|
|
Greetings, VA Nation!
In this issue of the Monthly Harassment Prevention Bulletin, you will find:
- a new Harassment Prevention video, featuring commentary from VA leaders
- Part One of a multi-part series we will bring you on Subtle Workplace Harassment
Please continue to share this bulletin with your colleagues. Together, we can prevent harassment at the VA!
|
|
Harassment Prevention at VA: It's on Me (and You) |
|
|
Subtle Workplace Harassment - Part One
|
|
|
Some examples of workplace harassment are so clear that there’s no question in anyone’s mind that harassment is taking place. Demanding a massage from an employee in a breakroom, for example, is one.
However, many people are genuinely surprised that other, more subtle forms of harassment also qualify.
Harassment doesn’t have to include harsh words or gestures exchanged directly. More insidious forms of harassment can include things like pinning offensive images up in a cubicle or consistently getting too physically close to a colleague.
The official, legal definition of harassment varies by state and sometimes by context. Regardless of legality or subtlety, harassment is a serious threat to VA. It corrodes the culture by creating an unwelcoming work environment. It brings plenty of other ill-effects, including lost productivity, high turnover and increased legal risk.
Keep even the most subtle types of workplace harassment on your radar.
|
|
|
This month we are taking a closer look at Harassing Management Tactics.
One common way managers and supervisors harass employees is through subtle retaliation, including harsh management tactics.
These may include consistently overloading certain employees with work or being too extreme with criticism or discipline.
These harsh tactics provide an easy way to disguise ill will toward an employee or group of employees. Offenders can play the behavior off as strictly work-related. Offending managers may curse, scream, hurl insults and attempt to humiliate employees for their perceived mistakes.
However, even when disruptive behavior is non-retaliatory and non-discriminatory, it’s still terrible for any workplace.
|
|
During FY22, the Office of Resolution Management, Diversity and Inclusion (ORMDI) will host monthly virtual learning events titled, "Overview of the Harassment Prevention Program (HPP)."
Classes are scheduled for the first Wednesday of each month from 11:30 a.m. to 12:30 p.m. EST and 2:00 to 3:00 p.m. EST. All employees and supervisors are welcome. Search for course item number 4563938, and choose a date and time to register.
Please contact Ronald McCullough with any questions.
|
|
|
Contact Us
Report harassing conduct to your immediate supervisor (or second-line supervisor if the first-line supervisor is the alleged harasser); your facility's Harassment Prevention Coordinator (HPC); or the ORMDI HPP office at
1-888-56-NEW VA (1-888-566-3982) | Option # 3
|
|
Office of Resolution Management Diversity & Inclusion (ORMDI)
1575 I Street NW Washington DC 20005
202-461-4064 / www.va.gov/ormdi
|
|
|
|
