A study conducted by the Portuguese Laboratory for Healthy Work Environments (Labpats), set to be presented on October 14 at the Lusófona University of Lisbon, has identified an escalating trend in workplace harassment cases. The findings reveal an increase in average percentage from 16.5% in 2021/22, to 20% in 2023, and reaching 27.7% in 2024.
Psychologist Tânia Gaspar, the study’s coordinator, highlighted that data varies between 15% to 36% depending on the companies, and expressed concerns that increased awareness might lead individuals to pay more attention to such issues.
Gaspar emphasized that earlier generations might not have recognized certain behaviors as problematic, considering them as the norm. Harassment isn’t limited to sexual harassment; more subtle forms include ostracizing employees, she illustrated.
The connection between workplace harassment and employees’ mental health was also noted. Gaspar mentioned, “When comparing victims of harassment to those who are not, in terms of mental health, we see victims having poorer mental health, creating a vicious cycle.”
She further stated that the rise in ‘burnout’ cases is frequently associated with harassment: “In clinical cases of ‘burnout’, harassment often emerges as a cause. Individuals might experience anxiety symptoms on Sunday nights at the thought of facing the person responsible for their distress.”
Labpats data indicates a decrease in those without ‘burnout’ symptoms. Conversely, figures for individuals exhibiting one symptom rose from 12.9% in 2021/22 to 14.8% in 2023 and 17.8% in 2024. An upward trend is also seen in those displaying two symptoms, with rates at 16.2%, 13.6%, and 28.5% respectively. Meanwhile, there is a decline in those with three symptoms, at 50.5%, 45.5%, and 38.7% over the same period.
Gaspar noted a shift from depressive symptoms to increased irritability, anxiety, and exhaustion, attributing this to a more aggressive and hostile societal climate.
“This hostile, aggressive, and intolerant environment correlates with both ‘burnout’ and workplace harassment. Managers and colleagues are increasingly irritable, impatient, and intolerant, lowering the boundaries and filters in interpersonal interactions,” she stated.
Gaspar pointed out that workplaces mirror societal dynamics. She remarked on political examples and the resurgence of intolerance towards women, which impacts organizational atmospheres and workplace relationships.
She stressed the lack of clear protocols for employees experiencing harassment: “People are unaware of what actions to take or whom to approach, coupled with a lack of trust due to opaqueness.” Gaspar emphasized the difficulty in proving cases in courts, where it’s often one person’s word against the leadership.
She proposed businesses introduce external arbitration bodies seen as trustworthy, emphasizing the importance of perceived neutrality.
“From the outset, organizations should explicitly convey that harassment is unacceptable, setting a clear initial stance,” she affirmed.
Gaspar advocated for improved communication across organizational hierarchies. She observed that isolation in communication often hampers a victim’s ability to report harassment effectively.
In addition to seamless communication, Gaspar recommends clear organizational policies against harassment and underscores the need for leadership support.
“Often, inappropriate behaviors stem from leaders’ own stress and pressure. They might inadvertently direct their frustrations towards the team, yet they themselves may also need support,” she explained.
The Labpats focuses on studying professional health and well-being within organizations, aiding in the formulation of policies that promote healthy, sustainable development for individuals and businesses alike.
