In a Gurgaon-based IT company, Shruti encounters a concerning situation characterized by Social Media Stalking. In this context, Pranav, a colleague, excessively views her personal social media profiles and makes inappropriate comments about her personal life during work. This situation has raised concerns about classifying Social Media Stalking as workplace harassment. Therefore, it’s crucial for the Internal Committee (IC) to proactively address digital harassment and develop a comprehensive plan to manage and mitigate these issues effectively.
Do actions on personal social media by colleagues fall under workplace harassment?
Colleagues’ actions on personal social media can be workplace harassment when they impact the work environment or create discomfort. Harassment extends into digital spaces when there is unwelcome behavior, comments, or actions that impact an employee’s well-being, relationships, or performance. In In Pranav’s case, his excessive profile viewing and uncomfortable remarks might potentially be considered harassment, provided that they lead to a hostile work environment for Shruti.
How should the IC approach harassment that occurs partially in digital spaces?
Handling harassment that occurs partially in digital spaces requires a thoughtful approach:
- Recognize Digital Harassment: Recognize that harassment can extend to digital spaces, impacting the workplace through actions on personal social media.
- Review Evidence: Review the complainant’s (Shruti) evidence, such as message screenshots or online activity records, to understand the harassment’s nature and extent.
- Confidential Interviews: Conduct confidential separate interviews with Shruti and Pranav to gather their accounts and perspectives on the situation.
- Impact Assessment: Assess the impact of Pranav’s actions on Shruti’s well-being, comfort at work, and job performance. Determine whether the harassment has created a hostile work environment for her.
- Policy Review: Review the company’s harassment policies to assess Pranav’s actions for compliance with workplace behavior standards, online and offline.
- Guidelines for Professional Conduct: Issue guidelines for professional conduct, emphasizing respect online and offline, and educate on personal-professional boundaries.
How to Handle:
Handling this situation involving digital harassment and workplace discomfort requires a balanced approach:
- Recognize the Impact: Acknowledge the impact of digital harassment on the workplace and the affected individual’s well-being.
- Evidence Review: Thoroughly review the evidence presented by Shruti and assess the implications of Pranav’s actions.
- Confidential Conversations: separately with both Shruti and Pranav to grasp their perspectives and the situation’s context.
- Impact Assessment: Assess the impact of Pranav’s actions on Shruti’s well-being and work environment.
- Policy Reinforcement: Reinforce the company’s policies and guidelines, emphasizing that respectful and professional behavior is expected in online interactions too.
- Education: Consider organizing workshops or training sessions to teach appropriate online behavior and professional boundary maintenance. Ensure all employees are aware of these expectations.
- Resolution: Following the review of the investigation’s findings, take appropriate actions as per company policies and legal requirements, which may include counseling, reprimands, or other necessary measures.
- Follow-Up: Consistently monitor the situation to cease the behavior and foster a more respectful workplace culture. Subsequently, follow up with Shruti to address her concerns.
Treating Digital and Offline Harassment Seriously: Creating a Safer Workplace with Social Media Stalking Awareness
In the Gurgaon IT company scenario, the IC should treat digital harassment as seriously as offline harassment. By acknowledging its impact, conducting thorough investigations, reinforcing policies, and educating on professional conduct in both online and offline settings, the IC can create a safer workplace against harassment in all spaces.
