What is workplace violence and harassment?
Most people think of violence and harassment as physical assault. However, workplace violence and harassment are a much broader problem. It is any act in which a person is abused, stalked, threatened, intimidated or assaulted in the course of their employment. Spreading rumours, swearing, verbal abuse, pranks, arguments, property damage, vandalism, sabotage, pushing, theft, physical assaults, inflicting psychological trauma, anger-related incidents, rape, arson, and murder are all examples of workplace violence. Workplace violence can occur online or outside of the office (such as at a work-related event).
NOTE: In this document, we use the term violence to also include bullying and harassment
Please refer to the following OSH Answers documents for information:
- context Bullying in the Workplace
- context Internet Harassment or Cyberbullying
- context Violence and Harassment in the Workplace
- context Violence and Harassment in the Workplace – Legislation
- context Violence and Harassment in the Workplace – Dealing with Negative Interactions
- context Violence and Harassment in the Workplace – Parking Lot Safety
- context Violence and Harassment in the Workplace – Warning Signs
- context Violence and Harassment in the Workplace – Working Late
What is intimate partner and family violence?
Intimate partner violence, also known as spousal or domestic violence, is a common form of gender-based violence. It refers to multiple forms of harm caused by a current or former intimate partner or spouse.
Intimate partner violence can occur regardless of the gender or sexual orientation of the partners and in many forms of relationships, including:
Forms of harm or abuse may include physical, criminal, sexual violence, financial, spiritual, emotional, or psychological. Reproductive coercion, coercive control and technology-facilitated violence are also included. Coercive refers to using force or threats to alter behaviour.
Family violence is any form of abuse or neglect that a child or adult experiences from a family member, or from someone with whom they have an intimate relationship. It has also been described as the abuse of power within relationships of family, trust, or dependency that endangers another person.
Overall, intimate partner and family violence are a pattern of behaviour used by one person to gain power and control over another with whom they have or have had an intimate relationship. There are additional dimensions to harassment and violence in a family relationship that are unique, such as:
Each situation is unique. The violence can be a single incident but is usually a pattern of bahavour over time. Be alert to changes in patterns of behaviour. Know that it is okay to have a private conversation where you name what you have noticed and ask if the individual is okay.
- context within a marriage, common-law, or dating relationship
- context at any time during a relationship, including after it has ended
- context whether or not the partners live together or are sexually intimate with one another
- context using property, pets, or children to threaten and intimidate,
- context not arriving for childcare,
- context threatening deportation if the target was sponsored,
- context withholding passports or personal documents,
- context economic abuse such as withholding or stealing money, stopping a partner from reporting to work, and from getting or keeping a job, or
- context sexual, spiritual, or emotional abuse or neglect.
Who can experience intimate partner and family violence?
Anyone can be a target of violence, regardless of gender, age, race, culture, religion, sexual orientation, socioeconomic status, or educational background. The abuser may be a current or former spouse or intimate partner, relative, or friend. Anyone can experience abuse or cause harm in their relationships.
There are many risk factors that can increase the chance of someone experiencing intimate partner violence including but not limited to:
- context Having experienced previous victimization
- context Being a member of a marginalized community including Indigenous women and girls
- context Black and racialized women
- context Immigrant and refugee women
- context Two-Spirit, lesbian, gay, bisexual, transgender, queer, intersex and additional sexually and gender diverse (2SLGBTQI+) people
- context People living with disabilities
- context Women living in northern, rural, and remote communities; and
- context Many more.
What effect does intimate partner and family violence have on the workplace?
People experiencing violence often feel isolated. They may feel ashamed or have concerns that their situation will compromise their employment so they are afraid to say anything. Similarly, those who suspect violence may be affecting a worker are afraid to approach this subject or intervene for many reasons. This hesitation and further isolation increase the risk to those who experience violence. In addition, people experiencing violence often experience difficulty getting to work and state that their work performance is negatively affected. Other implications for the workplace include:
Examples of how violence may affect work include (this list is not complete):
- context reduced productivity and motivation
- context absenteeism
- context decreased worker morale
- context potential harm to workers, co-workers, or clients
- context increased replacement, recruitment, and training costs if targets of family violence are dismissed for poor performance or absenteeism
- context strained co-worker relations
- context frequent and disruptive text messages, or phone calls from a family member or partner
- context a family member or partner showing up at the individual's workplace and disrupting co-workers (e.g., asking many questions about the worker's daily habits)
- context sudden avoidance of social situations or withdrawal from co-workers
- context sudden changes of address or reluctance to reveal a current address
- context being the victim of vandalism or threats
- context the affected individual is being prevented from attending work (e.g., held from leaving the home, withholding car keys or bus pass)
- context cameras are consistently turned off during virtual meetings
- context children appearing on camera during meetings appear to be afraid or anxious
- context partner is constantly hovering in the background of the meeting
- context etc.
What can the workplace do?
A supportive and accommodating workplace provides the individual with an opportunity to establish financial independence and provides the individual with access to the help they need in their unique situation.
While respecting confidentiality and privacy as part of their workplace violence and harassment prevention policy, employers should also take responsibility to:
Identify Warning Signs: Because people who experience violence are more likely to report it to a co-worker than to others in the workplace, all workers should be educated and trained on recognizing the warning signs and risk factors, and on steps to take when reporting is appropriate.
Establish a support network: Various workplace parties can offer support and assistance to workers experiencing violence. Working together in a team that may include the supervisor, trusted co-worker, human resources, Employee Assistance Program (EAP) provider, and union representatives may be a helpful approach to providing a supportive network. The employer may also be able to help connect the individual to support services available in the local area.
Develop or support a safety plan: Workplaces can help by supporting or creating individualized personal and workplace safety plans to address the situation. Safety plans must be developed with the consent and at the direction of the person experiencing the violence. Update the plans as circumstances change. Share the plans with anyone who needs to know about the situation in order to ensure safety. Safety plans may include:
[Adapted from: Making It Our Business (2014) from the Centre for Research & Education on Violence against Women & Children]
Refer: Seek expert advice for safety planning from your local women's shelter, victim service organization, or the police. Threats of violence should be reported, and emergency procedures should be clearly communicated to all workers.
- context Asking if the individual has already established protection or restraining orders. Help make sure all the conditions of that order are followed.
- context Talking to the worker, work together to identify solutions. Follow up and check on their well-being.
- context Asking for a recent photograph or description of the abuser. Alert others, such as security and reception, so they are aware of who to look for.
- context When necessary, relocate the worker so that they cannot be seen through windows or from the outside.
- context Removing the affected worker's contact information from publicly available company directories or websites.
- context Changing the affected worker's workplace phone number, having another person screen their calls, or blocking the abuser's calls or emails.
- context Pre-programing 911 on a phone or cell phone. Installing a panic button in the affected worker's work area or providing personal alarms.
- context Providing a well-lit parking spot near the building, or escorting the affected individual to their car or to public transit.
- context Offering flexible work scheduling if it can be a solution.
- context Calling the police if the abuser exhibits criminal activity such as stalking or unauthorized electronic monitoring.
- context If the affected person and abuser work at the same workplace, avoid scheduling both workers to work at the same time or location wherever possible.
- context If the abuser works at the same workplace, use disciplinary procedures to hold the abuser accountable for unacceptable behaviour in the workplace.