Knowing the difference: Performance management versus harassment

Employers must respond promptly to decipher between legitimate complaints and performance issues
By Stephen Carpenter and Hilary Foster
|Canadian HR Reporter|Last Updated: 01/30/2019
Employers are accountable and should provide training to managers, supervisors and employees on the difference between sexual harassment, other harassment and performance management. Credit: Simple Line (Shutterstock)

#MeToo began as a hashtag to raise awareness of the pervasiveness of sexual harassment and assault in society.

The phrase has been posted or commented on millions of times. Moreover, #MeToo has expanded from raising awareness of sexual harassment and assault to raising awareness of a power imbalance between men and women, especially in the workplace.

In the wake of #MeToo, more and more complainants are coming forward with allegations of workplace sexual harassment and other forms of harassment. Whether unmeritorious claims are on the rise, or whether the #MeToo movement has simply given complainants the confidence to speak up, is open for debate.