Earlier this year a federal jury awarded a security guard $5.5 million in damages based on its finding that the company’s vice president of operations violated federal law by sexually harassing a female employee. 

Months of unwanted sexual comments, and advances, including an incident where the harasser exposed himself, and threats of physical violence were reported by the female security guard to the company’s field support manager as well as the owner/CEO. The result – reassignment of the guard to a new job site and a reduction in hours the company knew were unworkable. The impact – a hostile work environment based on sex, retaliation and a constructive termination.  

State and federal laws mandate that employers create a workplace free from harassing conduct. Despite these mandates such conduct continues to negatively impact workplaces of all sizes. Training efforts and strict “zero tolerance” policies do make a difference. But it is the day-to-day interactions with our co-workers, and our unwillingness to accept anything less than a civil and professional work environment, that will effectively stop a downward trajectory of an otherwise positive workplace culture.  

Below are some important reminders when it comes to creating and maintaining a workplace free from abusive or harassing conduct.  

Ethics: Ethics in the workplace is more than simply being honest with your coworkers. The concept of ethics in the workplace is broad, encompassing the notion of fair play, equality and providing the support necessary to accomplish the task(s) at hand.  

Civility: Disagreeing with co-workers on how to accomplish a specific task or harboring a strong dislike for a co-worker is never an excuse for incivility or abusive behavior. Finding yourself unable to engage in a job-related discussion professionally and calmly is a good indicator that distance or assistance is needed.  

Strength: Finding yourself on the receiving end of abusive behavior or unprofessional conduct can be shocking and momentarily debilitating. Finding that inner strength – in the moment or afterwards – to calmly respond (e.g., “That behavior is inappropriate.”), disengage (e.g., “Let’s talk about this when things have cooled down.”), or to report the behavior if it continues, is important.  

Action: Beyond the obligations of an employee there are three additional responsibilities every workplace leader should consider: 

• The responsibility not to abuse your position when interacting with subordinates. 

• The responsibility to serve as an ethical / professional role model. 

• The responsibility to promote an ethical / professional work environment.  

Abusive and harassing conduct can only exist in environments and cultures that allow it. Ending workplace harassment and abusive conduct begins with ethics and civility carried forward by inner strength and action.