Dear Dr. LeCrone:
You have written columns on workplace stress but I have a topic that I don’t think that you have ever covered. I work closely with a team of ten people where good communication, mutual respect and personal comfort are important. Several members of the team, including myself, feel a lot of discomfort and stress because of the frequent profanity used by one team member. His vocabulary is liberally laced with the f and s words punctuated with G.D. and s.o.b. It is not uncommon for him to “cuss out” one of us when he is unhappy.
Our team leader recognizes the problem but tells those of us who are offended by the language to “get a life” because radio and TV shows are full of the language we are opposed to. Could you please address this issue in your column?
-A reader in New York
Dear reader:
Workplaces should all have policies against discrimination including sexual, racial and ethnic slurs. Most prudent employers should also have a policy dealing with workplace respect which actively discourages frequent profanity and offensive language, especially in situations like “cussing out” a coworker. Lack of respect often creates morale problems which can lead to other problems including decreased productivity, turnover, distraction and poor communication.
Fighting in the workplace that leads to workplace violence often begins with name calling, cursing and vulgar, offensive language.
Many, if not most, discrimination and sexual harassment claims contain components which involve offensive language. This fact can make the claim potentially stronger and can increase the employer’s liability.
Perhaps the easiest and best way for your employer to handle this problem is to provide written and verbal information to all employees that promote a comfortable, non-hostile and abuse free work environment as company policy. Additionally, the use of unacceptable language can be addressed in team building and training sessions to reinforce the company’s position.
Employees who can’t seem to get the message can be referred to someone such as an employee assistance counselor who can assist them in changing their behavior.
Someone also needs to point out to your team captain the obvious difference between offensive media language, where people have a choice in programming, and offensive language in the workplace, where switching channels is not an option.
Curbing offensive language can go a long way in helping promote a healthy work environment for both the employer and its employees.
Hi.
I’m an experienced Clinical Practitioner, Administrator, Professional Writer, and Lecturer.
