A healthy workplace environment is one that prioritizes the well-being and safety of its employees. Unfortunately, some employees might find themselves in situations where their concerns about workplace injuries are dismissed, diminished or denied, a psychological manipulation tactic known as gaslighting.
Understanding gaslighting in the context of a workplace injury can help employees identify it and take appropriate steps to address the situation. Learn more about how employers may gaslight their employees about workplace injuries.
Gaslighting often manifests in subtly manipulative ways. Employers might downplay the severity of an injury or suggest the employee is overreacting or imagining their pain. This tactic seeks to sow doubt in the employee’s mind about their experience and perception, which can lead to confusion and self-doubt.
Reporting injury and seeking compensation
If successful, gaslighting can prevent or delay an employee from reporting their injury or seeking compensation. An employee might start to question whether their injury is severe enough to warrant reporting, or they might fear negative repercussions if they insist on their version of events. This can lead to untreated injuries and missed opportunities for appropriate compensation.
Standing up against gaslighting
Taking action against gaslighting involves trusting one’s own experiences and perceptions. It is important to seek medical attention after a workplace injury, no matter how minor it may seem. Documenting the injury and any subsequent interactions about it can provide a valuable record.
Getting support from colleagues
Finding allies among coworkers can also be beneficial. They might have witnessed the incident or experienced similar situations, providing validation and support. Sharing experiences can empower individuals to stand up against manipulative behavior.
Follow these strategies if you suspect gaslighting and work to create a safer and more supportive workplace environment.