Victimization, bullying, and harassment are still common in many Canadian workplaces—even though we talk more about respect and inclusion today than ever before.

Whether it’s subtle exclusion, repeated criticism, or outright intimidation, these behaviours can damage people emotionally and professionally. 

If left unchecked, they don’t just harm individuals—they also create toxic environments, increase turnover, and hurt productivity.

A recent study by the Canadian Centre for Occupational Health and Safety (CCOHS) found that over 60% of employees have either witnessed or experienced bullying at work. 

Victims often feel anxious, depressed, or isolated, while teams affected by such behaviour may become divided and distrustful. Worse yet, many people don’t report it—either because they fear retaliation or believe nothing will be done.

To combat victimization in the workplace, we need to start by understanding what it looks like. It’s not always loud or obvious. 

Sometimes it’s the quiet undermining of someone’s work, public embarrassment, or being left out of important discussions. Recognizing the early signs can help stop the problem before it grows.

In this blog, we will cover how to spot different forms of victimization, how to respond when you or someone else is targeted, and what steps employers can take to create safer, more respectful work environments. 

What Is Victimization in the Workplace?

Victimization in the workplace happens when an employee is unfairly targeted, isolated, or mistreated, often through repeated actions that make them feel unwelcome, unworthy, or punished. 

It’s more than just a bad day or a disagreement—it involves ongoing behaviour meant to hurt or control someone, either directly or indirectly.

This kind of mistreatment can take many forms. While some actions are obvious, like yelling or threats, others are more subtle and harder to detect. 

What makes it victimization is the pattern—the repeated, unfair treatment that causes emotional or professional harm.

Common Forms of Workplace Victimization

• Bullying: Repeated shouting, name-calling, or public shaming
• Exclusion: Leaving someone out of meetings, projects, or team activities
• Gossip and rumours: Spreading false or harmful stories behind someone’s back
• Sabotage: Intentionally setting someone up to fail or blocking their success
• Unfair criticism: Constantly nitpicking or targeting one person without reason
• Retaliation: Punishing someone for speaking up or filing a complaint

Victimization doesn’t just harm the individual—it affects the entire workplace. Victims may feel anxious, depressed, or lose confidence, leading to poor performance or even quitting their job. 

Other employees who witness it may fear they’ll be next or lose trust in leadership. Over time, the workplace becomes tense, divided, and unproductive.

Recognizing these behaviours early is the first step to creating a respectful, inclusive, and safe environment for everyone.

Why Victimization Happens at Work

Victimization in the workplace doesn’t happen by accident—it often grows in environments where toxic behaviours are ignored, tolerated, or even rewarded. 

While each situation is different, there are some common causes that allow these harmful patterns to take root.

Common Causes of Workplace Victimization

Here are the main causes of workplace victimization:

1. Power Struggles and Hierarchy Misuse

Some employees, especially those in higher positions, may misuse their authority to intimidate or control others. They may single out those they see as threats, or use their position to avoid consequences for bad behaviour.

2. Toxic Work Culture

In workplaces where bullying, exclusion, or gossip are seen as “normal” or brushed off as personality differences, victimization thrives. A culture that values competition over collaboration or discourages speaking up often breeds fear and silence.

3. Poor Management and Lack of Oversight

When managers fail to address inappropriate behaviour, employees may believe there are no real consequences. This lack of accountability sends a message that mistreatment is acceptable or won't be addressed.

4. Biases and Favoritism

Victimization often stems from personal biases, such as those based on race, gender, age, or background. If some workers are treated unfairly while others are given special treatment, it can create deep resentment and encourage exclusion or targeting.

5. Unresolved Conflicts

When disagreements are left unaddressed, they can slowly turn into ongoing resentment or passive-aggressive behaviours. Over time, this can lead to one person being unfairly isolated or criticized.

6. Lack of Accountability

Perhaps the most important reason victimization continues is because there’s no system to stop it. Without clear policies, fair investigations, or supportive reporting channels, those responsible for victimization feel empowered to continue—and those affected feel powerless to speak up.

To stop workplace victimization, it’s crucial to understand these root causes. Only then can employers and teams take steps to change toxic behaviours, strengthen leadership, and create a culture where everyone feels safe and respected.

Signs of Victimization in the Workplace

Victimization isn’t always loud or obvious. It often happens through small, repeated actions that gradually wear down a person's confidence, isolate them, or damage their reputation.

These patterns are sometimes overlooked by coworkers or management—especially if they’re passed off as personality clashes or tough management. 

But recognizing the warning signs of victimization in the workplace is key to stopping it early and preventing long-term harm.

Employees who are being victimized may start to withdraw, become less engaged, or appear visibly anxious or upset.

