3 Ways Workplace Culture Can Perpetuate Harassment

Workplace culture plays a pivotal role in shaping the experiences of employees, often acting as the invisible framework that guides behavior, communication, and expectations. However, when left unchecked by management, this culture can inadvertently enable harmful dynamics, including harassment.

Despite growing awareness and efforts to address these issues, many workplaces still harbor environments where misconduct persists. To dismantle toxic patterns, behaviors, and possibly unintended barriers, we’ll examine the ways workplace culture can perpetuate harassment.

Examples of Toxic Workplace Behaviors

Normalizing Offensive Jokes or Language

When offensive jokes or inappropriate language go unchallenged in the workplace, it can create an environment where disrespect and insensitivity are perceived as acceptable. For example, dismissing derogatory remarks as “just jokes” not only alienates individuals but also perpetuates a culture of exclusion. Over time, this behavior contributes to a hostile atmosphere where employees feel uncomfortable or undervalued, impacting overall morale and productivity.

Unequal Treatment

Favoritism, bias, or unequal treatment in areas such as promotions, feedback, or opportunities can sow resentment and erode trust among team members. For instance, when high-visibility projects are consistently given to one group while others are overlooked, it sends a message that contributions are not valued equally. These disparities often demotivate employees and foster a divisive environment that hinders collaboration and growth.

Belittling or Dismissing Concerns

Employees’ willingness to voice concerns is pivotal for a healthy workplace. However, dismissing or belittling complaints about inappropriate conduct or behavior invalidates their experiences, leaving issues unresolved.

For example, if a worker reports feeling uncomfortable due to a colleague’s advances and the response is superficial or indifferent, it discourages others from coming forward. This neglect allows misconduct to persist unchecked.

Clique Mentality

The formation of cliques or exclusive groups within the workplace often leads to the exclusion of others based on factors such as gender, race, or job status. For example, if a tight-knit group makes decisions informally and excludes colleagues from critical conversations, it cultivates an environment of favoritism and unfairness.

Those left out may feel ostracized or unsupported, impacting their engagement and professional development. Addressing these behaviors is key to creating an inclusive culture where everyone feels valued.

Systemic Issues in Workplace Culture

Lack of Policies and Enforcement

One significant systemic issue in workplace culture is the absence of clear policies and proper enforcement mechanisms. When harassment policies are insufficient or vaguely worded, employees may feel unprotected or unsure of how to report inappropriate behavior.

For instance, in organizations where there is no anonymous reporting system, individuals may fear retaliation, leading to unreported incidents. This lack of accountability can create a sense of insecurity and perpetuate unacceptable behaviors. Establishing thorough, well-communicated policies and ensuring their consistent enforcement is critical to fostering a safe and respectful work environment.

Underrepresentation in Leadership

Another systemic concern is the limited representation of diverse voices at leadership levels. When leadership teams lack diversity in terms of gender, race, or other factors, decision-making processes may unintentionally ignore the needs and experiences of underrepresented groups.

Women and minorities might find themselves excluded from discussions about policies affecting them, reinforcing feelings of exclusion. By implementing mentorship programs and equitable hiring practices, organizations can begin to address this imbalance and promote a culture of inclusivity.

Pressure to Meet Targets Over Wellbeing

Workplaces that prioritize results above employee wellbeing can inadvertently contribute to a toxic culture. Environments driven by high-pressure targets may leave employees overworked and vulnerable to burnout, with little support when they voice concerns.

This stress can become ground for harassment and mistreatment, as individuals may not feel empowered to speak out. Balancing performance expectations with respect and care for employee health is essential to build a sustainable and supportive workplace.

Tolerance of High Performers’ Misconduct

Lastly, organizations that overlook the misconduct of high-performing employees in favor of maintaining productivity metrics foster a dangerous precedent. For instance, a star salesperson who consistently meets targets but shows disrespectful behavior toward colleagues may be tolerated simply because of their results.

Such actions send a clear message that performance is valued over integrity, potentially alienating other team members. To combat this, organizations must emphasize that ethical behavior is non-negotiable, aligning reward systems with both results and respectful conduct.

The Role of Leadership

Failure to Lead by Example

Leaders who do not model respectful behavior set a poor standard for their teams. For instance, a manager who openly criticizes employees in front of others or dismisses their input creates an environment where such behavior may be normalized. Team members look to their leaders for guidance, and when respect is absent from the top, it becomes significantly harder to cultivate a culture of professionalism and collaboration.

Avoidance of Accountability

Leaders who ignore or downplay workplace issues to avoid potential reputational damage only exacerbate the problem. An example might involve dismissing complaints of harassment as “misunderstandings” or discouraging individuals from formally reporting misconduct.

This avoidance sends a damaging message that preserving the organization’s image is more important than the well-being of its employees, eroding confidence in leadership and deterring others from speaking up in the future.

Power Imbalances

Hierarchical differences can sometimes enable exploitative or abusive behavior if left unchecked. For example, a senior executive leveraging their position to intimidate or coerce others is a clear abuse of power. When leaders fail to address these dynamics or, worse, participate in them, they create an environment of fear and inequality, making it difficult for employees to feel safe or supported.

Lack of Training

Insufficient education on harassment prevention and proper conflict resolution for managers and supervisors often leaves leaders ill-equipped to handle sensitive issues. Without adequate training, even well-meaning leaders may fail to recognize subtle signs of misconduct or respond inappropriately, further alienating those affected. Providing consistent, thorough training equips leaders with the tools they need to foster a respectful, inclusive workplace and ensures they are prepared to address issues promptly and effectively.

By acknowledging the ways workplace culture can perpetuate harassment, leaders and organizations have the opportunity to redefine norms, implement meaningful safeguards, and prioritize the well-being of all employees. It requires a collective effort, transparency, and a commitment to continuous improvement.

Tamara N Holder is a firm, stalwart sexual harassment lawyer and advocate for safe, healthy work environments for everyone regardless of race, religion, or gender identity. She understands the complexities of sexual harassment cases and works tirelessly to hold perpetrators accountable and help victims find justice. Together, we can build environments where every individual feels safe, valued, and empowered to thrive.