Written by Edge of Humanity Magazine Staff

The boom of the internet brought with it a variety of advantages. Suddenly, you were able to connect with anyone and everyone from across the globe. From entertainment to education, the internet is there to support us all. Today, there are 5.35 billion internet users worldwide. But sadly, it has also become the breeding ground for harassment. Roughly, 9 in 10 Americans say that they are harassed online.

However, apart from the victims, we can also say that there are several other entities, such as employers or religious leaders, who unwittingly get involved. A sense of responsibility falls on them as well where they must understand and navigate online harassment and its implications on their community members.

But the very first challenge these entities must understand is the gravity of online harassment and its repercussions on victims.

When it comes to online harassment, it infiltrates every aspect of a victim’s life. From cyberbullying to defamation campaigns online, predators are getting creative because the internet offers them room for more.

However, online harassment tends to take an extreme psychological and emotional toll on the victims. It can adversely affect their well-being, professional reputation, and even their sense of safety. It fills them with fear and they have to battle various other psychological symptoms like anxiety and depression. Sometimes, it even leads to physical symptoms such as headaches, nausea, and fatigue.

Therefore, every organization, club, or gathering must have a set of rules and protective measures in place. Whether it is an employer taking care of its employees or religious institutions taking a step to protect their members, we need a culture of zero tolerance for online harassment.

But that said, organizations are also sensing the liability of keeping victims of online harassment engaged within their circles.

Beyond the ethical imperative to support them, people are looking at the legal and reputational risks that come along.

When we take a look from an employer’s perspective, retaining an employee who is experiencing online harassment can mean various liabilities. People aren’t willing to freely associate themselves with any risks.

Even if we take a look at other communities like private clubs, apartment complexes, or religious institutions, they also bear responsibility for the well-being of their members or residents. Therefore, taking in someone who is already going through harassment means they must bear some responsibility here, which is not something everyone is okay with.

At the end of the day, if you are allowing online harassment to go unaddressed, you are not only indirectly being an accomplice but there can be legal consequences. In fact, it can also tarnish the organization’s reputation and credibility. This is one of the reasons why people shy away from getting associated with these cases.

In today’s interconnected world, news of mishandled harassment cases can spread in an instant through social media and other channels.

Here, organizations risk losing valuable talent or members if they fail to provide adequate support to victims of online harassment.

Employees may choose to leave their jobs if they feel unsupported or unsafe, while individuals may withdraw from social gatherings or religious communities if they perceive a lack of action in addressing harassment.

Apart from the direct costs of turnover or membership attrition, organizations may also suffer indirect losses in terms of morale, productivity, and community unity.

In light of these considerations, organizations are increasingly adopting proactive measures to address online harassment and support victims within their circles.

This may include implementing clear policies and procedures for reporting and investigating harassment. Some may offer resources such as counseling or legal assistance. This helps nurture a culture of empathy and solidarity.

By prioritizing the well-being of their members and taking decisive action against online harassment, organizations can actually mitigate liability, safeguard their reputation, and uphold their commitment to creating safe and inclusive spaces for all. It doesn’t have to be a difficulty as long as proper procedures are in place.

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