level of control people have over their work • The relationships they have with their co-workers • The way work is balanced with the rest of their lives.
An Options Advocate is a lawyer, who is notified when a perpetrator match is found in the WorkRight23 platform’s Matching System. As the Advocate is a lawyer, client privilege is protected. When a match is made, the Options Advocate is provided a key to access the encrypted information regarding the match(s). The Option Advocate will then contact each target to discuss the options that are now open to them. The service is provided Pro bono to members of WorkRight23. As always, the target decides which path they will pursue for their personal healing and justice.
A performance improvement plan, or PIP, is a tool used by employers to help employees improve their job performance. A PIP usually includes a list of specific goals or objectives that the employee is expected to achieve, along with a timeline for completion. The employee may also be given a plan for improvement, which may include specific steps the employee can take to improve their performance. A PIP is typically used when an employee’s job performance is below expectations and the employee is not meeting the organization’s standards. It can also be used to help employees who are struggling to meet the demands of a new position or who have been recently promoted. A PIP is not a punishment, but rather a way to help the employee improve their performance and stay productive and successful in their role.
A perpetrator, also known as an offender is someone who carries out a harmful, illegal, or immoral act.. These acts may be against company policy and/or offense against the law which includes sexual harassment and assault.
Psychological safety is an environment that encourages, recognizes and rewards individuals for their contributions and ideas by making individuals feel safe when taking interpersonal risks. A lack of psychological safety at work can inhibit team learning and lead to in-groups, groupthink and blind spots.
Psychosocial hazard Psychosocial hazards are aspects of work which have the potential to cause psychological or physical harm. There are several types of hazards: • Job demands • Low job control • Poor support • Lack of role clarity • Poor organisational change management • Inadequate reward and recognition • Poor organisational justice • Traumatic events or materials • Remote or isolated work • Poor physical environment • Violence and aggression • Bullying • Systemic discrimination
Quid pro quo is a type of sexual harassment in which an employee is offered benefits or rewards in exchange for sexual favors. This type of discrimination is particularly harmful to women, who are often the victims of sexual advances from their superiors in the workplace. Victims of quid pro quo discrimination may feel that they have to give in to their superiour’s demands in order to keep their job or receive favorable treatment. They may also be afraid to report the harassment, for fear of retaliation. Quid pro quo can also occur between co-workers, when one person offers benefits to another in exchange for sexual favors. This type of discrimination can be just as harmful as sexual harassment from a boss, and can create a hostile work environment. Anyone who is vulnerable to sexual harassment is also vulnerable to quid pro quo discrimination. This includes women, but also men and transgender individuals who may be subjected to unwanted sexual advances. Victims of quid pro quo can also include interns, contract workers, and other employees who may not have the same protections as full-time or higher ranking employees.
Quiet quitting is when employees meet role requirements and work their scheduled hours but do not go above and beyond what their employers might expect of them. Quiet quitters express a desire for fair rewards and recognition, better work-life balance, and well-being in their careers.
Rankism is "abusive, discriminatory, and/or exploitative behavior towards people because of their rank in a particular hierarchy".[1] Rank-based abuse underlies many other phenomena such as bullying, racism, xenophobia, hazing, ageism, sexism, ableism, mentalism, antisemitism, homophobia and transphobia. Rankism can occur in any social hierarchy, such as governments, corporations, families, non-profit organizations, and universities. Rankism can take many forms, including: • exploiting one's position within a hierarchy to secure unwarranted advantages and benefits (e.g. massive corporate bonuses); • abusing a position of power (e.g., abusive parent or priest, corrupt CEO, bully boss, prisoner abuse); • using rank as a shield to get away with insulting or humiliating others with impunity; • using rank to maintain a position of power long after it can be justified; • exporting the rank achieved in one sphere of activity to claim superior value as a person; • exploiting rank that is illegitimately acquired or held (as in situations resting on specious distinctions of social rank, such as racism, sexism, intellectualism, wealth, religious beliefs, hereditary, marital status, gang affiliation, criminal record, egotism or classism
When someone penetrates your vagina, anus, and/or mouth with any body part or object, or oral penetration with their sex organ, without your consent, it is rape. Please know that consent to one sexual act does not imply consent to another sexual act. Rape can occur even if you consented to certain sexual acts.
Rape culture is a culture in which sexual violence is treated as the norm and targets are blamed for their own assaults. The focus is not just on sexual violence itself, but about cultural norms and institutions that protect perpetrators, allows harm to occur without consequence, shames targets, and requires unreasonable sacrifices be made to avoid sexual assault.
Restorative justice is a response to wrongdoing that prioritizes repairing harm and recognizes that maintaining positive relationships with others is a core human need. It seeks to address the root causes of the conflict, even to the point of transforming unjust systems and structures.
Retaliation is the act of punishing someone for complaining about or opposing discrimination, harassment, or other mistreatment. It can be anything from firing or demoting the employee, to reducing their hours or pay, to denying them deserved promotions or benefits. In some cases, retaliation can even involve violence or threats of violence. Retaliation is a legal term that refers to the act of taking revenge against someone who has harmed you, or who you believe has harmed you. In the context of human resources, retaliation can refer to a variety of retaliatory behaviours, such as firing an employee in retaliation for filing a complaint, demoting an employee in retaliation for reporting harassment or reducing an employee's hours in retaliation for speaking out about working conditions.
