Isabella Carter
A hostile work environment is characterised by inappropriate behaviour that is pervasive and severe enough to amount to workplace harassment. This behaviour targets individuals for belonging to a protected class, which includes traits that cannot or should not be changed. In the context of the army, this could manifest as a culture of hazing and bullying, cliques, or immature behaviour that creates a hostile environment for those not part of the in-group. Victims of hostile work environments can file claims and seek support from colleagues, supervisors, HR departments, or higher-level managers.
| Characteristics | Values |
|---|---|
| Cliques and exclusion | Ganging up on those who are not part of the clique |
| Bullying and hazing | Affecting workers at all levels |
| Dehumanization | Older people are evaluated differently |
| Discrimination | Targeting based on protected characteristics like age, gender, religion, etc. |
| Harassment | Severe or pervasive inappropriate behavior |
| "Bro culture" | Women and LGBTQ employees feel targeted |
| Language restrictions | Forbidding languages other than English, causing ethnic tension |
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What You'll Learn
Cliques and exclusion
In the context of the army, this could manifest as a platoon structure where friends have each other's backs unconditionally, creating a challenging environment for those outside the clique. For example, individuals might be hesitant to ask simple questions for fear of being ganged up on or ridiculed. This dynamic can make coming to work difficult, especially in a field like the army where collaboration and teamwork are essential.
The exclusivity of cliques can also lead to negative behaviours such as gossip, cyberbullying, and bullying. These actions can severely affect the targeted individuals, impacting their self-esteem, attendance, and productivity. Additionally, the digital realm has provided new platforms, such as social media and messaging apps, for clique members to continue their social interactions and potentially engage in cyberbullying or digital exclusion.
To address these issues, employers, including army leadership, should foster a culture of respect and professionalism, both physically and digitally. They must recognise and address exclusionary behaviours, provide clear guidelines for acceptable online behaviour, and encourage employees to address issues directly with the perpetrators. By taking decisive action, employers can promote an inclusive and respectful work environment, mitigating the negative impacts of cliques and exclusion.
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Bullying and hazing
Hazing is defined in Army policy (AR 600-20, Army Command Policy) as any conduct by a Servicemember that intentionally or recklessly causes another Servicemember to be subjected to cruel, abusive, humiliating, oppressive, demeaning, or harmful treatment. This can include verbal or psychological abuse and extends to soliciting or coercing participation in such activities.
The Department of Defense (DoD) and service regulations may use the terms bullying and hazing interchangeably, leading to confusion among Servicemembers. While individual service regulations on bullying and hazing have not been updated since the 2015 DoD memorandum, it is important to note that the Army's definitions differ.
The impact of hazing and bullying can be psychologically and physically detrimental to victims. Some regulations emphasize treating victims with respect and providing them with assistance, such as legal advice and victim/witness advocacy services. However, the Army's regulations do not explicitly include such provisions.
To address instances of hazing and bullying, it is crucial to document and report these issues. When making complaints, providing a written explanation, witness statements, relevant documentation, and a list of witnesses can aid in the investigation process. Seeking assistance from an attorney or advocate can also help keep the process on track and ensure victims' rights are protected.
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Discrimination and harassment
In the context of the army, cliques and factions within units can create hostile environments for those not included. This can lead to individuals being singled out, ganged up on, or treated unfairly by colleagues or supervisors. The army's social dynamics can also involve hazing and bullying, which negatively impact the workplace and create a hostile atmosphere.
To address discrimination and harassment, it is essential to communicate directly with the offender if one feels safe doing so. Explaining how their behaviour is affecting you and asking them to stop can be a good first step. If this is not possible or unsuccessful, seeking support from trusted colleagues, supervisors, or higher-level managers is advisable. It is also crucial to document incidents, including dates, times, involved parties, and witnesses, as this information may be useful for escalation or legal action.
