Discrimination Harassment In The Workplace

Discrimination harassment in the workplace frequently arrives on a manager’s desk described as bullying, because that is the word people know. Three differences change what happens next.

Repetition. Bullying requires repeated behaviour. Harassment tied to a protected attribute does not. A single incident can be enough, so waiting to establish a pattern is the wrong instinct and costs time.

Reasonable management action. This can answer a bullying allegation. It has no application where the conduct is attribute-based.

The pathways. Different bodies, different remedies, different time limits.

So the first question on any complaint is not how serious it is, but why this person. If the answer touches an attribute, treat it as the more demanding of the two from the outset.

The Australian Human Rights Commission and the Fair Work Ombudsman cover the pathways. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s bullying course for managers and EEO training course.