Prevent and address inappropriate workplace behaviour: 8 effective steps to support managers

Article updated on 8 July 2024 [Originally published in 2017]

Inappropriate workplace behaviour refers to actions, conduct, or communication that violates professional norms, disrupts the work environment, or negatively impacts colleagues and the organisation. Such behaviours undermine respect, collaboration, and productivity, and can lead to legal consequences and a toxic workplace culture.

Examples of Inappropriate Workplace Behaviour

Harassment and Bullying:

Any unwelcome behaviour that demeans, humiliates, or intimidates an individual. This includes sexual harassment, verbal abuse, and any form of discriminatory comments or actions based on race, gender, age, religion, or other protected characteristics.

Violence and Threats:

Physical aggression or threatening behaviour that creates a hostile work environment. This can range from physical altercations to verbal threats of harm.

Discrimination:

Treating someone unfairly or unfavourably because of personal characteristics such as race, gender, sexual orientation, or disability. Discrimination can manifest in hiring, promotions, job assignments, and other workplace decisions.

Substance Abuse:

Use of drugs or alcohol in the workplace that impairs performance and safety. This can endanger the individual and others, leading to accidents and reduced productivity.

Insubordination:

Refusal to follow reasonable directions or instructions from a supervisor, undermining authority and disrupting workflow.

Theft and Fraud:

Stealing company property or engaging in fraudulent activities, including falsifying documents, time theft, or embezzlement.

Inappropriate Use of Technology:

Misusing company technology resources for personal gain or inappropriate activities, such as accessing offensive content or excessive personal use during work hours.

Steps for Employers to Prevent and Address Inappropriate Behaviour

1. Develop Clear Policies: Establish comprehensive workplace policies that define inappropriate behaviour and outline consequences. Ensure these policies are easily accessible and communicated to all employees.
2. Training and Education: Conduct regular training sessions on appropriate workplace conduct, anti-harassment, and anti-discrimination. Educate employees on recognising and reporting inappropriate behaviour. Ensure informative posters/brochures are readily displayed in the workplace.
3. Promote a Positive Culture: Foster an inclusive, respectful, and collaborative work environment. Encourage open communication and model appropriate behaviour at all levels of the organisation.
4. Implement Reporting Mechanisms: Create safe and confidential channels for employees to report inappropriate behaviour. Ensure that these mechanisms are well-publicised and easily accessible.
5. Investigate Promptly and Fairly: When a report is made, conduct a thorough and impartial investigation. Protect the privacy of all parties involved and ensure due process.
6. Take Appropriate Action: Based on investigation findings, take necessary disciplinary action in accordance with company policies and legal requirements. This can range from verbal warnings to termination of employment.
7. Support Affected Employees: Provide support to employees affected by inappropriate behaviour, including counselling services and accommodations to ensure their well-being and safety.
8. Regular Review and Improvement: Continuously review and update workplace policies and practices. Seek feedback from employees and adapt to changing legal standards and organisational needs.

By proactively addressing inappropriate workplace behaviour, employers can create a safer, more productive environment that promotes respect and dignity for all employees.

Where to next?

Organisational culture plays a significant role in managing and eliminating inappropriate workplace behaviours. Start the conversation about handling one-off or repeated patterns of toxic behaviours through our Anti-Discrimination, Bullying and Harassment training for:

1. Executives, board members and senior leaders
2. Front-line managers, supervisors and team leaders
3. General employees, contractors and casuals

Harmful behaviours can damage your people’s lifecycle in the organisation, it is imperative that they feel encouraged and secure to report such incidents, or at least have suitable avenues in the form of Contact Officers to discuss appropriate resolution options. Contact officers are trusted individuals who listen and provide legislative support to vulnerable employees who have been exposed to harassment, bullying, or discrimination.

Get in touch with us to organise an in person or virtual training for newly appointed officers. If you have existing contact officers in your organisation, let us help organise a refresher training instead.

In case a formal complaint is made, it’s crucial to involve independent and external experts who can gauge the sensitivity, nature and urgency of the complaint to provide appropriate intervention options. Get our experts involved for a mediation, investigation, or a culture review.