All forms of hostility are becoming more of a problem in the workplace. Harassment, especially sexual harassment is growing at an exponential rate and employers do not want to hear about it. It is so prevalent in some of our organizations across Canada, that there are those who go to work every day in fear. There is a resultant loss in people productivity. There is poor morale and the problem escalates until the employer is finally subjected to a major and costly investigation into her/his organization.

Given the rapidly changing demographics in the workplace, schools and government, the problem of workplace hostility/harassment has become and is pervasive.

Given this new social atmosphere in the workplace, we must presume that there are those persons of both sexes who cannot or will not adapt. Proof of that is in a more visible problem, the problems of both sexual and racial discrimination, serious and often violent forms of harassment. Let no one mistake the fact that sexual and racial harassment are forms of discrimination under the law.

Managers/supervisors must be prepared to supervise this new mosaic of people and be prepared to confront racial discrimination and sexual discrimination, both practiced in the form of harassment. Let us try now to correct the misunderstandings, the definition, the consequences, the liability and the seriousness of this tragedy, this hostility in the workplace.

For the Victim, the dilemma of sexual harassment or any form of hostility in the workplace produces fear, poor office morale, an inability to function as expected, psychological problems and worst of all, a feeling of isolation. Questions that arise are difficult to answer. These questions must and will be asked if there is an investigation. Victims have to be prepared. Victims can learn how to manage harassment in the workplace by following preventative strategies in this booklet.