Others may not speak up out of fear of retaliation or being labelled as "difficult." That’s why it’s important for both managers and coworkers to be aware of the more subtle signs.

Below are major signs that could indicate someone is being unfairly targeted or mistreated at work:

1. Exclusion from Meetings and Projects

One of the most common forms of workplace victimization is deliberate exclusion. This can include:

• Not being invited to meetings where their input is relevant
• Being left out of group discussions or decisions
• Not receiving key emails or project updates
• Having their tasks reassigned without explanation

While it’s normal for roles to vary, consistently leaving someone out—especially when they’ve previously been involved—can be a sign that they are being isolated on purpose.

This exclusion limits their ability to contribute, grow professionally, and feel like a valued part of the team. Over time, it can erode self-esteem and increase stress levels.

2. Excessive Criticism or Blame

Everyone makes mistakes, and constructive feedback is a part of growth. But when an employee is constantly singled out for negative feedback, even for small or imagined issues, it could signal victimization. Signs include:

• Receiving criticism that others in similar situations are not given
• Being blamed for team failures or issues beyond their control
• Having their work unfairly scrutinized or dismissed
• Being embarrassed in front of others during performance discussions

This kind of treatment creates a hostile work environment where the employee feels anxious, demoralized, and unsure of their standing. In some cases, it can even lead to mental health issues, increased absenteeism, or the employee resigning to escape the stress.

3. Gossip, Rumours, and Public Humiliation

Being the subject of workplace gossip or ridicule is a clear sign of victimization. This includes:

• Coworkers spreading false or private information
• Making jokes at someone’s expense during meetings or breaks
• Mocking someone’s ideas, appearance, or background
• Sharing personal information without consent

While gossip might seem harmless to some, it creates an atmosphere of distrust and emotional harm. The employee may feel embarrassed, isolated, or unsafe, leading to anxiety, absenteeism, or even depression. 

In some cases, public humiliation can cross into workplace harassment—especially if it targets someone based on race, gender, or other protected characteristics under Canadian human rights law.

4. Sabotaging Work or Reputation

Victimization sometimes takes the form of intentional interference with someone’s job or image. This can look like:

• Withholding key information or giving wrong instructions on purpose
• Taking credit for someone else’s work
• Spreading doubt about a person’s skills or reliability
• Setting unrealistic deadlines or workloads to cause failure

These actions are meant to undermine confidence and professional standing. Over time, they can lead to poor performance reviews, missed promotions, or job loss—damaging both the employee’s career and well-being.

5. Threats, Intimidation, or Harassment

One of the most serious forms of workplace victimization is using fear to control or silence someone. This includes:

• Verbal abuse, such as yelling, name-calling, or harsh language
• Threats of job loss, demotion, or punishment
• Physical intimidation or invading personal space
• Aggressive emails or confrontations

These tactics are used to make the victim feel powerless and afraid to speak up. In Canada, such behaviours may violate occupational health and safety laws or even qualify as criminal harassment, depending on the severity. 

Victims often suffer mental distress, panic attacks, or burnout, making early intervention essential.

6. Being Singled Out for Discipline

Another subtle but harmful sign of victimization is when an employee is unfairly targeted for disciplinary action, including:

• Receiving poor performance reviews without clear explanation
• Being written up for minor issues that are overlooked for others
• Facing more strict rules, supervision, or penalties than peers
• Being passed over for opportunities due to perceived “problems”

This kind of inconsistent treatment can destroy an employee’s morale and reputation. It often reflects a deeper bias or personal conflict, especially when there’s no clear reason for the unequal treatment.

Effects of Victimization on Employees and Workplaces

Victimization at work doesn’t just affect the individual being targeted—it has a ripple effect that touches team morale, productivity, and the company’s reputation. 

When employees feel unsafe, disrespected, or unfairly treated, it directly impacts their mental health, job performance, and long-term commitment. 

Over time, a workplace that tolerates victimization can become toxic, draining energy and trust from everyone involved.

Recognizing the effects of victimization is important not only for supporting victims, but also for building a healthy, productive workplace. Below are three key areas where the damage is most often seen:

1. Emotional Impacts

Victimization can take a serious toll on an employee’s mental and emotional health. Constant exclusion, criticism, or harassment leaves people feeling vulnerable and unsupported.

Common emotional effects include:

• Chronic stress and anxiety, making it difficult to focus or feel safe at work
• Depression and low self-worth, especially when the victim starts to question their abilities or blame themselves
• Burnout, caused by emotional exhaustion from dealing with ongoing mistreatment
• Fear of retaliation, which can silence victims and make them feel helpless

These emotional impacts don’t always show on the surface, but they often lead to deeper struggles like sleep problems, absenteeism, or even substance use. Supporting employees' mental well-being must include preventing and addressing victimization.

