WhaL ls harassmenL aL Lhe workplace?

Harassment (also described as `bullying and `mobbing) can be described in general terms as aggressive or
hostile interaction at the workplace. It is one of the most extreme psychosocial strains that can occur in the
work environment. According to Leymann (1993), bullying is a form of communication burdened with
conflict at the workplace. It can happen between colleagues of the same rank as well as between supervisor
and supervised person. One person is considered to be inferior and is attacked directly or subtly by one or
several others in a systematic way and often over a considerable period of time with the objective of
excluding them or discriminating against them on the job. The harassed person experiences the aggression
as discrimination or exclusion.
The European Agency uses the following definition of harassment (EU-OSHA, 2002): `Workplace harassment
is repeated, unreasonable behavior directed towards an employee, or group of employees that creates a risk
to health and safety. Within this definition:
- `unreasonable behavior means behavior that a reasonable person, having regard to all the
circumstances, would expect to victimise, humiliate, undermine or threaten;
- `behavior includes actions of individuals or a group. A system of work may be used as a means of
victimising, humiliating, undermining or threatening;
- `risk to health and safety includes risk to the mental or physical health of the employee.
Harassment often involves a misuse or abuse of power where the targets can experience difficulties in
defending themselves.
8easons for harassmenL
Most commonly harassment arises from an unsolved or badly managed conflict at work. Deeper reasons can
lie in environmental circumstances on the job, stress, tight deadlines, a tight labour market, poor
communication or poor managerial skills. These factors can turn an argument about business matters into a
personal struggle. The conflict will be displaced on to the victim, who will be attacked and forced into the
position of outsider.

A German survey on bullying estimated that the social sector, including geriatric and family nurses, was the
sector with the highest risk of harassment. The risk to health care workers is also above average.

These results correlate with the fact that stress and heavy workloads are typical for working in the health
care sector. Further factors are frustration from the feeling of not being respected (especially in very
hierarchical environments) or from an imbalance between workload and payment (caused by cost reduction
measures in health care sector: lay-off of personnel, reduction of salaries).

Despite common stereotypes victims of bullying do not appear to have a `typical personality. But generally
speaking, a high social competence and good conflict-solving abilities help to break through or to stop
the harassment process in an early stage.
What are the symptoms and consequences of harassment?

ommon symptoms of harassment are:

- Excluding the victim from communication;

- Hindering the work flow;

- Humiliation;

- Unjustified accusations or spreading rumours.

The situation escalates when the victim feels distressed by the permanent attacks. Harassment may even
lead to a point where the harassed person is considered to be a problematic employee and threatened by
disciplinary consequences, including the loss of the job.

Harassment has severe psychological consequences for the victim, who often is not able to work any longer
in the job. More than 40% of victims fall ill because of harassment, nearly half of them for six weeks or
longer. In many cases, harassment can only be overcome by the victim leaving the job or transferring
elsewhere in the organization. In most cases it is the victim who initiates the necessary changes, but
sometimes the employer considers that laying off the harassed person is the easiest way to put an end to
the harassment. But in many cases these strategy do not solve the problem because the damaging
circumstances (e.g. stress, high workload, time pressure etc) still remains.

Harassment also constitutes a financial burden for the employer (e.g. work absences, new recruiting and
probably a reduction in productivity due to the conflict), the worker who may suffer from unemployment or
have to retire prematurely, and to the statutory and health insurance institution through rehabilitation
measures, elevated pension costs, etc.
What can be done to prevent harassment at the workplace?
As harassment is causing serious consequences, effective preventive measures need to be introduced.
Measures should take into account the factors that contribute to an increased risk of harassment.

- With regard to the work environment, possible measures could include:

o arrying out a risk assessment in order to identify and eliminate stressors, e.g. with the help of
health circles;

o Amending work organization or work flow in order to reduce the staff workload;

o Realistic time planning;

o Adapting the nurse-to-patient-ratio to the actual demands;

o Providing clear and transparent decisions to avoid misunderstandings and unclear situations at work.

o Improving the leadership competence of the executive staff.

- oncerning person-related factors:

o Enhancing internal communication between the workers, and between the workers and management;

o Taking the workers and their problems and suggestions seriously;

o Improving problem-solving abilities in vocational training with regard to the particular tasks and the
social conflicts at work;

o Promoting workplace health to enhance the work/life balance of the workers;

o Training in social skills and management skills for workers and management respectively.

The Reason for Debt Harassment
t is important to understand why collection calls feel like harassment in order to deal with the stress they
create.
Many Americans have fallen behind on their credit card, mortgage, and/or car payments because they
have experienced some form of financial difficulty. This causes stress on the individual, as well as family
and friends that are affected. To make matters worse, collection agencies are making harassing collection
calls about past-due accounts on a daily basis. These agencies use fear tactics on vulnerable people for
one purpose: to make money.
When a consumer falls behind on their payments, creditors often retain debt collectors or sell the debt to
them for a fraction of the total debt. Now, it is up to the collection company to turn a profit for themselves
by collecting as much money as possible. t is typical for these agencies to pitch a "deal to settle for less
than the original debt; in fact, they are still making a profit because they bought the debt for far less. This
is when the debt harassment starts.
Debt collectors will often use threats and lie to the consumer to try to force a payment out of them. They
will up the ante even further to squeeze as much money out of the person as they can. This causes
added stress and anxiety on the consumer who is already overwhelmed by their finances in the first
place. Even though some of the tactics they use are unethical, collections companies continue to use
them for financial gain.
t is important for people in this situation to remember to stay calm. Many of the intimidation practices
used by debt collectors calling the home or office are empty promises. f the threats feel like harassment
then an experienced debt collection lawyer can help you learn your rights and stop the deception once
and for all. Otherwise, taking positive steps to get out of debt is the best way to stop collection calls.

Welcome to Harassment101

We are the new platIorm Ior harassment support, inIormation and empowerment. II you are being harassed, or
have been harassed, then this is the place Ior you. We don't want to just hold your hand, we do want to teach
you how to stand. We want to show you how to stand up Ior your rights, values, and views. You have the right
to live, work, play and be educated in an harassment Iree environment. We want to help you do just that.
mpowerment

Harassment is all about power and control. It's about one person, or a group oI people being able to take power
and control Irom another person. We want to put your personal power and control back into your hands.
Harassment is a spiritual, emotional, and psychological war oI wills, where you have to stay strong in order to
survive and win. We are here to empower you on every level, so that you can survive and thrive through this
diIIicult time.
Information

This site is all about providing you with inIormation that you can use. We want to help you understand what
harassment is, how the experience aIIects you, and what to do iI you are harassed. Harassment iI leIt to
continue can have a long term devastating impact on an individual or groups mentality and psyche. We want to
stop the harassment beIore it can take hold oI you, by giving you real inIormation that you need.
Your perience

Harassment is all about your emotions, experience and your expectations as an individual. Everyone is
diIIerent, and everyone has diIIerent standards Ior how they would like to be treated. It's about what you deem
to be acceptable and not acceptable. II the behavior, words, or actions, make you Ieel like you are being
harassed then that is all the validation that you need. Do not let anyone belittle or undervalue the experience
that you are going through.
Support

Harassment101 is here to oIIer support. We oIIer support by providing a saIe and open platIorm where you can
share your story with other members oI the community. Silence makes us complacent and victimized. We want
to break the silence and support you by giving you a saIe place to voice your experience. We have a Iorum
where members can come together and get peer to peer resources, inIormation and advice. Together we stand
strong, saIe, united and Iirm. Our site links to other websites and resources. We want to know that you are
always being pointed in the right direction. Harassment101 will keep you up to date with the latest articles
about what's happening on the harassment Iront.

