 Recently, there has been a trend of “petty slight” comments made by employees that are offensive in nature. According to the Merriam-Webster dictionary website, slighting can take on several forms. Someone may be neglectful, either involuntarily or voluntarily, by not paying proper attention to a duty or task that merits that person’s attention. Most importantly, this can extend to workplace interaction with colleagues, affect patient care, and impact our ability to become a High Reliable Organization (HRO).
Also, a person that is acting hastily or carelessly may end up overlooking being courteous. Additionally, some colleagues may be forgetful of workplace courtesy without malice, but others may intentionally not remember to be polite or considerate, which is what is usually thought of as slighting.
Petty slights, according to the U.S. Equal Employment Opportunity Commission (EEOC), are not considered grounds for workplace harassment. For workplace harassment to take place, the ill conduct must result in a work environment that reasonable people would find hostile or offensive. This kind of conduct can include physical threats or attacks, insults, name-calling, epithets and slurs, jokes that are offensive, displaying offensive imagery or objects, or interfering with an employee’s performance at the workplace.
When it comes to determining if workplace harassment has taken place, the EEOC will examine the nature of the alleged offensive conduct and the context surrounding the incident. The difference between petty slights and discriminatory behavior is that slighting a person is often very brief and is usually neglect of manners or courtesy without involving an open insult of a person’s race, gender, disability, or sexual orientation. Still, the EEOC does encourage employees, if they believe they have been the victims of discrimination, to report it to their superiors.
As leaders, if you hear any slighted comments made by an employee, you have a responsibility to intervene and engage. If the slights become unchecked, they could lead to harassment, or a hostile work environment claim made against the agency. Therefore, we have a responsibility to be cognizant of our actions and comments.
“Kind words can be short and easy to speak, but their impact can last forever.” - Mother Teresa
Thank you Timothy Eckwood, Tennessee Valley Health Care System EEO PM for submitting this month's HPP Fact of the Month!
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