With over 22% of workers reporting mental health harm and harassment, the findings from the APA's 2023 survey urge us to confront a critical issue in workplace culture. According to the American Psychological Association's (APA) 2023 Work in America Survey, a staggering 22% of workers reported experiencing harm to their mental health at work. This figure is paralleled by another alarming statistic: 22% of employees experienced harassment in the past year, a significant rise from 14% in 2022. These numbers reflect a pressing need for organizations to proactively address toxic behaviours, as early identification and intervention are crucial for maintaining employee well-being and a healthy and profitable workplace.
To assist in this vital endeavour, we are sharing a free diagnostic tool designed to help organizations assess their current workplace climate. This tool serves as a starting point to identify where your workplace currently sits regarding toxic behaviours.
The Pyramid of Harm: A Framework for Understanding Workplace Issues
The Pyramid of Harm is a helpful concept in addressing workplace toxicity, which visually represents the escalating levels of harmful behaviour that can manifest in any organization. This model emphasizes the importance of recognizing and addressing issues at their roots before they escalate into more severe consequences.
The Pyramid consists of five levels, ranging from attitudes and beliefs, as well as microaggressions, at the base, to severe forms of violence at the apex. By understanding this progression, organizations can focus on early intervention, preventing minor issues from escalating into significant harm.
As you reflect on the different stages of escalation, it's crucial to emphasize the importance of fostering understanding at every level. This understanding is essential for determining intent, broadening perspectives, and approaching conversations with mutual empathy and a desire for personal growth.
We will explore each level of the Pyramid of Harm to gain a greater understanding of what each stage encompasses. Throughout this process, we will provide practical recommendations for addressing issues at every level to prevent further escalation. At each stage, we emphasize the necessity of open communication and ongoing dialogue between parties. The approach to conversation may vary at different levels to ensure the safety of all participants.
Individuals need to have the opportunity to change their behaviours as early as possible. Early detection, open communication, training, and coaching are critical to ensuring people possess both personal awareness and are afforded the opportunity to make changes. Unfortunately, without being made aware of the impact in these early stages, individuals may unintentionally slide into the next stage of harm without ill or malicious intent, at times without conscious awareness on their part.
For further information on addressing harassment and bullying in your workplace, we recommend reading Time's Up! Navigating Harassment in the Era of Work-Life Blur
Attitudes and Beliefs
Harmful attitudes and beliefs are the foundation of a toxic workplace. These deeply ingrained prejudices can influence interactions, decision-making, and policy development.
Common examples include:
Fear of others: Assuming certain groups are inherently untrustworthy or incompetent.
Beliefs of superiority: Viewing one's own group or identity as inherently better than others.
Racism: Prejudices against racial or ethnic groups.
Sexism: Discrimination based on gender or gender identity.
Ableism: Bias against individuals with disabilities.
Ageism: Prejudices against older or younger workers.
Unconscious biases: Automatic, unintentional stereotypes that affect judgment.
To address these attitudes:
Allow staff to share and gain an understanding of where, how, and why certain attitudes and beliefs they hold have formed.
Create opportunities for parties to share the impacts of these attitudes and beliefs when issues occur.
Encourage self-reflection and empathy.
Foster open discussions about biases.
Microaggressions
Microaggressions are subtle, often unintentional actions that can be damaging:
Exclusions: Leaving certain individuals or groups out of meetings, projects, or social events.
Derogatory jokes: Humor that belittles or demeans.
Conscious biases: Intentional stereotypes or prejudices.
Social avoidance: Purposely avoiding certain individuals or groups.
Property damage: Vandalizing or destroying others' property.
To address microaggressions:
Create opportunities for staff to approach one another directly with concerns.
Establish clear expectations for respectful behaviour, including staff in the process.
Encourage reporting of incidents, first, directly to the individual and then escalate if shifts in behaviour do not occur.
Provide training on recognizing microaggressions.
Foster inclusivity in meetings, projects, and social events.
Verbal Expressions
Verbal expressions can be done in private, public, or through the use of technology.
Examples of these include:
Slurs: Using derogatory language or epithets.
Violent language: Threats or intimidation.
Bullying: Repeated, intentional harm or intimidation.
Harassment: Unwelcome, persistent behaviour.
Derogatory language: Insults or put-downs.
Ridicule: Mocking or belittling.
To address verbal expressions:
Develop and implement policies to address.
Implement reporting mechanisms.
Provide training on respectful communication.
Help accused parties gain awareness as to the impacts of their words and actions.
Physical Expressions
Physical expressions of harm are severe and meant to cause injury:
Physical assault: Physical contact intended to harm.
Sexual assault: Unwelcome, non-consensual contact.
To address physical expressions:
Develop emergency response plans.
Provide support for victims/accusers, ensuring everyone feels safe at work.
Conduct thorough investigations through the use of an impartial third party.