A strong voice and a powerful resource

Harassment101 was started aIter a long standing personal battle with harassment. This site was going to be a
platIorm Ior sharing my personal struggle with harassment. AIter doing research and touching base with other
harassment survivors, I realised the problem was much greater than myselI and I decided to create a resource
where all targets oI harassment could Iind help, inIormation, and support. I wanted to create a powerful
resource where every-ones voice could be heard. I realise that silence robs us oI our power, and I wanted to
give back personal power to the people.

There are hundreds and thousands oI stories out there about woman and men who have suIIered harassment.
When these individuals asked Ior help or assistance to get the harassment stopped, the agencies that should
have been there to protect them and their rights, either Iailed, turned a blind eye, or even helped with the
harassment. This site seeks to help right some oI that injustice by giving individuals an avenue oI support and
empowerment.

My story is just one oI many harassment stories. AIter years oI harassment I realised I had grown stronger on
many levels, and that I could help others with what I had learnt through my own personal experience. I believe
when you lose you should not lose the lesson. I also believe we are here in this world to give something back
to others. This is something that I can do Ior myselI and I can also do it Ior others.

Definitions of harassment

There are many great deIinitions oI harassment, and many people have their own ideas on what harassment is
and what harassment does. To understand the issue at hand it is Iirst necessary to deIine what harassment is,
because only then can we begin to quantiIy it when we encounter it, and remedy it when we Iind the symptoms
to be present.

Below are some oI the more conventional deIinitions oI harassment. I Iound these two deIinitions to be well
put together, and they convey what people most commonly view harassment to be.
ords, conduct or action, usually repeated or persistent that, being directed at a specific person, annoys,
alarms, or causes substantial emotional distress in that person and serves no purpose. (7)

Any form of unwanted, deliberate or offensive behavior, violent or psychological, that has been requested to
be stopped. (8)

AIter reading about harassment, I Iound the deIinitions though adequate, did not really begin to describe or
convey Ior me the deep devastating emotional impact that six years oI harassment had on me, my system, or
my state oI being. This is one oI my personal deIinitions oI harassment.
Harassment is any deplorable words, actions, or behaviors, where the solitary goal is to demoralize,
intimidate, or ruin an individuals self esteem and self identity. Harassment is an internalised event, caused by
external factors, which wounds the identity and pride of an individual. here rape is primarily understood to
be a physical assault, harassment is often an emotional, and psychological assault on ones being. Harassment
degrades and humiliates it's victims. Harassment is used to subjugate, and destroy an individuals self esteem
and self worth.

What are the different types of harassment?

When it comes to harassment there is more than enough to go around. There are many types, this ebook will
give you a brieI synopsis, and the site will cover the topics in more detail.


Bullying
is a complex phenomenon oI unwanted oIIensive and malicious behavior which undermines an individual or
group through persistently negative attacks. There is typically an unpredictable and irrational abuse oI power
or position that can maniIest itselI in physical, verbal or non-verbal Iorms. There is usually an element oI
vindictiveness attached to bullying and the behavior is calculated to undermine, patronise, humiliate,
intimidate or demean the recipient.
(20)


Deformation of character (DOC) Harassment
This type involves making up rumors, telling lies and general character assassination. It can ruin your
credibility and destroy your good standing in school, work or society. This type oI harassment is very
eIIective, and has been quoted as killing without Iiring a single bullet.


Disability Harassment
is unwanted behavior based on disability, impairment or additional need. Such behavior may include
comments that are patronising or objectionable to the recipient or which creates an intimidating, hostile or
oIIensive environment Ior people with disabilities. Disability harassment includes inappropriate reIerence to
disability, unwelcome discussion oI the impact oI disability, reIusal to work with and exclusion oI people with
disabilities Irom social events or meetings.
(20)


lectronic Harassment
is harassment using electronic gadgets and devices to harass, constantly survey and disrupt the lives oI targeted
individuals. Electronic harassment can include 24/7 surveillance oI a target. This can be done by using bugs,
wiretaps, video tapped surveillance. This type oI harassment also includes using electronic devices against a
targets, to harm or eventually kill them.
(22)


Gang Stalking
is similar to mobbing, but this happens outside oI the workplace, or school. It's a continuance oI harassment,
but it goes on almost 24/7. It's subtle harassment done using classical conditioning, to negatively sensitise a
target to a stimuli such as, colors, sounds, actions. Eg. Red, yellow, white, keys jangling, coughing, pens
clicking, sneezing, etc. The harassment is done consistently over a period oI time, till the target becomes aware
oI the actions, and Iorms a negative association to the actions. Gang stalkers will intimidate Iriends oI the
target to participate in this activity. They will learn the targets behaviors and activities to make sure this
happens consistently everywhere the target goes. Gang stalkers will even move into a targets community,
apartment building, or house across the street. The goal is to make the target think they are crazy, set them up
so that when they tell others they can be treated like they are crazy, get them to have a nervous breakdown, or
kill themselves, or others. II this Iails electronic harassment's can then be used, or new classical conditioning
will be tried.
(23)


General Harassment
Actions, words, behaviors that you deem to be inappropriate and unacceptable. It can involve taunting, yelling,
stares, any behavior that makes you worried about your personal well being or just makes you Ieel
uncomIortable.


Moral harassment
Moral harassment is the repeated and prolonged daily exposure of workers to embarrassing, humiliating
or degrading experiences. These events occur in the course oI trying to do your required job.

It involves exposure to Iigures in authority who have very little or no moral or ethical conduct over lengthy
periods oI time.

The negative behavior is usually perpetrated by a Iigure or Iigures in authority and can then escalate to the
coworkers who mimic or enact the behavior to win the Iavors or attention oI the Iigures in authority.
Eg. In my case I had several managers including my own who started participating in the negative, harassing
and degrading behaviors. I then had coworkers who would join in ether to win favor with the managers or
who just wanted to stand out and make a name for themselves by enacting these behaviors towards me. I
worked in a call center of about 200-400 people and in the course of a year and half. The complete call center
was aware of this phenomenon and the moral degradations escalated to a dangerous daily and disturbing
degree.
This Iorm oI harassment results in the destabilization oI the victim and their relationship with their
environment. Eg. Peers, managers, the organization. This Iorm oI harassment will aIIect a workers ability to
progress and to advance and progress in their place oI employment.
(2)


Racial Harassment
is unwanted behavior based on race, ethnic or national origin. It includes written or verbal threats or insults
based on race, ethnicity or skin colour, abusive comments about racial origins, ridicule based on cultural
grounds, derogatory name calling, racist jokes, damage to property, the display oI oIIensive graIIiti or insignia
and incitement oI others to commit any oI the above.
(20)


Psychological Harassment
is vexatious behavior that maniIests itselI in the Iorm oI conduct, verbal comments, actions or gestures
characterized by the Iollowing Iour criteria:
O They are repetitive*;
O They are hostile or unwanted;
O They aIIect the person`s dignity or psychological integrity, and
O They result in a harmIul work environment.

Sexual harassment at work is also included in this deIinition.

What is veatious behavior?

It is humiliating or abusive behavior that lowers a person`s selI-esteem or causes him torment.

It is also behavior that exceeds what the person considers to be appropriate and reasonable in the perIormance
oI his work.

Psychological harassment may come Irom a superior, a colleague, a group oI colleagues, a customer, a
supplier.

