First, understand what is going on!
Differentiating between incivility, harassment, discrimination, management rights and conflict situations is not always easy. Test your knowledge and determine in the following stories if it is a conflict, psychological harassment, incivility or discrimination.
Jade’s story
Jade is back at work after a few months’ absence. She preferred not to inform her colleagues and supervisor of the reason of her absence. However, she knows that rumours are circulating that she was depressed following her break-up with her partner. Since her return, her manager has given her routine administrative tasks telling her regularly that she doesn’t want Jade to get sick again.
A new project has just been accepted and Jade’s entire team needs to be involved. It’s an exciting project and Jade suggested to her manager and team members that they get actively involved. Her manager met with her to say that she would prefer that Jade not be involved in the project. One of her colleagues also told her that it was probably best for Jade to stick to her regular duties. What do you think is happening?
This is discrimination based on perceived disability. The manager and Jade’s colleagues feel that she is not able to take an active role in a project that she is interested in, even though Jade feels she can. Any person who is likely to be discriminated against because of their physical or mental condition is covered by the disability ground of the Quebec Charter. An intervention must be made, by means of a report, so that the manager no longer discriminates against Jade.
Manuel’s story
Manuel is a waiter in a chic downtown restaurant. For some time now, his relationship with one of the chefs has been deteriorating. The chef talks down to him and quickly becomes impatient when things don’t go his way. He asks him to say “YES CHIEF” every time Manuel speaks to him.
But in the last two months, the situation has become worse. The chef calls him a binery waiter in front of the whole brigade. He now demands that Manuel stand up straight and still when he speaks to him and that his “YES CHIEF” is heard by everyone. What do you think is going on?
This is psychological harassment. The boss displays vexatious, hostile, and unwanted conduct that is repetitive in nature. His behaviour undermines Manuel’s integrity and dignity and results in a harmful work environment. Anyone who may be subject to harassment is covered by the Labour Standards Act. Intervention must be taken to ensure that the manager changes his behaviour, for example by reporting him.
Brian and Louisa’s story
Brian has just joined the team. His mandate is to coordinate the activities related to the implementation of a major project at a client’s site. Louisa would have liked to have this position but she was not selected. She feels that Brian is not competent to take on this responsibility and whenever she can contradict him in front of the other team members, she does so.
Brian is irritated by her behavior and starts to denigrate her behind her back. During the meetings, the team members feel the tension between Brian and Louisa. Some people understand Louisa’s point of view and support her, while others think Brian is doing a good job and do not understand why Louisa doesn’t want to cooperate. What do you think is going on?
It is an open conflict based on power. Brian and Louisa are both behaving in an adversarial manner. Team members feel involved and take sides. Most conflicts do not resolve themselves. It is recommended that both parties can talk to each other to understand the other’s point of view and find a way to work together.
Communicating discomfort appropriately helps maintain a healthy work environment. Several options are available:
- Talk to your manager
- Notify human resources
- Talk to the person committing the inappropriate behavior
- Report it
The ALIAS whisteblower line is an external tool that your organization has developed to promote a healthy workplace free of all forms of psychological harassment and to ensure sound and efficient governance.
If you witness or are a victim of a reprehensible situation, you can make a report in a confidential and anonymous manner. Your involvement is important!