3 Tips for Preventing Digital Harassment and Cyberbullying in the Workplace

The more technology advances, the higher the rate of digital harassment or cyberbullying. Social media harassment can cause tension and conflict between employers, employees, third parties, and contractors. This is why it’s important to provide employees with the knowledge and skills needed to identify, prevent, and respond to online harassment in the workplace and to support their colleagues who may be experiencing similar situations.

What is Digital Harassment?

In 2021, the number of social media users reached over 4 billion people worldwide, and is projected to increase to around 6 billion users in 2027. However, the majority of today's workforce has no idea how social media platforms can lead to discrimination and harassment in the workplace.

Digital harassment refers to any type of online behavior that is used to intimidate, humiliate, or harm someone. This can include cyberbullying, cyberstalking, or any other type of online harassment or abuse. It can take many forms, such as sending threatening messages or posting hateful comments on social media. Digital harassment can have serious consequences for both the victim and the perpetrator, and it's important for employers to take steps to prevent and address it in the workplace.

Digital harassment and cyberbullying can have a significant impact on the workplace, including decreased productivity, increased absenteeism, and high employee turnover. It can also damage the reputation of the organization and lead to legal issues. Employees who experience digital harassment may suffer from anxiety, depression, and other mental health issues, which can affect their work performance and well-being. This is why it's important for employers to take steps to prevent and address digital harassment in the workplace to create a safe and respectful work environment.

Tip 1: Establish Clear Policies and Procedures

First, it is recommended to develop a workplace policy on cyberbullying that outlines what is considered unacceptable behavior, the consequences of violating the policy, and the steps employees should take if they experience or witness cyberbullying. Clearly communicate the policy to all employees and provide regular training on the policy and the organization's stance on cyberbullying.

In addition to a clearly-written online harassment policy, companies should also establish a reporting system that allows employees to report incidents of cyberbullying confidentially and without fear of retaliation. The reporting system should include instructions for employees on how to report incidents of cyberbullying, who to report them to, and what information to include in the report. The organization should also have a designated person or team responsible for receiving and investigating reports of cyberbullying. This person or team should be trained to handle reports of cyberbullying in a sensitive and effective manner, and should ensure that all reports are handled promptly and with confidentiality.

It's important to create a culture where employees feel comfortable reporting incidents of cyberbullying and know that their reports will be taken seriously. The organization should also have a zero-tolerance policy for retaliation against employees who report incidents of cyberbullying.

Tip 2: Provide Training and Education

Our second tip is to educate employees on what constitutes cyberbullying, how it can impact the workplace, and how to recognize and report incidents. EasyLlama provides employee training on both workplace bullying and digital harassment, which can provide several benefits for organizations and their team. Workplace training can help learners understand and identify different forms of social media harassment, such as cyberbullying and cyberstalking, which can be difficult to recognize.

By learning about the different types of social media harassment, companies can better protect their employees from harassing behaviors. Our Digital Harassment and Cyberbullying Prevention mini-course can also help learners respond appropriately when they experience or witness social media harassment, including how to report it and how to support the subject of harassment. Additionally, this course can provide employees with the knowledge and skills needed to create a safe and respectful online environment regardless of their workplace. This, in turn, can foster a more positive company culture and reduce the risks of legal repercussions.

Tip 3: Take Immediate Action

Our next tip is to investigate all reports of cyberbullying and take disciplinary action as appropriate. Your workplace policy should ensure that all employees are aware of the consequences of online harassment violations and that the organization takes the issue seriously. Once a report is submitted, employers will look into the complaint. Businesses should try to keep employee information confidential, but realize that confidentiality cannot always be guaranteed. Employers, however, should take all reasonable steps to safeguard the privacy of all parties.

The investigation may be over if the cyberbully acknowledges the behavior. But if the claim is disputed by the alleged harasser, a fact-finding investigation must start. An HR or legal investigator may be in charge of the investigation. The complainant will be questioned by the investigators before the accused individual. In the case of cyberbullying, there is likely to be evidence that can be submitted as well. After gathering all the information, investigators will create a report, inform all parties, and employers will need to take corrective action as necessary.

Appropriate disciplinary action for workplace digital harassment will depend on the severity of the offense and the organization's policies. Possible disciplinary action could include verbal warnings, written warnings, suspension, demotion, or termination. The organization may also choose to provide additional training or resources to help the bully understand the impact of their behavior.

Preventing Cyberbullying in the Workplace

By following these tips and implementing a comprehensive workplace policy on digital harassment, organizations can create a safe and respectful work environment and prevent the negative consequences of cyberbullying, both for employees and for the organization as a whole. A great way to prioritize online harassment prevention is with EasyLlama’s Digital Harassment and Cyberbullying Prevention mini-course, also known as a Llama Bite!

Llama Bites are short 5 to 10-minute explorations that allow employers to promote employee knowledge retention on important topics including harassment prevention. EasyLlama clients can use them to create a positive workplace culture through continuing education. These mini-courses allow employees to refresh their knowledge and practice previously acquired abilities, and can also be used in conjunction with additional training for employees in need of corrective action.

Providing continuing education opportunities with Llama Bite topics like digital harassment sends the message to your employees that positive work culture is a valued asset in your organization. If you’re ready to learn more about the harassment prevention courses offered by EasyLlama, access your free preview today!