* A single serious incidence oI such behavior may also constitute psychological harassment iI it undermines
the person`s psychological or physical integrity and iI it has a lasting harmIul eIIect. (10)


Seual Harassment
is unwanted behavior oI a sexual nature. It includes unwanted attention oI a sexual nature that denigrates or
ridicules or is intimidating. This may be physical, ranging Irom unwanted touching, groping or the invasion oI
personal space to sexual assault, rape or indecent exposure. Sexual harassment can be verbal and may include
unwanted personal comments or sexual slurs, belittling, suggestive, lewd or abusive remarks, explicit jokes`
or innuendo, and compromising invitations, including demands Ior sexual Iavours. Examples oI non-verbal
sexual harassment include: suggestive looks, leering, explicit gestures, sending sexually explicit emails or the
display oI pornographic material on University equipment or premises.
(20)


Seual Orientation Harassment
is unwanted behavior based on known or presumed sexual orientation. Such behavior includes name calling,
stereotyping, assault, verbal abuse, actual or threatened unwanted disclosure oI sexuality, derogatory
comments, excluding same-sex partners Irom social events or intrusive questioning about a person`s domestic
circumstances.
(20)


Stalking online and off.
is a Iorm oI harassment which is being more commonly reported. It involves pestering an individual, either in
person or in writing or electronic Iormats or on the telephone. Stalking can also involve Iollowing an
individual or spying on them, alarming the recipient or causing them distress and may involve violence or Iear
oI violence.
(20)


Street Harassment
is a Iorm oI sexual harassment that takes place in public spaces, oItentimes in urban areas. Street harassment is
usually harassment oI women by men. In the United States, the most common Iorms oI street harassment
include: telling unknown women to 'smile,' making sexually explicit comments or noises, and rubbing against
or grabbing women (which rises to the level oI sexual assault).
(16)

Street harassment can also include Iollowing or stalking the person, grabbing yourselI while you make lewd
comments, Iollowing in a car, or cutting someone oII, exposing yourselI, calling someone derogatory names.
These are also Iorms oI street harassment.

Types of harassers.

With the many Iorms oI harassment also comes many types oI harassers. People harass Ior various reasons and
the best way to know how to cope with an harasser is to understand their drive. When you understand the drive
oI the harasser, you can then begin to understand how best to deal with the harasser. Understanding
motivations helps in Iinding remedies.

Aggressors
Gossips
Hero harasser
Manipulators
Mentor
Mobsters
Opportunists
Passive Aggressives
Passive harassers
Progressives
Quid pro quo harasser
Situational harassers
Serial harassers
The stalker.

Many harassers Iit into one or more categories, though you will oIten Iind a dominate category Ior the harasser
you are dealing with, you will also Iind subcategories.

1. Aggressors

AKA: Bullies
Identification: Easy
Location: Anywhere
Harassment Situations. Any situation

This type oI harasser goes Iull Iorce. It's the bully oI the breed. The extreme macho person, who will not
hesitate to use Iorce to get across their point oI harassment. This type can be Iound on the playgrounds, in the
Jr high, high schools, and colleges, and yes sadly in the workplace. This type is aggressive, and loud. Their
main Iorm oI bullying is blunt Iorce or intimidation. This type likes to slam doors, beat their Iits together to
scare, intimidate or make your Ieel uncomIortable. These are the kids that never learnt to play Iair, and they
still don't know how to, but they can aIIect your Iuture outcome at higher levels oI education and employment.

Bullies and aggressors have to be handled with caution. You want to be careIul to not show Iear or be
intimidated by bullies, they sense Iear the same way a dog does. They Ieed on Iear and they thrive on it. Once
they Iind a source they can Ieed on, they will Ieast on that supply until there is nothing leIt. Bullies should be
dealt with in an aggressive manner when possible, but at arms length most other times. Face up to bullies, but
you don't have to physically conIront them. There are other aggressive ways to deal with bullies, that does not
involve physical conIrontation.

This aggressor is all about Ieeling powerIul. Power over the circumstances and those in the circumstances.
They want to be the ones in charge. They want to know that their will is being asserted above others. They also
like the attention derived Irom bullying.

2. Gossips

Ease of Identification: Medium
Location: Anywhere
Harassment Situations. Any situation

This type oI harasser will tell lies, make up rumors, put speculation in peoples minds, whatever will get the
rumour mill turning. This person will go aIter your credibility at every angle. Gossips will start rumours Ior
various reasons including, jealousy, revenge, power trips, destroying another's credibility, getting a position in
a company or assignment, stealing Iriends, associates, just Ior Iun, or even to get attention.

The gossip is probably the most widely encountered oI all harassers. They are perceived as being one oI the
most harmless, but are some oI the most dangerous, because their actions can have lasting ramiIications on
another persons character, reputation, or environment.

Gossips are about getting attention, they always have their ear to the ground, month to the blow-horn, and iI
you want inIormation they are the place to go to get it. This is how the gossip derives their power. They are a
valuable source oI inIormation, and when they can't Iind out what they want they are not above making it up.

Rumours do not go away just because you ignore them, they can oIten surIace when you least expect them to.
The best way to Iight rumors is awareness. What you don't know can hurt you, in an educational or workplace
environment.

3. Hero harasser

AKA: Confidant or Gentleman
Identification: Hard
Location: Any location
Harassment Situations. Any situation

This harasser is one oI the sleaziest kinds. They separate themselves Irom the other harassers. They don't act
like the other harassers. They might even at times step in and boldly and chivalrously ask the other harassers to
temporarily cease and desist with the torment. This harasser wants to be your Iriend, your conIidant, a true
hero. This harasser at heart is just like the others except worst, because they pretend to be your Iriend.

This harasser is most oIten Iound in sexual harassment situations, but can be Iound in other situations. They
will beIriend the victim, gain their trust, and maybe even oIIer protection Irom the harassment. This type oI
hero harasser will then try to procure sexual Iavors as a reword Ior their good deeds, or Ior being your Iriend
and conIidant. Because this harasser seems so diIIerent and so trustworthy it's oIten a conIusing time Ior the
victim.

Harassment is one oI the hardest situations to deal with. When this harasser comes along the victim thinks they
have Iinally Iound someone who they can trust, a Iriend they can talk to, someone they can rely on. This wolI
in sheep's clothing however has only one goal, and that is to Iind out personal inIormation and vulnerabilities
oI the victim, so they can make their move.

This type oI harasser oIten sees themselves as diIIerent than the other harassers, they don't see themselves as
the same thing. They try to convince themselves that they are better or diIIerent than the others, and then they
don't understand why you want nothing to do with them aIter they have made their harassment move. They
will oIten aIter come around asking iI something is wrong? Did they do something to oIIed you,? Are you
alright? Knowing Iull well what they have done, or attempted and the reasons you are not speaking to them.

This type oI harasser will oIten Ieign shock or outrage at your accusation. This type oI harasser also probably
spends a great deal oI time procuring their hero or gentleman image Ior the crowd, and they may try to
discredit your accusation, or make it seem like you don't know what you are talking about, or imply that you
are lying. II unable to pull oI the aIorementioned scenario they may imply or state that you initiated the moves
and you were a willing participant in the words, behaviors, or actions they tried to perpetrate.

4. Manipulators

Ease of Identification: Medium
Location: Anywhere
Harassment Situations. Any situation

Manipulators are very convincing. They are good at telling lies and they won't hesitate to do so when their
hands get caught in the cookie jar. Manipulators want to get their own way. They want to bend or break you to
their way oI thinking or being, when you resist they will pull out all the stops. They will withhold customer
complements, Iavorable reviews, steal your test papers, set you up to make you look bad, they will start rumors
and lies to discredit you. They are very good at Iaining shock and surprise, even tears to cover their
manipulative ways. They are oIten soIt spoken, but they carry a big manipulative stick, which they will wield.

These harassers like passive-aggressor's are subtle. The best way to deal with these manipulators is to avoid
them when possible, they are sneaky and dangerous. II not possible to stay away, then you might have to Iight
Iire with Iire. Eg. Go behind their back and explain to others what they are doing, or what you suspect they are
doing. II conIronted these harassers just Iain, shock and deny everything.

