Workplace violence is a serious issue that affects workers across all industries, but did you know that men and women experience it differently?
In Canada, nearly 7 in 10 workers report being exposed to violence at work, with women being disproportionately affected by certain types of violence.
While men are more likely to experience physical violence from strangers or coworkers, women are more often subjected to verbal abuse, harassment, and threats, especially in industries like healthcare, education, and retail.
The ways in which workplace violence manifests can vary greatly depending on the type of violence, the work environment, and the social roles that men and women are expected to play.
This blog will explore how workplace violence affects men and women differently, diving into the gendered dimensions of this important issue.
We will look at how societal expectations, workplace culture, and specific job roles contribute to these disparities, and what can be done to create safer, more equitable environments for everyone.
What Is Workplace Violence? A Quick Refresher
Workplace violence refers to any act of physical or emotional harm that occurs at work. It can take many forms, including physical assault, verbal abuse, bullying, threats, or sexual harassment.
These actions can be carried out by coworkers, managers, or even external parties such as clients or customers.
Examples of workplace violence include a manager yelling at an employee, a colleague making threatening gestures, or an individual facing harassment from a client.
It can also involve physical altercations, like pushing or hitting, and more subtle forms, such as ongoing intimidation or exclusion.
Gender Differences in Exposure to Workplace Violence
Workplace violence does not affect men and women in the same way. The types of violence, who the violence comes from, and the environments in which it occurs can differ significantly based on gender.
Understanding these differences is crucial for addressing the unique risks that men and women face in various industries. In this section, we will explore how men and women experience different types, sources, and settings of workplace violence, supported by data and real-world examples.
Type of Violence
Men and women often experience different types of violence at work. Women are more likely to face sexual harassment and emotional abuse, which can include unwanted comments, gestures, or even threats.
These forms of violence are especially prevalent in industries like healthcare, retail, and service jobs, where women frequently work in positions that involve customer interactions.
For instance, female healthcare workers often experience sexual harassment or demeaning comments from patients, creating a hostile work environment.
On the other hand, men tend to face more physical violence or direct threats. This is particularly true in jobs that involve physical risk, such as law enforcement, security, and construction.
Men in these fields are more likely to encounter physical altercations or threats of violence from the public or individuals they are in contact with as part of their job duties.
Source of the Violence
The source of workplace violence can also differ significantly between genders. Women are more likely to experience violence from clients, patients, or customers.
This is particularly true in industries that require frequent public interactions, such as healthcare, retail, and hospitality.
For example, female retail workers may face verbal abuse or even physical threats from customers, particularly in high-stress situations or crowded environments.
Men, however, are more likely to face violence from coworkers or the general public. In fields like security, law enforcement, or construction, conflicts with coworkers or external threats often result in physical violence.
Additionally, the source of violence in male-dominated industries may come from the public, especially in roles that involve conflict resolution or dealing with volatile situations.
Work Setting and Job Role
Job roles and work settings play a significant part in how workplace violence is experienced. Gendered job roles often dictate the type and frequency of violence workers face.
Women are more likely to work in caregiving or service-based roles, such as healthcare, retail, or education, where they are exposed to verbal abuse, harassment, and emotional stress.
These jobs are also often part-time or precarious, making women more vulnerable to exploitation and violence.
Men, on the other hand, tend to work in trades, law enforcement, and security roles, where physical violence is more prevalent. Men in these roles may encounter threats from the public or violent altercations as part of their duties.
Furthermore, because these roles are often more secure and full-time, men may have more access to protective measures or resources that can reduce the risk of violence.
How Gender Influences the Impact of Workplace Violence
The impact of workplace violence can differ significantly between men and women, affecting their emotional and mental health, as well as their careers.
Understanding these gendered effects is key to addressing the long-term consequences of workplace violence and providing appropriate support for all workers.
Emotional and Mental Health Impact
For women, workplace violence often leads to long-lasting emotional and mental health effects.
The psychological toll of sexual harassment, verbal abuse, and emotional manipulation can contribute to anxiety, depression, and post-traumatic stress disorder (PTSD).
Men, on the other hand, may experience similar emotional distress but often underreport these feelings due to societal expectations that discourage men from expressing vulnerability.
In many cultures, including Canada, men are socialized to "tough it out" and may feel that seeking help is a sign of weakness.
Career Impact
The impact of workplace violence on a worker’s career can be significant for both men and women, but the effects may manifest in different ways.
For women, the long-term consequences can include career exit or a decision to leave the workforce altogether.
Women who experience repeated abuse or harassment may feel they have no choice but to quit, particularly if they lack the support or resources to address the violence.
For men, the impact on their career may not always be as visible but can still be just as damaging.
Men may feel pressured to remain in violent or hostile work environments due to the stigma surrounding mental health or vulnerability. This can lead to burnout, disengagement, and a decline in job performance.
Men who feel they can't report violence may also miss out on opportunities for workplace interventions or support, making it more difficult for them to thrive in their careers.
Trauma-Informed Support
It’s crucial to approach the impact of workplace violence with a trauma-informed lens. Both men and women deserve an environment where they can seek support without fear of judgment or retaliation.
This includes offering resources like counseling, mental health services, and peer support, tailored to the unique experiences of each gender.
Employers must create a safe space for both men and women to report violence and seek help, ensuring that recovery is prioritized over stigmatization or blame.
Why Reporting and Perception of Violence Differs by Gender
Reporting workplace violence is crucial for addressing and preventing further harm, yet both men and women face unique barriers when it comes to speaking up.
These barriers are often shaped by social expectations, workplace culture, and personal concerns about the consequences of reporting.
