When individuals walk or log in daily, they deserve (and expect!) to work in an environment where they feel respected, valued, and safe. Does that mean they won’t experience stress, tension, or conflict in the workplace? Of course not. That’s to be expected in any workplace, even ones with the healthiest cultures.
It becomes problematic when employees and/or leaders respond to everyday stressors and challenges in a negative and toxic manner. When this happens, it can result in a hostile work environment, a problem no one can afford to ignore. In fact, you’re likely reading this article right now because you likely already know that it’s a problem.
In any case, below, you will find an explanation of what a hostile work environment is, a list of 22 telltale signs of one, as well as some of the latest and most eye-opening statistics on the topic.
What Is a Hostile Work Environment?
A hostile work environment, sometimes referred to as a toxic or poisoned work environment, is defined by the Ontario Human Rights Commission as “a form of discrimination that can arise from even a single incident. It may be created by the comments or actions of any person, regardless of his or her status.” According to Deb Muller, CEO of employee regulation software company HR Acuity, in order for a work environment to be considered hostile, the signs/behaviors must be “pervasive, severe, and persistent, disruptive to an individual work, and something the employer knew about and did not adequately address.”
The U.S. Equal Employment Opportunity Commission (EEOC) states that for workplace behavior to constitute illegal harassment creating a hostile work environment, it must be:
- Unwelcome conduct based on race, color, religion, sex (including gender identity, sexual orientation, or pregnancy), national origin, age (40 or older), disability, or genetic information
- Conduct that is severe or pervasive enough to create an intimidating, threatening, or abusive work environment
- Conduct that would be offensive to a reasonable person in the same situation
- Conduct that the employer knew about and failed to address appropriately
Is Silent Treatment Considered Workplace Harassment?
Silent treatment in the workplace occurs when a colleague, supervisor, or team deliberately ignores, excludes, or refuses to communicate with an employee. This can range from ignoring emails and messages to excluding someone from meetings or social gatherings.
Silent treatment can be considered workplace harassment or bullying when:
- It's used to isolate or punish an employee
- It's persistent and deliberate
- It negatively impacts the employee's ability to perform their job
- It creates a hostile, intimidating, or offensive environment
- It's based on the employee's protected characteristics (race, gender, age, etc.)
When silent treatment is directed at an individual based on their membership in a protected class, it can constitute illegal discrimination and harassment. Even when not explicitly discriminatory, prolonged silent treatment can create a hostile work environment by isolating employees and making effective collaboration impossible.
Signs That Silent Treatment Has Created a Hostile Work Environment
How can you tell if silent treatment has crossed the line from an interpersonal conflict to creating a hostile environment?
- Communication necessary for job performance is deliberately withheld
- The employee is systematically excluded from meetings, emails, or communication channels
- The behavior persists over time rather than being an isolated incident
- The employee experiences significant emotional distress or anxiety about coming to work
- Job performance suffers due to lack of necessary information or collaboration
- Other employees notice the behavior and workplace morale is affected
22 Telltale Signs of a Hostile Work Environment
Hostile cultures and environments come in many different forms. While some will be overtly hostile, others may be more passively toxic. In either case, these types of cultures will display one or more of the following signs:
- Harassment
- Discrimination
- Violence
- Bullying
- Aggression (physical force, breaking items/property, yelling, swearing, slamming doors)
- Victimization (singling an individual out for cruel or unfair treatment)
- Verbal abuse (insults, threats, humiliation, gaslighting, ridicule, silent treatment, name-calling)
- Unethical behaviors (lying, coercion, manipulation, exploitation, falsifying reports, not reporting incidents to regulators)
- Negligence
- Inadequate regulations and processes
- Sabotage
- Infighting and conflict
- Inappropriate/offensive humor
- Public shaming
- Unhealthy competition
- Favoritism
- Gossip and cliques
- Unwarranted scrutiny, punishment, or discipline
- Impossible or unrealistic goals, tasks, or deadlines
- Disregard and disrespect for personal boundaries
- Intense micromanagement
- Deliberate exclusion from team activities or important communications
The Psychological Impact of Silent Treatment in the Workplace
Being subjected to silent treatment at work can have significant psychological effects on employees. Research shows that social exclusion activates the same brain regions as physical pain, making silent treatment a particularly harmful form of workplace bullying.
Common psychological impacts include:
- Decreased self-esteem and confidence
- Increased anxiety and stress
- Feelings of confusion, rejection, and worthlessness
- Reduced job satisfaction and engagement
- Heightened risk of depression and burnout
These psychological effects often translate to decreased productivity, increased absenteeism, and higher turnover rates, creating significant costs for organizations that allow such behavior to continue unchecked.
Hostile Work Environment and Culture Statistics You Can’t Ignore
In 2014, Gary Chapman, the author of the bestselling Five Love Languages series, said, “When a workplace becomes toxic, its poison spreads beyond its walls and into the lives of its workers and their families.” Nearly a decade later, we have the research and statistics to back that up. Hostile work environments and toxic cultures aren’t just bad for the people who are a part of them; they’re also bad for business, and here’s proof of that.
- 87% of employees have experienced a workplace where a negative atmosphere - caused by coworkers, supervisors, and/or the company culture - made it difficult to work or progress in their job. (Career Plug)
- Nearly one in five workers say they face a hostile or threatening environment at work. Workers who have to face customers endure a disproportionate share of abuse. (Rand Corp., Harvard, and University of California)
- Negative workplace culture is 10.4 times more likely to contribute to an employee quitting. (MIT Sloan Management Review)
- 84% of employees are open to sticking it out at their current job if their employer worked to create a more positive environment. (Career Plug)
- Bad work cultures and environments cost American businesses $223 billion in the last five years. (SHRM)
- The risk of depression triples among employees who work in a toxic culture where they are bullied, demeaned, unappreciated, and worked past their breaking point. (The University of South Australia)
- Hostile work environments lead to an increase in depression, substance abuse, and other significant health issues. (International Journal of Environmental Research and Public Health)
- 38% of employees say they decrease the quality of their work in a hostile work environment, 25% say they have taken their frustration out on customers, and 12% have simply left their jobs as a result of a hostile workplace. (Starred)
- In a study of 6,000 cardiologists, 75% said a hostile work environment adversely affected their professional activities with colleagues, while 53% reported a negative impact on relationships with their patients. (John Hopkins)
How to Address Silent Treatment in the Workplace
If you're experiencing silent treatment or other forms of workplace harassment, here are steps you can take to address the situation:
For Employees:
- Document everything: Keep a detailed record of incidents, including dates, times, locations, what happened, and who witnessed it.
- Address it directly: If you feel safe doing so, speak privately with the person giving you the silent treatment. They may not realize the impact of their behavior.
- Follow reporting procedures: Report the behavior to your manager or HR department following your company's procedures for reporting harassment.
- Seek support: Speak with a trusted colleague, employee assistance program, or mental health professional about the situation.
- Know your legal rights: Familiarize yourself with workplace harassment laws and your rights as an employee.
For Managers and Organizations:
- Create clear anti-harassment policies: Ensure your policies explicitly mention silent treatment and other forms of social exclusion as unacceptable behaviors.
- Train managers and employees: Conduct regular training on identifying and addressing workplace harassment, including subtle forms like silent treatment.
- Take complaints seriously: Investigate all reports promptly and thoroughly, and take appropriate action when harassment is confirmed.
- Foster open communication: Create a culture where employees feel safe speaking up about workplace issues.
- Monitor workplace culture: Regularly assess your workplace culture through surveys, focus groups, and exit interviews to identify potential issues.