5. Mentor harasser

AKA: Role Model
Identification: Easy
Location: School or ork
Harassment Situations. Sexual harassment

This type oI harassment along with hero harassment is the worst kind because you actually build a relationship
or Iriendship with your harasser. This type oI harasser is there Ior you. They are your Iriends, conIidants,
mentors. You build a close bond. The harasser helps pave your way in the school or workplace, they give you
tips and pointers on how to survive, they seem to really look out Ior you. You consider yourselves to be
Iriends, and then they gradually want to take the association to another level. When you say no, they are hurt
by your rejection and you might be somewhat conIused by the sudden amorous attentions that you did not
anticipate. This type oI harasser might not initially mean to harass you, but the moment you say no, or no
thank you and the behaviors, words, or attentions continue, then it's turned into harassment.

You Ieel bad about reporting this kind oI harasser, because they have done a great deal to assist you in your
educational or workplace employment goals. Knowing that you are not likely to report the harassment, this
person becomes bolder with their prompting and intentions towards you.

You might not want to lose the help, assistance, or Iriendship that this person has provided to you, but iI the
harassment keeps escalating you might not have a choice but to report the harassment. II you are really Iriends
this person would respect acknowledge the boundaries that you are trying to set. II you do not get the
harassment stopped, this person could well escalate the harassment to a level neither you nor the harasser
wants to occur. II you can remove yourselI Irom the harasser by transIerring class, changing departments,
switching teams that might be one solution. The second is to report the harasser. Individuals do not like to talk
about this Iorm oI harassment, due the personal relationship they have developed with their mentor. They do
not want to betray this trust, but it's important to Iind a source you can conIide in.

6.Mobsters

AKA: Gang Bangers
Identification: Easy
Location: Anywhere
Harassment Situations. Any situation

These are groups oI harassers. They cheer and geer each other on to higher levels oI harassing, humiliating,
degrading individuals or groups. These types are motivated and spurred by the desire Ior recognition and
power, this is achieved by degrading and humiliating others around them. Groups like this have very little
power or control within their workplace or school environment. Recognition, power, position and
acknowledgement is derived by taking part in harassment behavior. They oIten receive positive reinIorcement
Irom staII, students, co-workers, senior management and their group, so the behavior continues and escalates.

Mobsters and gang bangers are most aggressive when in the presence oI other harassers. Though they may
harass on their own, their activity is most prevalent when they are accompanied by their Iriends, or associates.
The key drive Ior mobsters is recognition within the environment they choose to do the harassment. Mobsters
and gang-banger harassment is dangerous, because members oI this group will try to come up with new ways
to excel at harassing you. Instead oI working towards academic or employment achievements where they do
not excel, the harassers Iocus becomes Iixated on the person or persons they are harassing. It makes them Ieel
superior at something and to someone, instead oI work or school achievements, your humiliation becomes
their ribbons, your degradation their trophy, and your complete destruction and devastation is the prize.

These groups thrive on the positive reinIorcements they get Irom their group or Irom society at large. They
have no motivation to discontinue the behavior unless they get clear indication Irom student review board, HR
or senior management that the behavior is wrong. When harassment is coming Irom your senior managers or
proIessors, it's near impossible to get the situation corrected or stopped.

When groups oI people are involved in the harassment the other problem is to Iind witnesses who will come
Iorward and conIirm the harassment is taking place. Many witnesses are passive, or scared to come Iorward.
They do not want the harassment perpetrated against themselves, and they do not want the guaranteed backlash
that will come Irom testiIying against the mobster, gang-banger cliques or posse.

Being placed in a situation like this is extremely intimidating and can be hard to get corrected, just based on
the sheer number oI individuals involved in the harassment. Changing where you are situated might be one
solution, although mobsters and gang-bangers are oIten well connected, and they will have a network oI
Iriends or associates that they can call upon to harass you iI they are not able to.

7. Opportunists

Ease of Identification: Medium
Location: Anywhere
Harassment Situations. All situations

This is the modus-operandi harasser. Give them the opportunity and that is all the motive that they need. This
type oI harasser is the type that you might see anywhere. On the street, doctors oIIice, church, work, school.
The opportunist is very similar to the situational harasser, but where a speciIic setting such as an oIIice party,
business trip will set oII the situational harasser, the opportunist does not need that much motivation or
prompting. An elevator, a close space when passing in the hallway, no witnesses around or present, the can I
get away with it, mechanism kicks in and they decide to see what they can get away with. A quick grab, or
grope, a nasty suggestion, explicit words, brushing up too close, licking lips in a suggestive unwelcome
manner, racial or discriminatory slur, sexist comment, homophobic statements, etc.

There are very Iew indicators or predictors to say when someone will use an opportunity to show aggression or
harass another person. Usually the person being harassed is so caught oII guard, they don't know what to say or
do and hang in shock and surprise. The best way to handle this type oI harasser is to recover quickly, the
longer you stay oII guard, the greater the advantage they have. Turn Iull Iace Irontal, deliver appropriate action
iI necessary, then ask in a clear and assertive tone. What did you just do? What did you just say? II desired
deliver a verbal tirade about how inappropriate you Iound the actions, words, or behavior to be. This will help
the harasser remember and think twice the next time they see what looks like an irresistible opportunity to
harass.

8. Passive-Aggressive harassers

AKA: Pests
Identification: Hard
Location: Anywhere
Harassment Situations. Any situation

This type oI harasser would not hurt a Ily, that is as long as no one is looking. They are just as aggressive as
aggressors, however they are 10 times better at hiding it. The Mr and Mrs nice guys and girls oI the oIIice or
the school. They are on surIace pleasant, easy to get along with, Iriendly, and yet under this exterior they are
all about having their own way. They like to have their own way, and when they can't get it, they will become
annoying or aggressive. Eg. The guy at the oIIice who asks the girl out, she says no, but in his own sweet little
none aggressive way, he asks her out again, and again, each time in a more persistent manner, but it's all done
under the guise oI being Mr nice guy. The harassment is hardly iI at all ever seen as harassment, because they
are the nicest person and they would not hurt a Ily.

This person will oIten have someone do their dirty work, or try to use social or peer pressure with the help oI
others to get their own way. The harasser will use sympathetic Iriends and acquaintances. They will plead their
case and their cause, trying to make their actions seem justiIied and harmless. This type is dangerous, simply
because they are hard to spot and even harder to show as the harassers that they are.

This harasser wants to be made to Ieel special and important, cared Ior. The moment this harasser is conIronted
about their action or publicly called to task they will usually back oII going into passive mode, hurt by the
unIair accusation, because we all know this harasser would never hurt a Ily.

9. Passive harasser

Identification: Easy
Location: Anywhere
Harassment Situations. Any situation

This harasser goes along with what everyone else is doing because they want to Iit in, they want to belong.
They have no personal reason Ior harassing you except that it helps them to Iit in and be part oI the crowd.
They put up no resistance to what's going on.

This person has no character or will oI their own. They will go along with whatever everyone else is doing, iI it
helps them to Iit in and belong. Pathetic as it may seem this is the motivation behind the behavior. They Iear
that iI they do not go along with what everyone else is doing they will be harassed themselves, disliked, or
shunned by those around them, and so they take part in the harassment.

The best way to deal with a passive harasser is to discontinue the association. They are so controlled by their
desire to be part oI the crowd, there is no limit to what they will do to Iit in. These harassers may not be bad
people, but they are not good enough on an emotional level to say no, I won't go along with this behavior.

10. Progressors

Ease of Identification: Medium
Location: Anywhere
Harassment Situations. Any situation

This type oI harasser might start oII with small innocent little actions, words or deeds, however this
honeymoon period does not last long. In time their degree oI harassment will begin to increase and to intensiIy.
The progression can be very rapid or over a long period oI time depending on the situation. This type oI
harasser thrives on the power and the control they have over another person. They like being able to degrade
and humiliate, it gives this harasser a sense oI well being, and they will try new and diIIerent ways to harass,
scare, intimidate or degrade.

