Workplace harassment reports have surged by up to 100% in some areas, reflecting increased awareness and reporting rather than a rise in incidents themselves.
Rise in workplace harassment reports noted
Recent reports indicate an increase in workplace harassment cases, with professionals in human resources, occupational psychology, and legal fields noting a rise in the number of reports over the past four years, ranging from 20% to 100% in some areas. This increase does not necessarily reflect a rise in harassment itself but suggests that such issues are being reported more frequently.Types of reported workplace harassment
Common reports include managerial or interpersonal conflicts, verbal violence, psychological harassment, sexist or discriminatory acts, cyberbullying, and sexual harassment. An increasing number of reports involve managers and colleagues in close proximity.Factors contributing to increased reports
According to a study conducted by the Reversens firm, the rise in reports is linked to increased tensions in daily work relationships, with anonymous reporting being seen as a protective measure against questioning the immediate work environment. Factors contributing to this include reduced dialogue spaces and more intense workdays.Decline in informal workplace communication
Jean-Christophe Villette, an occupational psychologist and director of the Ekilibre firm, notes that informal dialogue opportunities, such as coffee breaks and shared meals, have decreased over time. He attributes this to the intensification of work, which has reduced interstitial moments for informal communication.Work intensity and its impact on workplace dynamics
Villette also highlights that the intensity of work has generally increased since the 1980s, with the exception of recent surveys indicating a slight decrease. He notes that less time is spent at the beginning and end of the day for briefings and debriefings, and during the day for discussions.Importance of proper investigation methods
Conducting interviews with vulnerable individuals is crucial when harassment reports arise, and companies are required to address these situations. Villette, author of a book on workplace harassment published on October 8, co-written with Philippe Zawieja, emphasizes the importance of respecting legal obligations while using human and social sciences in investigations.Guidelines for effective workplace harassment investigations
Villette advises against assigning such tasks to untrained individuals, rushing to solutions, or failing to protect those involved. He also stresses the need to distinguish between facts and judgments, using the 3C method developed by John C. Flanagan (1954) to understand behavior, context, and consequences.Analyzing organizational factors in harassment cases
Villette recommends cross-checking independent sources and analyzing underlying organizational factors that may contribute to conflicts. He suggests examining work organization, management practices, and constraints that might lead to such situations.Examples of organizational factors leading to conflicts
Examples include teams under strong pressure, conflicting objectives, poorly defined roles, competitive settings, reorganizations, or poorly trained managers. By analyzing these factors, investigations can better understand and resolve issues sustainably.
