What is a toxic workplace?
Toxicity in the workplace occurs when the words and actions of an employee, whether a manager, supervisor or colleague, has an impact on another employee’s ability to work effectively. Any employee can be responsible for creating an issue, and it’s something that affects different people in different ways.
Firstly, how do we define a toxic workplace?
Defining toxicity at work
Toxicity in the workplace is defined by the UK Government as workplace bullying and harassment. More specifically, it is described as behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010 and so adds importance to your role as an employer to understand, spot and deal with the issue effectively.
What behaviours can be considered bullying, harassment or discrimination?
Examples of toxicity in the workplace might include:
- unfair treatment of an employee;
- singling out and/or the regular undermining of a particular employee;
- malicious rumours being spread about an employee;
- denying an employee a promotion or training opportunities.
How to spot the signs of a toxic workplace
Examples of workplace toxicity might occur in writing, over the phone, or face to face, and it can occur in the workplace, outside of work or at social events. It could manifest as imagery, graffiti, gestures, jokes or unwanted physical behaviour either regularly or as a one-off. It is not always noticed by other people, and it’s important to know that everyone’s experience can be different. Your personal tolerance may be different to another employee, so it may be easier or harder for someone else to feel:
- disrespected,
- frightened,
- humiliated,
- made fun of,
- offended,
- threatened.
It’s important to remain sensitive and perceptive to any potential issue of workplace bullying, intimidation or offensive behaviour at all times.
Workplace bullying, harassment and discrimination in UK Law
Bullying in itself is not against the law, but when it’s harassment or discrimination, it’s a crime. It’s therefore important to not only be aware of bullying in the workplace, but also to have keen sensitivity and awareness to its nature.
Toxic workplace behaviour becomes harassment when:
- an employee’s dignity is violated;
- a hostile environment is created for an employee.
The law on harassment also applies when:
- an employee is thought to have a certain ‘protected characteristic’ when they do not;
- an employee is harassed because they’re linked to someone with a certain ‘protected characteristic’;
- an employee is upset by witnessing harassment.
Toxicity in the workplace — defining discrimination by ‘protected characteristics’
In UK Law, discrimination is when someone is treated unfairly because of any of the following protected characteristics:
- pregnancy and maternity issues,
- race,
- gender reassignment,
- sexual orientation,
- marriage and civil partnerships,
- religions or beliefs upheld by employees,
- age,
- sex,
- disabilities.
As an example, if someone is turned down for a job, training or promotion because of their race or religion, it’s likely to be considered discrimination, except in very rare situations.
Find out more about workplace discrimination and protected characteristics at Acas.
What to do as a manager when you recognise a toxic workplace
Employers and managers in particular should do everything possible to create a culture where bullying, harassment and discrimination are prevented and stopped. Often, potential issues can be resolved quickly, efficiently and relatively painlessly for all parties with careful attention from the very start.
Toxicity in the workplace and employer’s ‘vicarious liability’
Employees are responsible for their own actions, but as an employer, you too can be held responsible and accountable for issues of bullying, harassment and disclination in your workplace. This is called vicarious liability.
Regarding your attempts to maintain a positive workplace culture, your duty of care as an employer extends to:
- all of your employees and workers;
- any contractors and self-employed people hired to work on the company’s behalf;
- anyone applying for a job at your organisation;
- employee well-being.
Toxicity in the workplace — be educated
Learn how to improve equality, diversity and inclusivity in your workplace here. An employer that takes positive steps to address workplace toxicity issues can mean happier, more productive and healthier staff. It can also help to attract a better calibre of personnel and reduce the possibility of legal issues.
Take workplace bullying, harassment and discrimination seriously
Look into complaints and listen carefully to your employees. If you don’t, formal grievances might follow and this can be upsetting, time-consuming and expensive. Taking a proactive approach can have many benefits, including:
- discouraging, preventing and stopping poor behaviour;
- showing that you want to have a fair workplace;
- giving staff the confidence to come forward again in the future;
- preventing costly, upsetting and time-consuming legal action.
To find out how to look more deeply and professionally into a complaint of bullying, harassment or discrimination, follow this link to Acas.
Acas helpline — Get support to address workplace toxicity
If you think you may have a problem of toxicity at work, workplace bullying, harassment or discrimination, and you want someone to talk to, you can call the Acas helpline.
Acas work with millions of employers and employees every year to improve workplace relationships. Acas are an independent public body that receives funding from the UK Government. Acas provide free and impartial advice on:
- employment rights across the board;
- best practices and policies in the workplace;
- resolving workplace conflict in the best ways,
Acas help to resolve workplace disputes between employers and employees. As an employer, you can discuss your options, and you don’t need to share any personal details whatsoever. Acas can’t give opinions or legal advice, but provide support and information.
Acas Helpline 0300 123 1100