They Ieed oII oI their own sense oI omnipotence. They are harassing you, but no action is being taken, no lines
are being drawn in the sand, no recognizable boundaries are being put in place and so they continue to rage out
oI control. This harasser iI not put in check could escalate to physical violence. This harassers is looking Ior
boundaries, either Irom you or Irom someone in authority, iI they don't get boundaries set, they will see how
Iar they can go.

11. Quid pro quo harasser

Identification: Easy
Location: Anywhere
Harassment Situations. Sexual harassment

This type oI harasser is really easy to spot. They don't make a game oI their intentions or try to pretend the
harassment is something other than what it is. This type oI harasser is also oIten Iound in situations oI sexual
harassment. They want something in return Ior something else. Usually sexual Iavors, but it can be anything.

II it's a proIessor they will oIten start by Iinding someone who might be Ialling behind. They might oIIer to
help out with the grades in return Ior some aIter hours activities not written in the school code oI conduct
manual. II it's in the work place environment, this type oI harasser will oIIer to promote you, give you that
raise, iI you put in some overtime their way. This harasser will try to ask Ior or Ioster activities upon you, not
Iound in your workplaces code oI conduct handbook. As sickening as this breed is, at least they are easy to
spot, and the harassment is pretty straight Iorward. Saying no is your Iirst phase oI deIence, iI this Iails then
tape recordings or emails are a good way to catch this type oI harasser in the act.

12. Situational harassers

Ease of Identification: Medium
Location: Anywhere
Harassment Situations. Sexual Harassment

This harasser is motivated by speciIic social or situational settings. An oIIice party, an overnight business trip,
a quite dorm room, is the playground Ior this type oI harasser. There is no one easy identiIier Ior this type oI
harasser. This is the type oI harasser that you could have worked with or gone to school with Ior years, and
they have never done anything inappropriate. Suddenly you get into a situation that you may not have
encountered with the harasser beIore and then the harassment occurs.

This type oI harasser is usually Iound in sexual harassment cases. Eg. You and the harasser have to share a
hotel because oI a business meeting, suddenly the harasser turns Irom doctor Jekyll to Mr/Mrs Hyde. Make it
clear to the harasser that their desired outcome is not going to happen.

13. Serial harassers

Ease of Identification: Medium
Location: Anywhere
Harassment Situations. All situations

These repeat oIIenders much like the serial rapist on the street, are allowed to continue their harassment
behaviors over and over again. These are people who will harass once, and continue Irom there. The thing that
keeps them going is the Iailure to be put in check by some authority Iigure oI Iigures. These types can be Iound
anywhere. The construction persons on the street, the university proIessor who has a reputation Ior grading on
a curve. (The more curves the better.) The manager who has been to HR so many times they have their own
lazy boy soIa, but nothing is ever done. These harassers start to think that they are above the law, and in-Iact
they have been Ior so long, they are not particularly careIul about hiding their harassing behavior, and they
tend to be more overt with the harassment than passive.

Your best bet Ior dealing with these harassers is to say no, say it oIten and loud. However be prepared Ior
consequences. Take great notes, you know it's going to go to H/R and beyond so be ready. The second way is
to transIer to a diIIerent team, department or course, but that just leaves the way paved Ior the next victim to be
prayed upon. Someone has to try to stand up at some point to these harassers, so why not consider taking a
stand.

14. Stalkers

Identification: Medium
Location: Anywhere
Harassment Situations. Any situation

Stalkers stalk to obtain the unattainable. The person you could never get close to on your own is suddenly in
reach. The celebrity you would never Iorm a relationship with, now you have one. The ex who does not want
anything to do with you, now you don't have to let go. A stalker can be Iound in just about every situation.
Stalkers like to be in control oI the situation. They derive control by knowing where you are and what you are
doing 24hrs a day.

There are several kinds oI stalkers. There is the intimate stalker, the ex who just can't let go. Celebrity stalkers,
people who stalk you because they have gotten an unhealthy interest in who you, and there is also the cyber
stalker. This stalker Iollows your every move online. They will stalk through email messages, Instant messages
and sometimes even by downloading programs onto your computer so they can track your every move. It's
again all about power and control. They can tap into your intimate and personal spaces. They see you
but they think that you don't see them.

Stalkers can be moderately annoying to downright dangerous. It can be hard to identiIy a stalker at Iirst,
because they might just seem overly Iriendly or to be taking an interest in you, but at some point the line gets
crossed, and beIore you know it they are tracking your every move. You should when possible make it clear to
the stalker that the behavior is not desired or acceptable. Depending on the stalker you might have to take legal
action, or get a restraining order. Stalking Ior some people has been so bad that they have had to move.



What are the effects of harassment?

Harassment attacks and hits on many levels. Just like the types and symptoms oI harassment, the eIIects are
wide ranged and varying. Harassed individuals may experiences some to all oI these eIIects, and they may
encounter them Irom minor to extreme degrees. It's important to understand the range oI symptoms that
harassment can cause. Harassment victims who are aware oI their symptoms can seek out help, or take action
to deal with the symptom. Friends and Iamily who understand the eIIects oI harassment are also able to oIIer
better support and understanding.

ANGR

Harassment makes you Ieel angry. You Ieel justiIied anger about being treated in such an inhumane way. You
may Ieel rage at the situation that you are in. Prisoners in unIair conditions oIten experience the same anger.
Thoughts oI revenge or violence against your harassers is not uncommon. A desire to make them Ieel what you
are Ieeling, to let them know the pain and suIIering you are experiencing is normal.

DNIAL

The Iirst stage oI harassment is shock and then denial. You absolutely do not believe that you are being singled
out Ior such behavior, or that the situation is happening to you. You also do not believe that so many people
could be so heartless, and to Iail to understand what you are going through. It is complete denial, not because
you want to deny the situation is happening, but because you can't believe that it's happening to you.

BeIore the harassment you may have been a Iully in control person, who was cared Ior and even respected.
You can not believe that people would treat you in such a inhumane and degrading way. You can't believe it's
happening because you should know how to handle the situation, you should know how to take care oI
yourselI. Some victims oI harassment blame themselves Ior the harassment, or think iI they just do this or that
diIIerently the harassment will stop and go away.

Harassment makes you Ieel powerless, it makes you Ieel that the control oI your circumstances and your
surroundings have been taken away Irom you. Some victims blame themselves Ior not conIronting the
harasser. Where rape is a physical assault on your person, harassment is a psychological and emotional assault.
Many rape victims can not believe what is happening, the same way many harassment victims can not believe
what is happening.

DGRADATION

ParassmenL makes you feel degraded vlcLlms of harassmenL ofLen feel demeaned debased devalued
degraded humlllaLed and embarrassed ParassmenL ls all abouL brlnglng you Lo your knees noL ln Lhe
physlcal buL ln Lhe emoLlonal MosL harassers know whaL Lhey are dolng 1hey are ouL Lo Lake away who you
are Lhey wanL Lo rape and vlolaLe you on an emoLlonal and psychologlcal level 1hey wanL Lo make you feel
weak and vulnerable whlch sLarLs by degradlng you Parassers wlll Lell lles make up rumors defame your
characLer Lry Lo make you seem crazy unsLable or even lncompeLenL Lo do your [ob uLLlng you lnLo
degradlng slLuaLlons saylng embarrasslng Lhlngs Lo you or dolng humlllaLlng Lhlngs Lo you 1hls ls Lhe flrsL
sLep ln breaklng you down rlsoner of war camps also use such meLhods on capLlves

DOUBT

When you are belng harassed lL causes you Lo wonder why you have been slngled ouL for Lhe harassmenL
Parassed persons ofLen feel LhaL Lhey should be able Lo handle Lhe slLuaLlon or flnd a sulLable soluLlon Lo Lhe
harassmenL When an harassed lndlvldual reallses LhaL Lhe slLuaLlon ls splrallng ouL of conLrol or LhaL Lhelr
normal coplng mechanlsms are noL sulLable for Lhe slLuaLlon lL can cause a greaL deal of doubL