2. Professional Consequences

Victimization also damages an employee’s ability to thrive professionally. When someone is constantly targeted or undermined, they can lose motivation and confidence in their work.

Workplace performance issues may include:

• Decreased productivity, as victims spend time and energy coping with stress
• Increased sick days, due to both physical and mental health issues
• Low engagement, as employees mentally “check out” or stop contributing ideas
• Higher turnover, with skilled employees choosing to leave toxic environments

These consequences aren’t limited to the victim. Coworkers who witness unfair treatment may become demoralized too, fearing they could be next. This erodes team trust and makes it harder to collaborate effectively.

3. Put Company at Risk

For employers, failing to address workplace victimization can have serious legal, financial, and reputational consequences.

Risks to the organization include:

• Lawsuits and human rights complaints, particularly if the victimization involves discrimination or harassment
• Investigations and penalties under Canadian Occupational Health and Safety laws
• Reputational damage, as news of a toxic work culture can spread online or through word of mouth
• Difficulty attracting or retaining talent, especially among skilled professionals who prioritize respectful workplaces

Today, job seekers and employees alike expect safe, inclusive environments. Companies that ignore the signs of victimization not only fail their staff—they also risk losing their competitive edge.

Understanding these impacts reinforces why it’s so important to address victimization early. The cost of inaction is too high for both individuals and businesses.

How to Combat Victimization at Work

Stopping victimization requires more than just good intentions—it takes clear policies, supportive leadership, and a culture of accountability. 

When companies actively work to prevent and respond to mistreatment, they create a safer and healthier workplace for everyone.

To truly combat victimization, employers must go beyond reacting to complaints. It involves setting up systems that protect employees, promoting respectful behaviour, and ensuring everyone knows that unfair treatment won’t be tolerated. 

Whether your workplace is large or small, these strategies can help create lasting change.

1. Create Clear Anti-Victimization Policies

The first step in addressing victimization is having a clear, written policy that defines what it is and what actions will be taken when it occurs. 

Without clear guidelines, employees may not know where the boundaries are—or how to speak up when those boundaries are crossed.

Your policy should:

• Clearly define victimization, including examples such as exclusion, unfair criticism, gossip, or retaliation
• Outline the reporting process, including who to contact and what to expect
• Specify the steps the employer will take to investigate complaints fairly and confidentially
• Include disciplinary actions for those found responsible for victimizing others
• Be easily accessible to all staff—posted online, in handbooks, or on bulletin boards

Make sure all employees are aware of the policy through orientation training and annual refreshers. When staff know what is and isn’t acceptable, and what steps will be taken when a line is crossed, it builds trust and accountability.

2. Provide Confidential Reporting Channels

Many employees don’t report victimization because they fear being punished, ignored, or further targeted. That’s why it’s essential to create confidential, safe, and supportive ways for people to speak up.

• Effective reporting systems may include:
• Anonymous email hotlines or suggestion boxes
• Third-party reporting services to handle sensitive complaints
• A dedicated HR representative or workplace safety officer who can manage reports professionally
• Ensuring that retaliation against reporters is strictly prohibited and penalized

It’s not enough to just offer these channels—they must be promoted and trusted. Employees should feel confident that their concerns will be taken seriously, investigated fairly, and kept confidential wherever possible.

3. Train Managers and Staff to Recognize Early Signs

One of the most effective ways to combat victimization is to train both leaders and employees to spot the warning signs early. 

Many cases of victimization go unchecked because the behaviour is subtle or misunderstood. Without proper Workplace Violence and Harassment Awareness Training, managers may overlook issues or unintentionally dismiss valid concerns.

Regular training should include:

• What victimization looks like, including examples of exclusion, unfair treatment, gossip, and intimidation
• How to intervene appropriately, whether you're a bystander, coworker, or supervisor
• The responsibilities of leadership in preventing and addressing victimization
• Case studies or scenarios to build awareness and empathy

Training should be delivered not just once, but on a recurring basis, and adapted for new hires, team leaders, and upper management. 

4. Act Quickly and Fairly on Complaints

Delays in addressing victimization complaints can cause further harm and erode employee trust. Timely, impartial responses send a clear message that mistreatment will not be tolerated—regardless of who is involved.

Best practices for responding to complaints include:

• Acknowledging reports promptly and respectfully
• Investigating all claims thoroughly, using interviews, documentation, and witness statements
• Ensuring neutrality, especially when the accused is in a senior role
• Taking corrective actions as needed, including mediation, warnings, or discipline
• Communicating outcomes (within privacy limits) to reassure the complainant

Failing to act—or automatically defending higher-level staff—can worsen the situation and potentially expose the organization to legal liability. A fair process builds confidence and encourages others to come forward if needed.

