Recognizing Early Signs

Managers should look for patterns indicating discomfort, intimidation, or exclusion. Early signs may be subtle and develop over time rather than occurring as a single incident. Focus on observable behavior in interactions, written communications, and team dynamics.

Common Examples

• Unwanted jokes or comments based on protected characteristics
• Exclusion from meetings or decisions affecting work
• Unreasonable demands or criticism aimed at a specific employee
• Negative changes in morale or performance after a concern is raised
• Repeated avoidance or tense interactions within the team

Impact over Intent

Pay attention to how behaviors affect the targeted employee and the team climate. Do not assume intent; focus on patterns and outcomes to determine whether escalation is needed.

When to Escalate

If patterns persist or escalate, follow policy guidelines to escalate to the appropriate channel. Early action helps prevent further harm and supports a safer workplace.