8elng harassed can noL only cause you Lo doubL yourself buL lL can cause you Lo doubL Lhose around you
1he people LhaL you once LhoughL were your frlends famlly or supporLs you flnd are noL who you LhoughL
Lhey were 1he lnsLlLuLlons LhaL were Lhere Lo proLecL you and keep you safe fall you even Lhe legal sysLem
mlghL be called lnLo doubL lf your case lf noL processed ln a Llmely or [usL manner ?ou mlghL even flnd LhaL
you have doubL ln Cod or your normal splrlLual mechanlsms ParassmenL can cause you Lo doubL and
dlsbelleve everyLhlng you once LhoughL you knew lncludlng yourself

CONOMIC CTS

ParassmenL has serlous economlc effecLs lncludlng loslng or qulLLlng a [ob demoLlon qulLLlng school (whlch
has fuLure economlc consequences) absenLeelsm paymenL of legal fees or medlcal or consulLlng fees lL can
affecL your credlL lf your [ob loss causes you Lo fall behlnd on your blll paymenLs or on your house paymenLs
Loss of credlL can cause fuLure dlfflculLles as your record can Lake years Lo clear
GUILT

II you think that any oI your actions contributed to the harassment you might Ieel deep guilt at having brought
the circumstances on yourselI. You might blame yourselI and say iI only I had not. II only I had reacted this
way. Feeling guilty and blaming yourselI only gives the harasser power. The harasser has an equal
responsibility to cease and desist the moment you make it clear the words, behaviors, or actions are making
you uncomIortable, or they are unwelcome. Blaming yourselI and Ieeling guilty will only go so Iar, and then
you have to move on.

ISOLATION

Depending on the Iorm oI harassment you are experiencing the situation can leave you Ieeling very isolated.
You may not Ieel comIortable talking to Iamily and Iriends. II the harassment is happening at school or work,
you may wish to keep the situation minimalized by not sharing what's going on. II you are the only person
experiencing the harassment, you might Ieel that no one will really understand what you are going through or
believe you. You might have lost your ability to trust others early on based on their reactions.

The isolation that harassment can cause is one oI the most devastating Iactors oI being harassed. It really
makes you Ieel that you are going at it all alone. You Ieel that there is no one out there who will be able to help
or assist you, and so you suIIer in silence. You may also Iind to avoid the harassment you stop going to social
events and activities, and you spend more and more time inside where it's saIe. This is all part oI the isolation
that harassment can cause.

LOSS O TRUST

Harassment undermines a complainant's ability to trust others, and even trust themselves. This inability to trust
then has current and Iuture repercussions. Trust is lost when an harassed individual Iails to receive support,
aIIirmation, justice or even help to get the harassment stopped. Loss oI trust can be geared towards individuals
in the situation, the institutions themselves or even the society at large.

Harassment also undermines your ability to trust because so many aspects oI being harassed are similar to
being victimised or raped. This makes it hard to trust people again in the same way. This can lead to victims
becoming Iurther victims by internalising the experience, and isolating themselves Irom legitimate sources oI
support.

ND OR VALIDATION O YOUR PRINC

There are three validation needs when you are harassed. You need to be believed, understood, and have the
experience validated. You want someone to conIirm that yes, the situation you experienced was that bad, and
that it did have a deep eIIect on you. When you are physically raped people can understand your pain and
suIIering, but when you are harassed they down play or undervalue the experience and the eIIects it had on
you. Individuals have a tendency to see it as over-reacting, or not really that bad. They want you to just let it go
and just get past it, but you can't, and you don't want to, because it was that bad. You want the severity oI the
experience to be validated Ior what it was.

Harassment victims live in Iear oI many things, but the main things seems to be the Iear oI not being believed
or Iully understood. You just don't think you will be able to Iind the right words to articulate how the
experience made you Ieel. The last thing you want to do is share this experience that's impacted your liIe, with
someone who undervalues or does not understand what you have been through. You don't want to see that lack
oI understanding in their eyes, or hear the devaluing oI your experience in their words.

You want to share your story, and you long to tell your tale. You however want a saIe eIIective Iormat where
you will be believed. You have a deep unabiding emotional need to be understood. You need someone to
understand that it really was that degrading and horrible. That this just tore you apart and almost destroyed
you. You need validation and understanding, it's what's at the heart oI this experience.

PHYSICAL SYMPTOMS

Harassment can and oIten causes a wide range oI physical symptom. It can cause stomach ailments, headaches,
insomnia, lethargy, nausea, constant nervousness, poor appetite, over eating, weight loss, weight gain, cuttings
into the skin, and other physical symptoms.

PSYCHOLOGICAL SYMPTOMS

The main area that harassment aIIects is our psyche, and because oI this there are several psychological
symptoms that go along with being harassed.
O Short term memory loss or decreased concentration. Decreased work or school perIormance.
O Anti-social behaviors. Anger or violent actions that are outside oI your normal realm beIore the harassment
began.
O Thoughts oI suicide and extreme depression, uncontrolled crying, hyper-vigilance, hyper-awareness,
hypersensitive, irritable, and short tempered, swearing and cursing more than normally accustomed to.
O Loss oI sex drive.
O Extreme thoughts or rage.
O Loss oI interest in usual pastimes.
O Stressed, Ieeling worthless, Ieeling guilty, Ieeling angry.
O Psychologically and emotionally raped.

SOCITAL CTS

Harassment can make you a social outcast period. II you do nothing about the harassment those around you
might sympathise, but they will in time learn to ignore it and treat it as a common day to day occurrence. II
you take action against the harasser, school, or place oI employment, you might Iind that you are ostracized,
and retaliated against in many unIair ways. Socially you might not be invited out to group or social activities,
you might be shunned during daily school, or work place events. People who associate with you will be
singled out with peer pressure to stop the association. People around you will tell the most demeaning and
degrading lies about you. You might Iind that your Iamily and Iriends think you are over-reacting and Iail to
oIIer support on any level. They may even be the very ones who turn against you, iI they become aIIected by
the harassment through your job loss, or dropping out oI school. They may be angry at having to help you out.

SPIRITUAL CRISIS

While being harassed you might Iind that you experience a spiritual crisis. You get really angry spiritually and
start to Ieel dead inside. You don't Ieel in touch with your spirit. There is a disconnection that goes along with
being harassed. You might Iind that spiritually you stop or cease to do the things you normally would do to
touch base with your higher selI, or a higher external spiritual source.

SUBSTANC ABUS

To numb the pain oI dealing with harassment some people do turn to drugs, alcohol or medication. This is then
one more thing individuals then have to deal with as part oI their recovery process.

TUNING OUT

Harassment can be emotionally, physically, spiritually, and psychologically taxing. To handle the pain and
degradation our coping methods kick in, and we start to tune out the harassment. We however do not just tune
out the harassment, we oIten tune out our school work, work that we should be doing gets neglected. Social
events that we should be attending start to be missed. Things that you had interest in beIore start to be less
desirable. You just start to shut down and tune out the things that you once loved.

Harassment Recovery.


Harassment Recovery is all about EMPOERMENT and taking back what was lost
through the harassment experience. I Iound that working through the steps below
helped me to try to come to terms with all that had happened. I also Iound that as I
progressed, I also went back to some stages, jumped ahead to others, and stayed stuck
in some Ior longer than I anticipated. The recovery process will not always go in
order, we are all individuals. The guidelines below are just to help you Iormulate an
idea oI what will be necessary Ior harassment recovery.

Embody the experience
Make it your own.
Put everything in order
Overcome your emotions
ork through the experience.
Exhale. Let it go.
Retake control oI your liIe.
Make a new start.
Embrace your power.
Network with others
Take initiative and action.


