The mere mention of the word ‘harassment’ evokes, regardless of cultural or geographic setting, associations with gender. Globally, harassment has come to denote gender-based intimidation and persistent pestering. A simple dictionary definition of harassment is: “If someone is abusing, insulting, intimidating, coercing, or otherwise harming you, either verbally, physically, or mentally, on a regular basis, that is harassment.” Continuous torment of the mind is harassment.
There are many contours and dimensions to the concept of harassment at the workplace and in society. It is essentially an unwelcome and mostly unbecoming conduct rooted in biases and prejudices related to race, colour, creed, religion, sect, gender, nationality, linguistic differences, disabilities, infirmities, or even genetic information. Harassment manifests in derogatory jokes, slurs based on ethnicity and race, and gender-based favors or threats.
Practitioners of harassment, often adult school bullies, employ techniques including verbal barrages, unexpected visuals, and the most damaging format: physical harassment.
The many dimensions of harassment afflict the corporate sector, bureaucracy, and other areas of government and the state. If today’s world of social media consciousness had existed then, many histories would have changed. Remaining silent about harassment today amounts to complicity.
Harassment can occur both in person and from a distance. The abusive use of social media to harass people is now common. Cyberbullying is rampant; while the thick-skinned may take it in stride, many vulnerable and sensitive individuals end up with mental health issues. The damage to one’s personality is immeasurable, as social media bullying erodes self-respect and confidence, leading to destructive consequences.
Harassment includes double-meaning words that are open to interpretation and misrepresentation. Both unwelcome but pleasant and unwelcome and unpleasant comments lie in the same zone of unacceptability, constituting harassment and must be viewed as such.
Other methods of harassment include giving gifts inappropriate for the relationship, devious managers manipulating seating arrangements to discomfort colleagues, and invitations to join for meals that carry a threatening tone. Deliberately designing work to ensure late sittings and insisting on offering a “pick and drop” service are also clear signs of harassment, which are not necessarily gender-specific.
‘Moral harassment’ involves dealing with an obsessed and narcissistic supervisor who demands constant praise. Junior colleagues, despite their chagrin, often feel compelled to submit with laudatory comments.
Sadistic managers have their own standards of harassment. Assigning unreasonable targets creates mental stress, leading to serious mental health issues. Sadists are abundant, and a man/woman of character often has more enemies than those who lack it, despite having a larger circle of friends and admirers. Emerson wrote, “Men are what their mothers made them.” Upbringing is critical to personality development, and no man is better than his words.
Gender-based harassment is particularly challenging to manage. Men often use inappropriate words in the presence of female colleagues, which is conduct unbecoming. Men also gossip, leading to character assassination and the broadcasting of scandals in corporate corridors. Such managers are corporate porcupines who need to be handled with care. They may bully the weak but crumble when faced with authority. As CEO, I dealt with such individuals with zero tolerance and no compromise.
A former colleague called me about a transaction where her role was merely to exchange documents between her organization and a counterparty. Despite not being responsible for the content, she identified an inconsistency. The project manager, to whom she did not report, felt belittled and threw a public tantrum, showing no respect for her position, age, or gender. As she recounted the incident, she broke down, despite my attempts to comfort her. Insults must not be ignored; they must be avenged with firmness and grace. You can only be insulted to the extent you permit.
Regrettably, many men lose their composure when dealing with female colleagues. While women employees should demand equal treatment, this does not give managers the licence to lose grace.
Any organization that does not prioritize respect for all will struggle to achieve its objectives. A disharmonious environment is inevitable. If harassment cases are frequent, the board, CEO, and senior management must accept responsibility. They cannot turn a blind eye and must act decisively. In our cultural context, if the victim is a woman, actions should be taken discreetly. Otherwise, strict action must be enshrined in policies. CEOs and management must handle harassment cases with no mercy.
Hazrat Ali’s (r.a) words, “A man’s behaviour is the index of the man; and his discourse, the index of his understanding,” remind us that responsibility and accountability go hand in hand. Loyalty to the institution depends on a culture of respect. Slander and contempt should have no place in any organization.
The writer is a senior banker and a freelance columnist.
