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  Psychological abuse in the workplace , also known as emotional abuse or mental abuse, refers to the use of non-physical means to control, intimidate, or manipulate an employee. It can take many forms, including verbal or written communication, gestures, or other forms of behaviour.   Examples of psychological abuse in the workplace include:   Constant criticism or belittling of an employee’s work or abilities.   Isolation or exclusion from work-related activities or opportunities.   Public humiliation or embarrassment.   Threats of termination or other negative consequences for not complying with demands.   Setting impossible standards or goals.   Unwarranted surveillance or monitoring of an employee’s work or activities.   Ignoring or dismissing an employee’s complaints or concerns.   Psychological abuse can have serious negative effects on an employee’s  mental health and well-being , leading to symptoms such as anxiety, depress...

  Physical abuse in the workplace is a serious issue that can have a profound impact on both the victim and the organisation. It is important to know how to recognise and deal with  physical abuse in the workplace  to create a safe and healthy work environment for everyone.   Recognise the signs of physical abuse:  Some of the signs of physical abuse in the workplace include bruises, cuts, broken bones, or any other physical injuries. Other signs may include fear or anxiety when around certain individuals, changes in behaviour or work performance, and reluctance to come to work or participate in certain activities.   Report the abuse:  If you or someone you know is experiencing physical abuse in the workplace, it is important to report it to the proper authorities. This may include your supervisor, human resources, or the police. Be sure to document any incidents of abuse, including dates, times, and a detailed description of what occurred.   Seek...

  Retaliation harassment in the workplace refers to any negative or adverse action taken against an employee for making a complaint of harassment or discrimination or for participating in an investigation or legal proceeding related to such a complaint. Examples of retaliation harassment include:   Demotion or termination   An employee who has made a complaint of harassment or discrimination may be demoted or fired in retaliation for speaking out. This can also include being passed over for promotions or other opportunities for advancement.   Harassment or bullying   An employee who has made a complaint of harassment or discrimination may be subjected to further harassment or bullying by their colleagues or superiors. This can include  verbal abuse ,  physical intimidation , or other forms of mistreatment.   Isolation or marginalisation   An employee who has made a complaint of harassment or discrimination may be isolated or marginalised by t...

  Dealing with disability discrimination in the workplace can be a difficult and emotional experience. However, there are steps that you can take to address and overcome this type of discrimination.   Understand your rights:  The  Disabilities Discrimination Act 1992  prohibits discrimination against individuals with disabilities in the workplace. Familiarise yourself with the laws and regulations that protect your rights.   Document the discrimination:  Keep a record of any instances of discrimination, including the date, time, and details of the incident. Include any witnesses and their contact information.   Address the issue with your employer:  If possible, try to address the issue informally with the individual. They may not be aware that their actions or words are causing offence or creating a hostile work environment.   Report it:  If informal resolution is not possible or does not resolve the issue, report the incident/s to...

Racial discrimination in the workplace  is a serious issue that can have a detrimental impact on an individual’s well-being and career. If you are experiencing racial discrimination, it’s important to take steps to address and overcome it.   Understand your rights:  Familiarise yourself with the laws and regulations that prohibit racial discrimination in the workplace, such as the  Racial Discrimination Act 1975 .   Document the discrimination:  Keep a record of any instances of discrimination, including the date, time, and details of the incident. Include any witnesses and their contact information.   Address the issue:  If possible, try to address the issue informally with the individual. They may not be aware that their actions or words are causing offence or creating a hostile work environment.   Report it:  If informal resolution is not possible or does not resolve the issue, report the issue to your supervisor, manager or human res...

  Religious discrimination in the workplace can take many forms, including harassment, unequal treatment, and retaliation. It is important for employees to understand their rights and the steps they can take to address religious discrimination.   Understand your rights:  Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes discrimination in hiring, promotion, and other terms and conditions of employment.   Document the discrimination:  Keep a record of any incidents of discrimination, including the date, time, and details of the incident. Also, document any conversations you have with your supervisor or human resources department about the discrimination.   Report the discrimination:  If you feel you have been the victim of religious discrimination, report it to your supervisor or human resources department. If your employer is not responsive or if the discrimination continues, you may file a co...

  Quid pro quo harassment  in the workplace occurs when an individual in a position of power demands or requests sexual favours in exchange for job-related benefits or privileges. This type of harassment can take many forms and can happen to anyone, regardless of their gender or sexual orientation.   Example #1   One example of quid pro quo harassment is when a supervisor tells an employee that they will only receive a promotion or raise if they agrees to go on a date with them. This is an abuse of power and is unacceptable in any workplace.   Example #2   Another example of quid pro quo harassment is when a manager tells an employee that they will only be given certain assignments or opportunities if they agree to engage in sexual acts with them. This is also a clear abuse of power and can have a detrimental effect on the employee’s career.   Example #3   A third example of quid pro quo harassment is when an employee is told that they will be fir...

  Age discrimination in the workplace is a serious issue that affects mostly older workers. It occurs when an employer treats an employee differently based on their age. It can take many forms and can happen at any stage of employment, from hiring to firing. Here are some examples of age discrimination in the workplace:   Hiring discrimination:  An employer refuses to hire an older candidate for a job, even though they are qualified for the position.   Promotion discrimination:  An older employee is passed over for a promotion in favour of a younger candidate, even though the older employee is more qualified.   Salary discrimination:  An older employee is paid less than a younger employee who has the same job and qualifications.   Harassment:  An older employee is subjected to age-related comments, jokes or harassment by their colleagues or superiors.   Forced Retirement:  An employer forces an older employee to retire, even though ...