Embody the experience

Embody the harassment experience. Come to terms with your harassment. Though similar to acceptance,
embodying takes a holistic approach towards incorporating harassment into your liIe experience. Where
acknowledgement is mostly a mental Iunction, embodying is every part oI you coming to terms with this
experience. II you can not acknowledge and embody the experience then it will be very diIIicult to move
Iorward.

Make it your own

Take ownership oI the experience. This happened to me, not someone else, me. Along with this stage there
may well come a great deal oI anger and resentment. You would hardly be human iI there was not. Once you
own the experience, it's the Iirst stage to reclaiming some oI your power that was lost. Own the experience,
don't let it own you. Overcome what you have been through, don't let it overcome you.

Part oI taking ownership oI the experience is to be able to talk about it. You may at this stage not Ieel
comIortable talking about it to close Iriends or Iamily, seek out online or oIIline support. Start a journal where
you document and write about the experience.

Put everything in order.

Put it all in order. start at the beginning.
O How did this Iirst start happening?
O When did it escalate?
O When did you loose control oI the situation?
O When did the harassment Iinally start to take a hold oI you?
O When did you Iinally start to take a hold oI it?
O When did you choose to take back control oI your liIe?
O What are some oI the signiIicant events oI this situation that really stand out in your mind?

There is still probably going to be a great deal oI pain and resistance at this stage, but you have to touch base
and connect with the pain, it's part of who you are now, but it does not have to be all that you are. Cry
some more iI you have to, but Ieel yourselI growing stronger as you go through each stage and start to Iully
own the experience. It's not owning you anymore, you are starting to own it.

Overcome your emotions.


Overcoming your emotions is one oI the hardest part oI accepting this experience. OIten holding on to the
anger has been a source oI power that we embraced and made Iriends with to survive. To Iinally let go oI this
emotion is diIIicult, but it's the only way to move Iorward. There are many emotions that you will need to
work through anger is just one oI them.
O Anger
O Betrayal
O Crying
O Doubt
O Guilt
O Hurt
O Pain
O Rage
O Resentment
O Shame


All the preceding emotions are Iully justiIied. An individual or individuals have just spent months, or years,
attacking you on many diIIerent levels, it's ok to Ieel these emotions and to have these reactions.

Finally iI you are going to move Iorward you need to Iind that place oI acceptance. You have been through an
experience this happened to you. This might also be a good stage to start to talk about what happened, write
about what happened, or join a Iorum or discussion group.

ork through the experience

This experience had value it meant something, it impacted your liIe. Talk or write about how this experience
changed you. How did it aIIect you? How does it still Iunction and work in your liIe? Go through all and
everything that this has meant to you. This was an intimate and impacting experience, it had value and
substance, it aIIected your liIe, and you need to work through the experience.


Exhale. Let it all out.

This happened and you survived. It's time to let it out and start to let it go. Just like in the movie, there comes a
time when we must exhale. Take a big deep symbolic breath, breath it in, let it work it's way through your
system and then exhale. Repeat as many times as necessary. It's an emotional cleansing, you need to exIoliate
the emotional dirt and Iilth collected in your cells due to this experience. With each symbolic breath let out all
the pain, trauma, selI doubt, all the remaining negative emotion. Let it all out, then move onto the next step.

Retake control oI your liIe.

Retake control oI your liIe. This is your liIe and you have every right to live, work, play in a harassment Iree
environment. Retake the control that your harassers have had over your mind, emotions, and body. It's your
liIe and no one can take it unless you let them. Retake it, it belongs to you, not to them.

Make a new start.

Make a new start in every aspect oI your liIe. Start with your mind, motivate your body and your being. There
are many ways to start Iresh. You can start Iresh on many diIIerent levels.
O Meditate
O Get out and go for walks
O Move to a new area
O Start a new job
O Start a new course
O Start a new life journey
O Talk to one new person

Take small steps to regain the things that were taken away Irom you, the little thing that others take Ior
granted. Do a little bit every day.

Embrace your power.

Embrace your power by taking action and know that you have choices. You do not have to be a victim,
embrace your power through simple actions.
O Form a plan of action.
O Publish your story.
O Take your harassers to court.

Begin to move past what happened to you. You need to remember who you were beIore this experience began,
and you need to Iind the person you are going to become, now that you have gone through this experience.

Network with others.

Networking with others will help you get back into liIe. It may not exactly be the liIe you had beIore
harassment, but you can start to live again. You may need to Iorm some new networks. Once you have been
harassed, you will discover that the old networks you relied on are no longer valid Ior the kind oI support you
now need. Form a new support network, make some new Iriends. You can network with people online, and
oIIline.

Some people Iind that re-establishing old networks are useIul. II you want to do this, it's your right to do so. In
my personal experience I had to disconnect with my old network. For my healing process, I had to start anew.

Part oI the network you are establishing might involve councillors, doctors, lawyers, people that are active in
other harassment movements. Once you have been through this experience it's really helpIul to be in touch
with others who have the same shared experience.

Take initiative and action.

Give back to others, and you will Iind that you get something in return. There are many ways you can give
back to others.
O Share your experience. Become a speaker for your harassment cause.
O Giving your time and lend a supportive ear to someone else.
O Start a website or join a website. Share your experience and knowledge with others.
O Publish your story.
O Become an advocate for your cause.
O Form a support or discussion group.

There are so many simple things you can do, to help someone who is going through the experience Ior the Iirst
time.

AIter surviving harassment, you will Iind that you are stronger and you now have something that you can give
back. You have your personal power, a voice, and a shared experience.

Helping out others empowers your liIe like nothing else, you are no longer a passive victim, but a potential
motivator who can help others.

Awareness and action.

Harassment can be unintentional or calculated. It can be instigated by unorganized individuals, or Iormulated
to achieve a deliberate outcome. Organized harassment is aimed at pushing complainants out oI their jobs or
educational institutions. This section hopes to bring awareness to the growing trend oI organized harassment.

The Iollowing inIormation is Irom personal experience, articles, the workplace harassment and violence report,
and individual testimonies. What became obvious is the growing trend and similarities between incidents. It
time we became aware oI the emerging pattern oI harassment, and it's time to take action.

Human Resources
O Have you gone to HR only to have them take the side oI the harasser?
HR is part oI your workplace administration, they are not always there Ior your beneIit, or to do what's right.
They are there to perIorm whatever is in the best interest oI the company. The best interest oI the company and
the bottom line is money. Keeping complainant quite is apparently more cost eIIective than acknowledging
they have a problem. Many harassers are senior members who the company have invested in, and it's not in
their best interest to Iire that person. II your harasser is a manager, they also may have privileged inIormation
the company doesn't want going public. This intimate knowledge then becomes a bargaining chip senior
members use with companies.

Harasser Commendations
O Did your harasser get a commendation or promotion aIter your compliant, or subsequent complaint? This is
a method that some companies are using to quite down complainants. The harasser is shown to be a highly
decorated member oI the company who they see Iit to promote. Promoting harassers gives credence to their
case, and reduces the validity oI the complainants.

Defending the harasser
O Once these maneuvers are in place, the pretense oI neutrality is dispensed. That is another method
companies Irequently use as intimidation. Companies will devalue the targets experience, make harassment
targets seem like they are the aggressors, or make it seem like it's in their head. This is standard operating
procedure with some companies.

Make a stink go see a shrink.
O Still not happy? Do you keep complaining? It's time Ior you to go see a shrink. Something must be wrong
with you. This is a new method oI keeping complainants quite. II targets keep complaining or takes Iurther
action against the company, they are asked to go see a shrink. Companies are using this to discredit
complainants and whistle-blowers. [Read full article]

Tribunal Corruption?
O Still not happy? You have decided to take it to an outside agency or commision? Does the commision Iirst
try to Iorce you into mediation? You reIuse and they still try to Iorce you into mediation? This is something
that is being sited repeatedly by harassed individuals who take their cases to commisions. AIter mediation is
reIused and the case makes it to the tribunal, there have been reports that the outcome oI the trial already
seemed decided. The tribunal also seems to know Iar more about your case than they should. Is there more
going on at the tribunals than we know? In my experience I believe the answer to be yes.

