How Managers Can Handle Harassment in the Workplace, According to Therapists

7 tips for how to handle workplace harassment as a manager.

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Inappropriate conduct, from ridicule to sexual harassment, unfortunately, still exists in the world. When it occurs in a work environment, a team member may file a harassment complaint, which may then be followed by an investigation. Allegations are often shared with supervisors, who then face the question of how to handle harassment in the workplace as a manager. 

While it can be a challenging experience, a manager can provide tremendous support to individuals who report harassing behavior. “Workplace harassment, bullying, and discrimination thrive in silence — but they can be stopped through awareness, empathy, and consistent action,” says Charlie Health Group Facilitator Bree Williams, LPCA. “Managers must lead with integrity, advocate for fairness, and foster a culture where all employees feel respected and safe to speak up.”

Below is everything you need to know about the different types of workplace harassment and how to support your employees through this experience.

What is workplace harassment? 

According to Williams, “Workplace harassment is any unwelcome behavior — verbal, physical, or psychological — that creates a hostile, intimidating, or offensive work environment.” Employees at all levels might engage in workplace harassment — or experience it — but it can also come from clients and customers. It can occur via email, text, online, or in person, says Charlie Health Group Facilitator Nicole Lonano, MS.

Workplace harassment can encompass a wide range of harmful behaviors. According to Williams, workplace harassment examples include:

• Making offensive jokes, slurs, or comments about someone’s identity — such as race, gender, sexuality, or religion
• Displaying inappropriate images or sending unwanted messages
• Making repeated unwanted advances or physical contact
• Spreading rumors, gossip, or false information to damage someone’s reputation

What is bullying? 

Then there’s bullying, which occurs when someone’s behavior is meant to “intimidate, embarrass, or undermine” someone else, says Charlie Health Contemplative  Practitioner Tairesha “Sunflower” Flemister, LMSW. These words or actions are often repetitive. 

Bullying in the workplace

Bullying in the workplace creates a hostile environment and can look like a range of things. According to Williams, workplace bullying can include: 

• Constant criticism or micromanagement without justification
• Excluding someone from meetings or decision-making
• Publicly humiliating or mocking an employee
• Setting unrealistic expectations or sabotaging someone’s work
• Using power or seniority to control or intimidate others

Flemister cautions that some managers might conflate bullying with “tough management,” but that a leader should be able to run a team through accountability, not by engaging in or allowing bullying.  

What is workplace discrimination?

While workplace discrimination might occur alongside harassment or bullying, it specifically refers to unfair treatment based on a protected characteristic, says Lonano. A person could lose out on opportunities or face discrimination either as an applicant or an employee. The United States Equal Employment Opportunity Commission outlines all protected characteristics:

• Race
• Color
• Religion
• Sex (including pregnancy, sexual orientation, or transgender status)
• National origin
• Age (40 or older)
• Disability 
• Genetic information

Employment discrimination

Employment discrimination can manifest in a myriad of ways. According to Flemister, employee discrimination can include:

• Paying employees differently for the same work
• Passing someone over for promotion due to personal bias
• Making inappropriate jokes or comments about a person’s identity
• Creating policies that disadvantage a specific group

It’s critical for managers to model inclusivity, says Flemister. This means not only giving equal opportunities to everyone, but also ensuring that the practice is followed by all. Knowing your legal rights as an employee can help you understand when you’re facing discrimination. It can also give you insight into workplace retaliation, when your employer punishes you for exercising your legal rights. 

In some cases, you might even choose to file a hostile work environment lawsuit after experiencing harassment in the workplace. 

How to handle harassment in the workplace as a manager

Then there’s the manager’s role in helping their subordinates deal with workplace harassment. While we’ve touched on some examples, there are so many ways a manager can handle harassment in the workplace. As Flemister puts it, “Leaders who act with integrity — listening without judgment, holding people accountable, and centering fairness — create environments where everyone can thrive.” 

Below, we break down some things to keep in mind as a manager dealing with harassment claims.

1. Listen and validate

The first time a person reports workplace harassment sets a tone. As a manager, you might be the first person they speak to, and you must listen openly without judgment. Williams stresses not to minimize or question what they experienced and to thank them for sharing it with you. 

2. Document everything

You need to document every little thing. This includes behaviors, dates, times, and witnesses, says Flemister. If an employee verbally reports harassment to you, then their full statement should be laid out clearly. 

3. Follow company protocol 

Every company should have a protocol to follow if someone reports harassment to their manager. You are responsible for following these steps exactly to make sure everything is reported correctly and through the correct channels. “It is essential to adhere to company policies and report concerns through the designated human resources or compliance channels,” says Charlie Health Licensed Creative Arts Therapist Courtney Way, MA, LCAT.

4. Ensure the reporting individual stays confidential

Two of the key things here are acting promptly and privately, says Flemister. The individual alone should decide whether or not they want to tell other members of your team. A manager must do everything they can to maintain the individual’s anonymity, rather than turning the situation into office gossip. 

5. Create a safe environment

As a manager, you have a say in shaping workplace culture. While higher-ups might have greater control, keep your role in mind before, during, and after incidents of harassment. “A healthy workplace culture begins with leadership modeling respect and a zero-tolerance approach to harassment,” says Way. “Regular training, open communication, and consistent enforcement of policies create an environment where all employees feel valued and protected.” 

6. Lean on the experts

You should not take it upon yourself to solve harassment as just one person in the company. Lean on human resources and health professionals who have expertise in “workplace dynamics” for guidance and support, says Williams. 

7. Consider therapeutic support 

Reporting harassment can be an overwhelming experience for the individual and you as the manager. On their front, Williams says to encourage them to seek mental health support, either through the company or externally. Encourage the person to access counseling through an Employee Assistance Program (EAP) or external therapy for emotional support. 

You might also want to seek similar support for navigating and coping with this experience. 

How Charlie Health can help

Charlie Health can provide individuals with support and care as they navigate a workplace harassment experience, whether it happened to you or to a subordinate. Certified mental health professionals are available through the virtual Intensive Outpatient Program (IOP) to talk through worries with you, like a fear of termination or providing support for your employee throughout an investigation. They can also help you find coping techniques for any mental health condition that occurs or flares up as a result of the experience. Learn more about the IOP here.