5. Promote a Culture of Respect and Inclusion

Policies and procedures are important—but lasting change happens when respect becomes part of everyday culture. 

This means creating a workplace where fairness, open communication, and inclusion are the norm, not the exception.

Ways to build a respectful culture include:

• Encouraging open dialogue and feedback between teams and leadership
• Recognizing and rewarding positive behaviours, like teamwork and empathy
• Celebrating diversity and inclusive practices through training and awareness events
• Holding everyone—from interns to executives—accountable for their actions

A strong culture discourages bullying and victimization because people feel empowered to speak up and support each other. Over time, this reduces the risk of toxic behaviours and strengthens team unity.

6. Support Victims Through Resources and Counselling

Employees who experience victimization often carry emotional and mental stress that affects their health, performance, and well-being. 

Providing supportive resources shows that the company values its people and takes their experiences seriously.

Support options may include:

• Private consultations with HR or a designated workplace safety officer
• Access to Employee Assistance Programs (EAPs) that offer free counselling and therapy
• Paid time off for mental health recovery
• Referrals to external mental health professionals
• A safe return-to-work plan, if needed

Make sure all employees are aware of these resources and how to access them confidentially.

Offering help isn't just the right thing to do—it's also key to creating a workplace where employees feel safe, valued, and heard.

What Employees Can Do if They Are Victimized

Experiencing victimization at work can be overwhelming and isolating—but employees don’t have to go through it alone. 

While it may be tempting to stay quiet or try to manage the situation alone, speaking up early and taking careful steps can help protect your well-being and career. 

The earlier you act, the easier it becomes to stop harmful behaviour and hold people accountable.

If you feel you're being unfairly targeted, excluded, or mistreated, here are the key actions you can take to protect yourself and seek support.

1. Keep a Detailed Record of Incidents

One of the most important steps is to document what’s happening. Keeping a clear and consistent record gives you evidence if you decide to report the issue or seek help.

Your documentation should include:

• Dates and times of each incident
• What was said or done, with as much detail as possible
• Who was involved or present (including any witnesses)
• How the incident affected you, emotionally or professionally
• Copies of any emails, messages, or written communications that support your case

Keep this record in a safe place—ideally outside your work system or devices.

2. Use Official Reporting Channels Early

Many employees hesitate to report victimization, often out of fear of retaliation or being ignored. But using your workplace’s formal reporting process helps ensure that the issue is acknowledged and investigated.

You can report your concerns to:

• A supervisor or team leader you trust
• Human Resources (HR) or a workplace safety officer
• Through confidential or anonymous reporting platforms, if available

You have a right to a safe workplace. In Canada, every province has rules under Occupational Health and Safety legislation requiring employers to investigate harassment and bullying complaints.

If you’re unsure how to report the issue, ask HR or check your company’s employee handbook or harassment policy for guidance.

3. Seek Outside Support

You don’t have to face victimization alone. Reaching out to someone for support can help you cope emotionally and give you clarity on your next steps.

Options for support include:

• HR representatives, who can explain your rights and guide you through the process
• Mentors or trusted coworkers, who can provide moral support and advice
• Employee Assistance Programs (EAPs), which offer free, confidential counselling and resources
• Legal advice if the situation escalates and your rights are being violated

If your workplace does not respond appropriately, you may also file a complaint with your provincial labour board or human rights commission.

Taking action is not always easy, but it is a powerful step toward protecting your well-being and making your workplace safer—for yourself and others. 

Speaking up sends a message that victimization won’t be tolerated, and that everyone deserves to be treated with fairness and respect.

Conclusion

Workplace victimization doesn’t always start with loud arguments or clear threats—it often begins with subtle patterns of exclusion, criticism, or unfair treatment. But if left unchecked, it can grow into a serious issue that affects both individual well-being and team morale. 

That’s why recognizing the signs early and addressing them quickly is key to creating safer, more respectful, and more productive workplaces.

Everyone has a role to play in stopping these behaviours. Leadership must set the tone by enforcing clear policies, providing training, and responding fairly to complaints. 

But employees also have power—by speaking up, documenting what they see or experience, and supporting each other. Creating a respectful environment requires teamwork, trust, and a shared commitment to fairness.

When victimization is ignored, it doesn’t just hurt the person being targeted—it damages the entire organization. It leads to stress, high turnover, lost productivity, and reputational harm.

That’s why it’s essential to combat victimization in the workplace before it escalates into something more damaging.

The message is simple: don’t wait. Don’t assume it will go away on its own. Whether you’re a leader, coworker, or the one being targeted, take it seriously. 

Listen. Act. Speak up. Building a better workplace starts with noticing the signs—and doing something about them. Let’s make respect the rule, not the exception.