Additionally, victims of discrimination and harassment can utilise employee assistance programs that offer counselling and support for work-related issues. Mediation services, if available, can also help resolve issues with the assistance of a neutral third party. It is important to remember that victims are not alone and that there are resources and avenues for addressing and improving hostile work environments.
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Dehumanisation of older people
A hostile work environment in the army can arise from cliques and immature behaviour, similar to that experienced in high school. This can manifest as a group of friends who "have each other's backs right or wrong", creating a hostile environment for those outside the clique.
Now, dehumanisation is a process of denying someone's humanity, and it is often seen as a precursor to violence or abuse. Dehumanisation of older people is a specific form of this, where older adults are associated more with animals than with humans. This form of ageism can be explicit or implicit and is a significant social problem, affecting one in six older persons globally each year.
Research has shown that younger people tend to attribute more uniquely human emotions to other young people than to older ones. This indicates a perception of older people as less human, or animalistic dehumanisation. This type of dehumanisation is distinct from mechanistic dehumanisation, which does not seem to apply to older people.
Several studies have used the Implicit Association Test (IAT) to measure the strength of associations between older people and animals. This test has shown that participants more readily associate older people with animals, indicating a form of implicit dehumanisation. A higher "D-score" indicates a stronger association between older people and animals, and thus a higher level of dehumanisation.
Explicit dehumanisation has been measured using a Likert scale, with participants indicating their level of agreement with statements associating older people with animals. Higher scores on this scale indicate stronger explicit animalistic dehumanisation.
The implications of these findings are serious, as dehumanisation has been linked to elder abuse. Developing interventions to humanise older persons may help to reduce this form of abuse.
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Bro culture and toxic masculinity
The army, like any other workplace, is not immune to issues of bro culture and toxic masculinity. These issues can create a hostile work environment, particularly in occupations like combat arms, where the dynamic may not differ much from a high school locker room.
Secondly, toxic masculinity often involves objectifying and demeaning women, which can lead to serious issues such as rape and torture. A study by the Brac James P. Grant School of Public Health found that 63% of male respondents between 15 and 24 believed that beating their wives was justified if they were denied sex. This toxic mindset can permeate army cliques, creating an exclusionary and intimidating atmosphere for those who do not conform to traditional masculine norms.
Furthermore, toxic masculinity often involves suppressing emotions and adhering to a narrow set of "manly" interests and behaviors. Army personnel may feel pressured to conform to stereotypes that value physical toughness, aggression, and stoicism, leaving little room for emotional vulnerability or diversity of interests. This can create a hostile environment for those who do not fit the mold, leading to bullying, hazing, and exclusion.
To address these issues, it is crucial to recognize the harmful impact of toxic masculinity on individuals and society. Unlearning toxic traits requires time and effort, including developing emotional intelligence, respecting consent, and valuing mutual respect and equity. By challenging traditional power structures and promoting empathy and inclusivity, the army can foster a more positive and supportive work environment.
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Frequently asked questions
A hostile work environment is a workplace where inappropriate behavior is severe or pervasive enough to amount to harassment. This can include bullying and hazing, which can come from colleagues, supervisors, or management.
Behaviors that contribute to a hostile work environment include forbidding employees to speak any language other than English, contributing to ethnic tension, and making national origin a disadvantage in the workplace. "Bro culture" can also create a hostile environment, especially for women and LGBTQ employees.
A protected class is a trait that you cannot change about yourself or should not be forced to change. These traits are protected by state and federal laws, including Title VII of the Civil Rights Act of 1964. Offensive behavior that targets someone for belonging to a protected class can violate discrimination laws.
If you feel safe, try to address the issue directly with the person creating the hostile environment. Explain how their behavior is affecting you and ask them to stop. You can also seek support from a trusted colleague, supervisor, or your HR department.
A hostile work environment can involve cliques or factions that create an intimidating or exclusionary atmosphere for those not in the group. This can include ganging up on individuals, singling them out, or creating an overall negative or unbearable work environment.
