Cancers of the Workplace: What to Get Rid of in 2023

  • Gender discrimination and inequality can create a hostile work environment.
  • HR and legal divisions should monitor workplace behaviors to prevent discrimination.
  • Flexibility in work hours is linked with increased job satisfaction, lower stress, and improved health.
  • Properly managing conflicts can help reduce tension and create an inclusive atmosphere.
  • Creating a cancer-free workplace requires active steps from the employer in 2023.

To ensure optimal performance and job satisfaction, the workplace must be an inclusive and positive environment for all employees, regardless of their role or seniority. Employers must create an atmosphere emphasizing safety, respect, and fairness so that everyone feels comfortable and can contribute positively to the company’s success.

Employees who feel included and supported are more likely to stay in their roles longer, leading to higher retention rates. A Gallup survey found that 87% of employees who report feeling emotionally invested in their work are more engaged with their workplace than those who don’t have these feelings. Additionally, a study from Harvard University revealed that when companies actively pursued diversity initiatives, they experienced an increase in the overall financial performance of 35%. This demonstrates the positive impact of inclusion on employee morale and the bottom line.

However, there will always be a few issues that can detract from the workplace experience, such as cancerous behavior. These behaviors can create a hostile environment for everyone in the office. Here are a few instances that the human resources and legal divisions should watch out for in the workplace.

Gender Discrimination

A woman receiving unfair treatment in workplace

It’s not uncommon for women to be treated differently than their male counterparts. If a company’s policies or culture is biased against female employees, it can decrease productivity, job satisfaction, and even legal action. Employers should ensure that they uphold fair practices that don’t discriminate based on gender. Here are a few examples of gender-based discrimination to be mindful of:


Inequality due to gender discrimination can manifest in various forms. For instance, women may be passed over for promotions, denied access to resources or opportunities, and receive lower pay than their male counterparts. This type of bias in the workplace can lead to feelings of alienation and resentment among female employees.


Unfortunately, many instances of harassment in the workplace stem from gender bias. Women may experience unwanted comments about their appearance or unwelcome advances from colleagues or superiors. If these behaviors are not addressed promptly, they could create an intimidating work environment that affects all employees.

Less Support

A woman might be as skilled, if not more so, than her male counterparts. However, if she isn’t given the same level of support as those around her, it can demoralize and discourage her further. Leaders should provide ample resources and training opportunities regardless of an employee’s gender.

Less Recognition

Women often don’t get the recognition they deserve in the workplace. Even if their efforts are equal to or greater than men’s, they may not be given credit. Companies should make a conscious effort to reward employees fairly and equally, regardless of gender.

The human resources team must find ways to address these issues to create a workplace free of cancerous behavior. They should ensure that all employees are treated with respect and dignity, regardless of gender. You can start by helping the company leaders avoid discrimination, especially harassment. You can get sexual harassment prevention training for supervisors to ensure they understand and can identify potential problems.

Refusing Flexibility

Employers must make the workplace more employee-centric to create an environment of inclusion and respect. This means allowing employees more flexibility in their work hours, allowing them to balance their professional and personal commitments better. Studies have shown that flexible working schedules can result in greater job satisfaction, improved morale, and higher productivity.

Additionally, flexible work options allow employees to spend more time with family and friends and pursue leisure activities outside work. This can help reduce stress, linked with various health benefits, including reduced risk of depression, heart disease, and certain cancers. Quality of life is often associated with greater control over one’s life; allowing employees to control their schedule can be an essential step toward promoting healthier lifestyles.

Here are a few flexible work options to consider:

  • Working remotely or from home
  • Flexible hours or compressed work weeks
  • Job-sharing
  • Paid and sick leaves

Internal Conflict Mismanagement

Employees in a conflict

When employees experience conflict, their work environment can quickly become toxic. Without proper management and resolution, the tension can boil over and cause employees to leave or be less productive. Leaders must be aware of how conflicts arise and take steps to resolve them swiftly and fairly.

This includes setting clear worker expectations, creating a healthy team dialogue, offering incentives for good behavior, and enforcing discipline when needed. Employers should also provide additional resources to help employees foster a culture of understanding and collaboration.

Lawsuits might become inevitable if the HR team and legal division mishandle internal conflicts or fail to act in the best interest of employees. Documenting all complaints and disputes is essential, as this helps protect both the employer and the employee.

Final Thoughts

Employers can create a better environment for all employees by addressing cancerous behaviors. Focusing on diversity initiatives, creating flexible work options, and handling conflicts promptly will help ensure everyone feels safe and respected in their workplace. By following these steps, employers can ensure the workplace is cancer-free by 2023.

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