Forms of harassment

Harassment can take particular forms. Where it is linked to a “protected characteristic” (race, religion, gender, age, sexual orientation, disability, marriage or civil partnership, or gender reassignment), it may be unlawful discrimination (see Chapter 2).

It is important to recognise different forms of harassment so that they can be tackled appropriately. The CWU reps’ guide, How to deal with harassment, provides a non-exhaustive list:

Sexual harassment

• unwelcome sexual advances, propositions and demands for sexual favours;

• unwanted or derogatory comments about dress or appearance;

• leering and suggestive gestures;

• display of offensive material, pornographic pictures or page-three-type pin-ups or calendars (including in electronic forms such as computer screensavers); and

• physical contact, ranging from invasion of personal space and unnecessary touching through to sexual assault and rape.

Racial harassment

• refusal to work with someone or deliberate isolation of them because of their race, colour, nationality or ethnic origin;

• display of racially offensive material, including graffiti;

• racist jokes, banter, insinuations, insults and taunts;

• unfair work allocation; and

• physical attacks on individuals because of their race, colour, nationality or ethnic origin.

Harassment of workers with disabilities

• intimate questions about an individual’s disability;

• name-calling, jokes, taunts and use of offensive language;

• assumption that a physical disability means that the individual has a mental disability;

• assumption that a mental disability means that the individual lacks intelligence;

• speaking to colleagues rather than the person with the disability; and

• exclusion from workplace and social activities.

Religious harassment

• mocking or derision of people’s religious beliefs;

• unwanted comments on dress; and

• making it unnecessarily difficult for people to conform to their religious beliefs.

Harassment of lesbians and gay men

• unwelcome comments or jokes;

• stereotypical assumptions, e.g. that all gay men are HIV-positive;

• intimate questioning about an individual’s personal or sexual life;

• assumption that everyone is heterosexual; and

• physical abuse or intimidation.

Harassment on grounds of age

People may be harassed on the grounds of their age (young or old); this could take the form of pressure to retire, isolation of workers, exaggerating and broadcasting mistakes, or assumptions or derogatory remarks about their ability or competence.

Harassment of transgender workers

As regards harassment relating to transgender, research has indicated that transitioning at work is the situation most likely to result in discrimination.