Is it happening in your workplace?

Workplace mobbing happens when you have a dominant group of employees (either a dominant gender, or could be common interests), and one individual not in the dominant group becomes the target of rumours, jokes, gossip, and false accusations.  Workplace mobbing can also include gang harassment, (the same harassing behaviour by many members of the dominant group against the target). The mobbing can make the workplace so toxic for the target that they suffer trauma and no longer feel they have a place within the workplace.  

Investigations of workplace mobbing must be done by someone with a solid understanding of systematic retaliation, since the dominant group will control the narrative and blame the target.  A trained investigator must sift through the false allegations that will be made against the target during the investigative process and get down to the real issues that created the toxicity in the first place.



Protecting the under-represented

Marginalization can occur, without any intention of exclusion.  Marginalization occurs when you have a common demographic, (gender or culture), and there is one person not in that same group, they are on the periphery. 

If the dominant group has conversations, activities and projects within the workplace, and the individual on the periphery is repeatedly left out, they will feel marginalized.  It is often not possible for the individual on the periphery to include themselves in these conversations, activities and projects, it may require education, facilitating or moderating by the employer to restore the workplace. 

What happens most often, is the individual on the periphery makes a complaint because they feel harassed or discriminated against because of the conduct of those in the common demographic.  If an investigator is not familiar with marginalization, they may deem that the conduct does not constitute harassment.  Even though the conduct does not constitute harassment, marginalization must be addressed for the workplace to be restored.  


Residual Trauma Effects

Disguised as performance issues

When an individual has experienced a traumatic incident, or series of incidents, the individual will have experienced an  injury.  It is no different from a physical injury, (the symptoms are often the same), although you cannot see the injury.  

Whether the traumatic incident was directly related to the individual's job, or not, the individual may need support in their workplace to recover.  

Even with extensive treatment, the individual may require measures to be taken within their workplace to ensure that their recovery does not lead to workplace performance issues.  

If the trauma is not known to the employer, performance issues may be hidden cues that the employee is suffering.  

To ensure that all employees feel supported, it is important that supervisors conducting performance reviews are sensitive to residual trauma effects disguised as performance issues.




Defined by Transparency International:

Sexual extortion or “sextortion” occurs when those entrusted with power use it to sexually exploit those dependent on that power. 

Sextortion has long been a silent form of corruption, hiding in plain view. Until recently, it was never discussed or recognised as a distinct phenomenon within either the corruption framework or the framework of gender-based violence.

Sextortion occurs in many sectors, including education, the police, the courts and the civil service.