Implement disciplinary actions.
Depending on the incident, create opportunities for the accused to get help from professionals and make amends.
Homicide/Murder
The most catastrophic consequence, resulting in the loss of life.
To prevent homicide/murder:
Identify and address warning signs (e.g., escalating violence).
Develop threat assessment protocols.
Collaborate with law enforcement.
Prioritize employee safety.
By understanding these levels and taking proactive measures, managers can prevent the escalation of harm and create a safer, more inclusive workplace.
The Financial, Health, and Productivity Consequences of Neglect
Neglecting toxic and harmful workplace issues is not just a moral failing; it has tangible consequences.
Financial Impact: Organizations that fail to address harassment and discrimination can face significant costs related to lawsuits, settlements, and decreased productivity. The average cost to defend a harassment lawsuit is $250,000; the average jury award is $600,000, and; the average annual hidden cost of harassment is between $300 and $1,000 per employee (Legal Risk Management).
Health Impact: The consequences extend to employee health, with unaddressed toxic behaviours leading to increased stress, anxiety, and depression. According to the World Health Organization, globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity.
Productivity Impact: Neglecting a toxic work culture can result in decreased morale, absenteeism, and high turnover rates. Studies indicate that companies with poor organizational climates often experience higher turnover rates—up to 48% in some cases, highlighting the profound impact of neglecting employee well-being.
Strategies for Prevention and Early Intervention
To combat these harmful behaviours effectively, organizations must implement proactive measures. Here are some key strategies to consider:
Communication as a Pillar
To address behaviours effectively, individuals must be made aware of specific issues and given the opportunity to make meaningful changes. By equipping teams with the confidence and skills to engage in challenging conversations, members can approach one another with their concerns, fostering understanding and collaboration.
Education and Training
Regular workshops focused on personal development, soft-skills acquisition and conflict resolution can help address underlying attitudes and biases that contribute to workplace toxicity. Such training not only raises awareness but also fosters an inclusive culture.
Zero-Tolerance Policy
Establishing clear policies regarding microaggressions and verbal expressions is essential. A well-communicated policy can deter harmful behaviours and set the standard for acceptable conduct.
Reporting Mechanisms
Implementing confidential reporting systems allows employees to report incidents without fear of retaliation. This transparency is crucial for identifying issues before they escalate. Within this system, it is important to remember that the first person to say something is often believed, but they are not always sharing the full story. It is vital to approach the accused individual without biases or assumptions, as you look to gain a better understanding of what occurred before holding the individual(s) accountable.
Accountability
It is important to hold individuals accountable for their actions in a reasonable, ethical and just manner. When individuals see that harmful behaviours have consequences, they are less likely to engage in such conduct. These consequences must focus on the growth, development and amends necessary for the individual. Retaliative or unbalanced, biased punishments will cause further division between the accused and accuser, instead of building an environment for desired behaviours to occur.
Empathy and Support
Cultivating an environment where individuals feel comfortable sharing their concerns is essential. By fostering a culture of empathy, organizations can create safe spaces for employees to voice their experiences and concerns in a productive manner.
The Importance of Not Excusing Harmful Behavior
Behaviour shifts are only impactful when adopted and demonstrated by those within the organization who hold power. It’s crucial to recognize that personal experiences or past traumas do not justify or minimize the harm inflicted on others. Excusing behaviour by saying "It happened to me" or "It's just a joke" only perpetuates harm. Instead, it is important for all employees, including those in leadership positions, to take accountability for what they do, say, and allow. Accountability at every level is the only way to create lasting and meaningful change.
Culture does not change because we desire to change it. Culture changes when the organization is transformed - the culture reflects the realities of people working together every day. - Frances Hesselbein
In light of the concerning statistics from the APA's 2023 survey, it is clear that workplace toxicity must be addressed with urgency. The Pyramid of Harm serves as a valuable framework for understanding the escalating nature of these issues, while proactive strategies can help prevent harm before it occurs.
By investing in education, teaching employees how to have challenging conversations, establishing clear policies, creating effective reporting mechanisms, ensuring accountability, and promoting empathy, organizations can protect their most valuable asset: their employees. The benefits of such efforts extend beyond individual well-being to enhance organizational productivity, morale, and ultimately, the bottom line.
If you haven’t already, access our FREE Toxic Workplace Diagnostic Tool - Click HERE
Take the first step toward a healthier workplace by utilizing our diagnostic tool and making a commitment to positive change. Together, we can build a work environment that is supportive, inclusive, and thriving.
Is your workplace at risk? Contact us for a comprehensive Workplace Assessment to identify areas of concern. If your workplace has undergone investigations due to toxic behaviours, our Workplace Restoration services help teams navigate rebuilding a healthy workplace culture.
Don't wait until it's too late. Take proactive steps to prevent harm and create a safe, engaged work environment.