According to statistics, In India, from 1971 to 2009, there has been an increase in verbal abuse at the workplace up to 760 percent.
The regularity of workplace verbal abuse was recorded at 18.71% in females and 33.57% in males, while the overall effect was observed at 25.15%.
There are many forms of discrimination, and workspace verbal abuse isn’t the only one that exists that takes place in the workplace today.
According to the study conducted by an AARP, “found that six out of ten elderly workers have witnessed or encountered age discrimination on the job and these claims are on the rise.
Discrimination and harassment have become crucial problems in the workspace today.
It ends with affecting the company financially but also the morale and health of employees are declined too.
The recent growth in these numbers may be slightly misleading due to the high level of attention drawn by social media over the past years and the expanded possibility that more people may feel empowered to come ahead with discrimination and verbal abuse claims.
But even for employees to come out with these issues, the company/employers need to ensure specific measures for it as well.
- Strong policies
‘If you don’t have a lens that’s aimed to look at how multiple sorts of discrimination come together, you’re improbable to develop a set of policies that will be as comprehensive as they required to be.’ – says Crenshaw
The employer needs to build a sharp policy that defines and provides examples of what establishes such conduct.
And it is also vital for the policies to be communicated and carried out to all the employees.
- A clear procedural reporting
The policy should also consider including a clear process for employees to report discrimination and verbal abuse at the workplace.
In case if employees are not comfortable making reports to any manager or person in charge. The employer should consider third-party compliance as well.
Appointing several people in charge for reporting such issues would be more effective as well.
- Awareness and training
The employees need to be trained on the anti-harassment policy, including executive and supervisory levels of management.
Former to understand what harassment is and their right to a harassment-free environment and effectively respond to it.
All employees should be made aware of workplace harassment reporting procedures as well.
- Consult a legal counsel
When taking any legal actions against it, it is always good to consult an experienced legal counsel when issues arise in the workplace. It will ensure the best practices and secure compliance with the law.
Where it would be challenging to deal with the same for a regular employee.
Having a proactive policy in place, training your employees, and having a procedural reporting system will help insulate companies from discrimination and workplace verbal abuse.
And Employees, as well as employers, both need to work in a friendly workspace eliminating any discrimination, harassment, and verbal abuse at the workplace.