WE often advocate and encourage survivors of abuse to leave abusive relationships with their spouses or family members—why don’t we do the same when people are being abused or mistreated at their workplace? Why isn’t this more common in our Guyanese culture? Workplace abuse or bullying can be verbal, psychological, physical or sexual.

Often, it is a misuse or abuse of power. Every human deserves to be treated with respect in a work environment. If not, employers must be held accountable. Even the simplest forms of intimidation or harassment should always be taken seriously.

No human being will be able to flourish and thrive in an environment of aggression, intimidation or violence. As such, work productivity and quality output will also be prevented if abuse is tolerated. If someone makes unwanted sexual advances to you in your place of employment, this is workplace abuse. If someone shouts and screams derogatory language to you in your place of employment, that is workplace abuse. If someone hits or punches you in your place of employment, then this is workplace abuse.

I believe Guyanese are accustomed to some behavioural traits from their employers or even customers—they don’t class it as abuse. It is abuse, and it should be acknowledged as such. Do not let poor standardised expectations of a safe workplace deter you from the reality that it can be an unhealthy environment to dwell in. “That’s just the way it is” should never be a response from anyone at any time to abuse. Unfortunately, many people are so dependent on their employers for a source of income with a “stable” job they have no choice but to comply with such atrocity.

Perhaps the best method of preventing workplace abuse is for employers to implement zero tolerance for abuse. Whether it be from clients to workers, administrators to workers or even amongst workers themselves. It should never be tolerated. This can be implemented in the form of a policy or memorandum that also outlines the consequences of violence or abuse in the workplace while also supporting national laws to highlight the seriousness of abuse.

If you have been abused in your place of employment—you should find the courage to inform your Human Resources or Personnel Department about the incident. Ensure that you document the encounter and provide proof if possible. In Guyana, we have the Ministry of Labour that provides support and guidance for all matters relating to workplace safety—psychological, physical and otherwise. It is quite unfortunate that these realities exist in this day and age. However, we can start by acknowledging that we can indeed be abused in our work environments. Abuse is not a “custom” or norm. Abuse is abuse.