Workplace Incivility Reaches Crisis Levels: 75% Affected, Experts Warn – Breaking News
Montreal, QC – A disturbing new report reveals that incivility – often subtle but deeply damaging disrespectful behavior – is rampant in Canadian workplaces, impacting a staggering 75% of employees either as victims or witnesses. This breaking news comes from research led by Rémi Labelle-Deraspe, a professor of Human Resources Management at the University of Sherbrooke, and is raising serious concerns about the health and productivity of organizations across the country. This isn’t just about overt harassment; it’s about the daily erosion of respect that’s quietly poisoning work environments. For those seeking to understand the implications for their own organizations, or for SEO strategies related to workplace wellbeing, this is a critical development.
The Hidden Epidemic: What Does Incivility Look Like?
While formal harassment complaints are tracked, incivility often flies under the radar. Labelle-Deraspe defines it as “exchanges of words or gestures which may perhaps seem at first glance without consequences or clumsy, but which will still violate standards which are conventional in terms of respect on the workplace.” This can manifest in numerous ways: condescending remarks, interrupting colleagues during meetings, ignoring contributions, or even seemingly minor slights like excluding someone from informal gatherings. Think of the colleague consistently talked over, or the one whose ideas are dismissed without consideration. These seemingly small acts accumulate, creating a toxic atmosphere.
The data is stark: 34% of workers report experiencing interpersonal ill-treatment, including incivility, while a further 44% have witnessed it firsthand. However, Labelle-Deraspe cautions that these figures may be an underestimate due to the difficulty in quantifying and reporting these subtle offenses. The lack of readily available data makes tracking trends challenging, but the anecdotal evidence is overwhelming.
Why is Incivility on the Rise? A Perfect Storm of Factors
Experts point to several contributing factors. Labelle-Deraspe highlights that rigid hierarchies, power imbalances, authoritarian leadership styles, and overly restrictive regulations create breeding grounds for disrespectful behavior. Paradoxically, “high performance” cultures can also exacerbate the problem, with disrespect often excused in the pursuit of productivity. It’s a dangerous trade-off: sacrificing a healthy work environment for short-term gains.
Manon Poirier, Director General of the Order of Approved Human Resources Advisers (CRHA), echoes this sentiment, noting that organizations are simply mirroring societal trends in interpersonal skills. She also points to the rise of remote work as a potential catalyst. “People will have behaviors behind their (computer) keyboard more than in person,” she explains, suggesting that the distance afforded by digital communication can embolden uncivil behavior. This is a crucial consideration for companies navigating the evolving landscape of work.
Beyond Incivility: The Legal Blind Spot & Vulnerable Groups
A concerning aspect of this issue is the disparity between reported complaints and legal action. While the Committee on Standards, Equity, Health and Labor Safety (CNESST) received hundreds of thousands of complaints in 2024, only a fraction – just over 4,500 – related to harassment. Labelle-Deraspe draws a powerful analogy to an iceberg, arguing that the most prevalent forms of incivility – those below the surface – are often ignored because they aren’t explicitly covered by law.
Furthermore, the research reveals that certain groups are disproportionately targeted. Individuals from visible minorities and women are more likely to experience incivility, particularly at the intersection of multiple marginalized identities. This underscores the need for targeted interventions and a commitment to fostering inclusive workplaces.
What Can Organizations Do? A Proactive Approach to Workplace Respect
Both Labelle-Deraspe and Poirier emphasize the importance of proactive measures. Clear policies, regular training, and a culture of accountability are essential. Organizations must actively denounce incivility, regardless of who is involved. Poirier stresses the need to integrate respect into ethical codes and to consistently address the issue. This isn’t just an HR problem; it’s a leadership imperative.
Evergreen Tip: Beyond formal policies, consider implementing regular “climate checks” – anonymous surveys or focus groups – to gauge employee perceptions of respect and identify potential issues before they escalate. Promote empathy and active listening skills through workshops and team-building activities. And remember, leading by example is crucial: leaders must model respectful behavior in all their interactions.
The rising tide of workplace incivility is a serious threat to employee wellbeing, productivity, and organizational success. Addressing this issue requires a concerted effort from leaders, HR professionals, and employees alike. Staying informed about these trends – and understanding the nuances of respectful workplace dynamics – is more critical than ever. For further insights into building a positive and productive work environment, explore the resources available on archyde.com and stay tuned for ongoing coverage of this important topic.
