Appropriate Versus Inappropriate Conduct in the Workplace

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Increasing awareness about workplace discrimination and harassment has inspired many employers to educate their employees about appropriate and inappropriate conduct in the workplace. Although official legislation about "offensive conduct" leaves some areas of grey, most uncomfortable situations can be resolved by increasing employees' sensitivities to one another's feelings and emotions.

The determining factor that distinguishes "appropriate" behavior from "inappropriate" behavior is whether or not a reasonable person would find the action offensive or whether it makes them feel uncomfortable. If the answer is yes, it was inappropriate; if the answer is no, the action was appropriate. This is called the "Reasonable Person Standard;" however, it can still be slightly ambiguous because what constitutes a "reasonable person," anyways?

Inappropriate

Some employees have a more difficult time than others determining what behavior is inappropriate. In order to assist these employees with the process of self-filtration and moderation, we have compiled a list of actions that are frequently considered inappropriate when in a workplace environment:

o Discussion about a co-worker's dating, sexual, or marital life

o The use of demeaning nick names

o Overgeneralizations about a particular group of people

o Discriminatory comments or jokes

o Repeated comments about a co-worker's appearance or body

o Unwelcome touching

o Profane language

o Crude or sexual hand / body gestures

Resolution

When an employee is offended by a co-worker's behavior, they have several options for resolving the problem. Because most offenders are not aware that their behavior is inappropriate or offensive, the offended party could bring it to their attention directly. Politely informing the offender that their actions make others uncomfortable may be all it takes for them to moderate their behavior.

If the offended party does not feel comfortable addressing the offender directly, they may report the situation to their superior, who should take action to resolve the problem.

Frequently, offenders argue that they did not intend for their actions to be offensive; however, it is not important what their intent was or was not. The important factor is the effect their actions produced-discomfort amongst their coworkers.

If an employee fails to moderate his or her behavior, the offended party may pursue legal action against the offending party and the business for failing to take action against the offender.

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Source by Joseph Devine