Understanding how gender influences the reporting and perception of workplace violence can help create an environment where all employees feel supported and empowered to take action.
Social and Workplace Barriers to Reporting
Men and women face different social pressures that make it difficult for them to report workplace violence.
For men, there is a deeply ingrained societal expectation to maintain a “tough” image.
This stigma can lead to men internalizing their experiences of violence, making them less likely to report incidents, even when they experience physical or emotional harm.
For women, the barriers to reporting workplace violence often stem from fears of retaliation, disbelief, or job loss.
Women may worry that reporting sexual harassment, verbal abuse, or discrimination will result in negative consequences, such as being labeled as a troublemaker or facing career setbacks.
Workplace Culture and Reporting Accuracy
Workplace culture plays a significant role in shaping the chance and accuracy of reporting.
In environments where violence is normalized, where leaders fail to take responsibility, or where there is a “boys’ club” mentality, employees may hesitate to report violent incidents because they don’t believe they will receive fair treatment.
The lack of trust in leadership and fear of being judged by coworkers can undermine the reporting process, making it difficult for accurate data to be collected.
To address these issues, workplaces need to foster an inclusive, supportive environment where all employees are encouraged to report incidents of violence without fear of retribution.
This requires clear policies, accessible reporting channels, and a commitment to investigating and addressing all claims promptly.
The Role of Power Dynamics and Gender Identity
Power dynamics play a critical role in shaping who is targeted by workplace violence and who is believed when violence is reported.
These dynamics are influenced by hierarchical relationships within the workplace, as well as by broader societal factors like gender, race, sexual orientation, and migrant status.
Understanding how power influences both the experience and the response to workplace violence can shed light on the complex barriers many employees face in seeking justice and support.
Power Relationships and Who Is Targeted or Believed
In many workplaces, power dynamics are skewed in favor of those in higher positions of authority, such as managers or senior staff.
Employees with less power, often those in entry-level or marginalized positions, are more likely to be targeted for violence, harassment, or discrimination.
Women, especially those in lower-status roles, may experience more frequent harassment or abuse from supervisors or clients due to the power imbalance.
Women and gender-diverse individuals may find it particularly difficult to be believed when reporting violence, as their experiences are often downplayed or dismissed by others, especially if the perpetrator holds more power.
Intersectional Factors
The impact of workplace violence is also deeply shaped by intersectionality—the overlapping of various social identities, including race, sexual orientation, migrant status, and more.
For example, a Black woman may face unique forms of violence that are not only rooted in gender but also in racial discrimination.
Similarly, LGBTQ+ individuals, especially those who are transgender or non-binary, may encounter violence that stems from both gender-based and homophobic or transphobic prejudice.
Migrant workers, particularly those who may have precarious immigration status or who are in temporary or low-wage jobs, are especially vulnerable to workplace violence.
Gender-Diverse Individuals and Layered Forms of Violence
Gender-diverse individuals, including those who are transgender, non-binary, or gender-fluid, often experience forms of violence that are layered and invisible.
These individuals may face not only gender-based violence but also violence linked to their gender identity, expression, or transition.
This can manifest as verbal abuse, physical assault, misgendering, and exclusion from workplace opportunities or resources.
The violence they experience is often compounded by the lack of recognition or understanding of their gender identity within the workplace, making it even harder for them to seek help.
What Employers Can Do to Address Gender-Based Violence
Employers play a key role in creating safe and supportive workplaces where all employees are free from violence, harassment, and discrimination.
Here are several actionable recommendations employers can take to address gender-based violence effectively.
1. Conduct Gender-Sensitive Risk Assessments
One of the first steps employers can take is to conduct thorough, gender-sensitive risk assessments.
These assessments should evaluate the specific risks employees face based on their roles, exposure, and the nature of their work environment.
It's important to recognize that different job roles—such as healthcare, retail, or security—present distinct risks for men and women, and these risks can vary even further based on factors like gender identity and social roles.
Risk assessments should consider the gendered specifications of violence in the workplace.
For example, women working in customer-facing roles might be more vulnerable to sexual harassment, while men in physically demanding or public-facing jobs might face a higher risk of physical assault.
Tailoring policies to address these specific risks ensures a more comprehensive and effective approach to workplace safety.
2. Provide Inclusive Training and Reporting Systems
Providing inclusive training and accessible reporting systems is essential to addressing gender-based violence in the workplace.
Employers should offer Workplace Violence and Harassment Awareness Training programs that are inclusive and trauma-informed, ensuring that all employees—regardless of gender—are aware of their rights and responsibilities when it comes to violence prevention.
These programs should cover a wide range of topics, including harassment, sexual assault, bullying, and emotional abuse, and should be tailored to the specific needs and challenges faced by different genders.
3. Foster a Culture of Respect
A fundamental component of preventing gender-based violence in the workplace is fostering a culture of respect and psychological safety.
This begins with top-down leadership commitment to creating a respectful and inclusive workplace.
Leaders must set the tone by modeling respectful behavior and ensuring that workplace policies are enforced consistently.
They should also prioritize communication about the importance of respect and safety, reinforcing the message that violence of any kind is unacceptable.
Conclusion
Workplace violence is not gender-neutral; it affects men and women differently due to various factors such as job roles, societal expectations, and power dynamics.
Men and women often experience distinct types of violence, with women more likely to face sexual harassment and emotional abuse, while men tend to encounter physical threats or assaults.
These gendered experiences of violence are further complicated by intersectional factors, such as race, sexual orientation, and migrant status, making some individuals even more vulnerable to harm.
By recognizing how workplace violence affects men and women differently, we can work towards creating more inclusive, supportive workplaces where all employees have the opportunity to heal and succeed.