Safety Exits are buttons that are typically used on websites that targets may visit such as rape crisis centers and crisis lines.. By clicking the safety exit button, it immediately closes the website and will take you to a different webpage. This can be used if you need to quickly exit a website so no one knows what you are searching. You may still need to clear your browsing history.
Any sexual activity that you did not consent to is sexual assault. While the terms sexual assault and rape are sometimes used interchangeably, sexual assault also refers to non-penetrative sexual activity, including fondling, groping, forced kissing, and molestation.
Sexual coercion means pressuring, tricking, threatening, or non-physically forcing someone into any sexual activity. This can also be in the form of requesting sexual activity in exchange for a professional or financial benefit. You do not owe anyone sex—not your investors, bosses, mentors, teachers, or anyone who does or does not have any power over you.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment. Sexual harassment is illegal, but not always criminal. Generally, people define sexual harassment beyond the workplace, such as catcalling, and this behaviour may or may not be illegal.
Systemic discrimination is a form of discrimination that takes place in institutions or systems. It can be difficult to identify and challenging to address, as it often occurs as part of the normal functioning of a system. Systemic discrimination can be based on race, ethnicity, gender, sexual orientation, or other factors. Systemic discrimination is a psychosocial hazard. It can be found in institutions such as schools, workplaces, and the justice system, and can affect the opportunities and outcomes of people who are subjected to it. Systemic discrimination can be intentional or unintentional, but it always results in unfair treatment and unequal opportunities.
A toxic workplace is a hostile or negative environment where employees are subjected to abuse, aggression, or humiliation. In a toxic workplace, employees may feel unsafe or uncomfortable, and can be subjected to stress, anxiety, and depression. Common characteristics of a toxic workplace include: • A negative or hostile work environment, where employees are subjected to abuse, aggression, or humiliation. • Employees who feel unsafe or uncomfortable. • Stress, anxiety, and depression.
Trauma is a psychological, emotional, and physical response to an event that is significantly distressing to the individual who experienced it. Acute trauma occurs after a single event. Chronic trauma results from a series of repeated and prolonged events such as bullying, domestic violence, discrimination.. Complex Trauma is the result of experiencing multiple types of traumatic events.
A trigger is a sensory stimulus that reminds the brain and body of previous trauma.I t can be any type of sensory including sound, site, smell, touch, or taste. It can also occur when thinking about a traumatic memory. This stimulus causes the body to enter into a trauma response and it may feel as though the event is happening again. Sometimes you may experience a trigger without understanding what memory it is connected with.
Unconscious bias is a type of bias that people are unaware of and can’t control. It’s often based on stereotypes or assumptions that we hold about certain things or people without realizing it. Unconscious bias can affect our decisions and behaviors in ways that we don’t even realize.
Within the criminal justice system, the term victim describes a person who has been subjected to a crime. The word also serves as a status that provides certain rights under the law, while not assuming guilt or assigning blame. Investigators and prosecutors use this term to illustrate that a crime has been committed against a person.
A whisper network is an informal chain of conversations within a community about persons to be aware of because of rumors, allegations or known incidents of bullying, sexual harassment or other abuses of power. The information is often shared by word of mouth or online in private communities, forums, apps, spreadsheets, and crowd-sourced documents. Whisper networks can also help victims identify a common perpetrator and come forward together. Oftentimes, these networks face criticism or are dismantled because they lack security mechanisms to prevent abuse by users or could lead to the pursuit of a defamation claim.
A whistleblower is an individual who reports misconduct by an organization or individual to someone in a position of authority. The misconduct may include, but is not limited to, fraud, waste, abuse, and illegality. Whistleblowers often face retaliation from the organization or individual they report to, including, but not limited to, termination, demotion, harassment, and discrimination.
Work health and safety (WHS) is the term used to describe the conditions and measures necessary to ensure the safety and health of workers including psychosocial health. The goals of WHS are to prevent workplace injuries, illnesses, and fatalities. WHS includes the identification and assessment of workplace hazards, the development and implementation of control measures to address these hazards, and the provision of training and education to workers.
Workplace bullying is undesirable, repeated, often escalating, behaviour that leads to a deterioration in working conditions and that is likely to harm the target’s dignity, physical or psychological health, or professional career. Some examples of how workplace bullying manifests itself include: • Verbal abuse • Physical and nonverbal behaviours that are threatening, intimidating or humiliating • Work sabotage • Exploitation of a physical, social or psychological vulnerability
The WorkrRight23 platform is a suite of proprietary tools, accessible either from a computer of via phone apps, designed to help targets of adult bullying at work navigate barriers and define their own pathways toward healing and justice. In WorkRight23 Platform, targets can access the documentation area to document incidents in their case, the knowledge base to learn and be informed about options to resolve the issue(s) as well as complete an assessment on their organisation to provided confidential feedback to others regarding their work experience.
Wrongful termination occurs when an employer ends an employee’s work contract, but the termination violates the terms of the employment agreement or some provision of employment law. Also known as wrongful dismissal or wrongful discharge.
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