by Race in the Workplace special correspondent Erica Mauter

“As sexual harassment becomes less acceptable in society, organizations may be more attuned to helping victims, who may therefore find it easier to cope,” said lead author M. Sandy Hershcovis, PhD, of the University of Manitoba. “In contrast, non-violent forms of workplace aggression such as incivility and bullying are not illegal, leaving victims to fend for themselves.”

Hershcovis and co-author Julian Barling, PhD, of Queen’s University in Ontario, Canada, reviewed 110 studies conducted over 21 years that compared the consequences of employees’ experience of sexual harassment and workplace aggression. Specifically, the authors looked at the effect on job, co-worker and supervisor satisfaction, workers’ stress, anger and anxiety levels as well as workers’ mental and physical health. Job turnover and emotional ties to the job were also compared.

The authors distinguished among different forms of workplace aggression. Incivility included rudeness and discourteous verbal and non-verbal behaviors. Bullying included persistently criticizing employees’ work; yelling; repeatedly reminding employees of mistakes; spreading gossip or lies; ignoring or excluding workers; and insulting employees’ habits, attitudes or private life. Interpersonal conflict included behaviors that involved hostility, verbal aggression and angry exchanges.

“Bullying is often more subtle, and may include behaviors that do not appear obvious to others,” said Hershcovis. “For instance, how does an employee report to their boss that they have been excluded from lunch? Or that they are being ignored by a coworker? The insidious nature of these behaviors makes them difficult to deal with and sanction.”

In short, people being jerks makes other people feel like crap. And people being jerks makes people feel crappier than sexual harassment because the victims have less recourse against jerks than they do against sexual harassers.

Since there’s absolutely no mention of race in this write up, I’m wondering if they purposely ignored any race aspects of these bullying and harassment cases, or if the racial identity of the study subjects was purposely omitted.

If the bully doesn’t make a specifically racial comment, but you feel you’re unfairly treated and you happen to be the only person of color or only person of a certain race, is that enough to allege racial discrimination?

Would a victim who is a person of color perceive the bullying differently than a white victim? Would a white victim who is in the minority in their workplace perceive the bullying differently?

Does a lawsuit have a better chance if the premise is discrimination based on race rather than bullying?

(via Paula Brantner’s Twitter)

American Psychological Association. “Bullying More Harmful Than Sexual Harassment On The Job, Say Researchers.” ScienceDaily 9 March 2008. 18 March 2008 <http://www.sciencedaily.com­ /releases/2008/03/080308090927.htm>.