Lawyers
O Lawyers are not there to hold your hand or show understanding. It nice iI you Iind a lawyer who understands
and is sympathetic, but that's not always possible. The lawyers in this Iocus are going outside oI these
boundaries, and doing questionable or downright illegal activities.

An emerging scenario is complainants reporting lawyers who seem to have the other sides interest at heart and
not the complainants. There are even reports oI lawyers giving out inIormation to the companies about the
harassment targets case. The next thing reported are lawyers trying to Iorce settlements, when reIused the
lawyers become verbally abusive, angry or backstabbing.

Judgement Day
O The second victimisation individuals endure in the court system. Courts can make legitimate mistakes, or
judges just really judge the way they see Iit, these reports are outside that realm. The reports involve continued
delays in Iavor oI companies, and stretching the length oI the trials till the harassment target is unable to
continue Iinancially.

Broke Bullied Busted

The pattern is interIerence at every stage in the proceedings. When these trials are over with, many individuals
Iind themselves to be broke, in a state oI emotional anguish, Iinancially Iinished, and unable to Iight. That is
the state oI the nation on harassment. This section hopes to bring awareness about these new and emerging
trends. In Iuture we hope to post statistics to graph these patterns.











The harassment-free workplace
Workplace harassment costs businesses millions of dollars every year through poor employee morale,
reduced productivity and costly lawsuits. Thats why its critical that you educate your employees on the
various forms of workplace harassment, and that you communicate and enforce your zero-tolerance policy.
You should be aware, too, of how HR should deal with harassment issues as they occur.

The legal definition of harassment
Why you need an anti-harassment policy
Additional harassment prevention strategies
The legal definition of harassment
Harassment includes any physical or verbal conduct demonstrating hostility toward a person because of his
or her age, sex, race, color, religion, national origin, disability or other "legally protected status. The main
categories of harassment are:
O Age harassment - demeaning comments or conduct based on a persons age. It also can involve excluding
an employee from certain activities because of age, or pressuring an employee to retire.
O Seual harassment - characterized by unwanted sexual advances or sexually explicit words, pictures or
gestures. It is also considered sexual harassment for a supervisor or manager to subject an employee to a
positive or negative personnel action in exchange for accepting or refusing sexual advances. Sexual
harassment at work can occur, as well, when a person is subjected to negative treatment on the basis of
gender, including situations involving members of the same or opposite sex.
O Race/color harassment - most often occurs as offensive comments, epithets, jokes, slurs or gestures, or
through symbolic objects or drawings. Even when the victim and harasser are the same race, or the victim
is not a minority, race harassment is unlawful.
O Religious harassment - usually involves jokes, comments or other demeaning conduct based on a
persons affiliation with a particular religion or observance of religious holidays or dress. oercing an
employee to participate or not participate in religious activities also constitutes religious harassment.
O National origin harassment - derogatory words or conduct aimed at an individuals nationality, ancestry,
foreign name, accent, appearance or culture.
O Disability harassment - occurs when an individual is subject to comments, ridicule or other demeaning
conduct because of a "perceived or actual disability.
Harassment can occur in person, in writing, by telephone (voice or text messaging), by fax, via the Internet
(e-mail or instant messaging) or through any other means of communication. Harassment can be physical,
verbal or visual.
amples of verbal harassment include but are not limited to:
Unwelcome comments
Jokes
Epithets
Threats
Insults
Name-calling
Negative stereotyping
Any other words and conduct that demean, stigmatize, intimidate, or single out a person because of his or
her sex, race, color, religion, national origin, age, disability or other legally protected status
amples of physical or visual harassment include but are not limited to:
Unwelcome physical contact
Invading someones physical space
Damaging personal property
Offensive gestures
Possession or display of derogatory pictures or other graphic materials
Any other offensive or demeaning act directed at someone because of his or her sex, race, color, religion,
national origin, age, disability or other legally protected status
Harassment claims also can arise from e-mail and Internet activity conducted at work (a reason why you
need a policy that prohibits employees from accessing, downloading, viewing or sending inappropriate text
or graphics).
Be aware, too, of a new trend being reported by companies around the country - harassment by a workplace
bully. Office bullying can take different forms, including intimidation, humiliation, aggressive behavior,
sabotage and verbal abuse. In addition to addressing issues surrounding diversity and sexual harassment at
work, take steps to curb bullying, too.
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Why you need an anti-harassment policy
The EEOs position is that it is "critical for every employer to develop and distribute a written no-
harassment policy.
To ensure that your policy is communicated correctly, provide every employee and manager a copy of the
companys no-harassment policy at the time of hire and at least once a year thereafter. The EEO also
recommends distributing the policy randomly at meetings and training sessions, and posting anti-
harassment messages in prominent locations throughout the workplace.
It is in your best interest to obtain a written acknowledgment from each employee whenever he or she
receives a copy of the policy, and to file the acknowledgment in the employees personnel file as proof the
policy was properly distributed.
First and foremost, your policy should clearly explain the kinds of conduct that are prohibited. The policy
should state that the company prohibits and will not tolerate harassment based on sex, race, color, religion,
national origin, age, disability and/or any other legally protected status. You may choose to prohibit
harassment on the basis of other characteristics (e.g., sexual orientation), even if they are not protected by
law.
The prohibition against a hostile work environment should cover harassment committed by anyone in the
workplace, including executives, managers, coworkers and non-employees. Include definitions and examples
of harassment, an overview of employee rights in the workplace and clear communication that the company
has zero tolerance for all forms of workplace harassment.
Your policy also should notify employees of the complaint procedure, and explain their duty to report
harassment. Remember, to use the U.S. Supreme ourts defenses for avoiding liability, your no-
harassment policy should encourage complaints and remove all potential obstacles from the reporting
process.
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Additional harassment prevention strategies
A clear, anti-harassment policy is an important first line of defense against workplace harassment. To ensure
that your anti-harassment policy is understood and upheld, plan to conduct periodic harassment training.
Although harassment training is not required by law in most states, it builds awareness and can help
prevent harassment and various forms of discrimination. It also keeps employees and managers informed of
the companys procedures for handling harassment claims.
Further, if a harassment claim is filed, the fact that your company has offered or required training will
demonstrate that you took reasonable actions to prevent harassment.
Its also important that you monitor your workplace. Spend time with your employees, talking to them about
their work environment and getting their input. Take a good look at your surroundings. Do you see offensive
posters, notes, or any other red flags? Keep the lines of communication open and talk to your supervisors
and managers about what is going on day to day.
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8ymptoms of harassment

These general symptoms oI harassment cover a wide range oI harassments that individuals might be
going through.
!sycho|og|ca| React|ons to harassment.

Depression, anxiety, shock, denial
Anger, Iear, Irustration, irritability, rage
Insecurity, embarrassment, Ieelings oI betrayal
ConIusion, Ieelings oI being powerless
Shame, selI-consciousness, low selI-esteem
Guilt, selI-blame, isolation
Post traumatic stress disorder
Loss oI concentration


!sycho|og|ca| 8ymptoms.

Headaches
Lethargy
Gastrointestinal distress
Dermatological reactions
Weight Iluctuations
Sleep disturbances, nightmares
Phobias, panic reactions
Sexual problems

6areer & Econom|c 8ymptoms.

Decreased job satisIaction
UnIavorable perIormance evaluations
Loss oI job or promotion
Drop in academic or work perIormance due to stress
Absenteeism
Withdrawal Irom work or school
Change in career goals

8oc|eta| Effects.

Anti-Social behavior
Drug or alcohol abuse
Suicide
Homelessness
Loss oI productivity in schools and work
Loss oI moral Ior students and workers who witness harassment.