Hostile work environments are highly subjective and case-specific, and rarely does the accused admit wrongdoing. Nevertheless, these common indicators often point towards a hostile work environment:
- Discrimination
- Does the employer and/or co-workers’ behavior discriminate on the basis of gender, race, religion, age, orientation, disability, or nation of origin?
- Employer Complicity
- Did the employer know about and willingly choose to not address the alleged behavior?
- Employer Inaction
- Did the employer fail to investigate, address, or intervene after the initial report of alleged hostile behavior?
- Pervasive and Long-Lasting Behavior
- Does the employer and/or co-workers’ behavior last and/or worsen over a period of extended time? One-time occurrences are rarely considered to be “hostile” behavior unless extreme.
- Compromised Social Norms
- Would a reasonable member of society also find the work environment hostile and/or abusive?