Understanding Workplace Gaslighting
In today’s fast-paced and competitive corporate landscape, gaslighting and emotional invalidation are emerging as silent threats to employee wellbeing, particularly among women. These subtle yet damaging behaviors erode confidence, undermine psychological safety within teams, and can have far-reaching consequences for both individuals and organizations.
Gaslighting in the workplace is defined as the persistent manipulation or dismissal of an employee’s experiences, emotions, or perceptions. Unlike overt abuse, workplace gaslighting often manifests through repeated phrases such as, “You’re overreacting,” “That never happened,” or “You’re being too emotional.” Over time, these interactions can distort an employee’s sense of reality and professional value, leaving lasting psychological scars.
The Hidden Impact on Employees
Research has increasingly shown that women face a disproportionate impact from these subtle psychological tactics. According to a 2024 study published in the Indian Journal of Occupational Psychology, women are significantly more likely to experience gaslighting behaviors from supervisors and colleagues, especially in male-dominated or hierarchical work environments. The study linked these experiences to lower self-confidence, increased anxiety, and a reduced willingness to voice opinions or raise concerns.
Emotional invalidation only compounds the problem. When legitimate issues such as workload stress, unfair performance reviews, or exclusion from decision-making are minimized or outright ignored, employees often internalize the belief that their emotions are unimportant or even unprofessional. The Asian Journal of Psychology (2023) found that women who consistently experienced invalidation at work reported 45% higher levels of chronic workplace anxiety and reduced emotional resilience.
The lack of emotional safety—a sense that one can speak openly without fear of ridicule or retaliation—can create a culture of silence. The AIMA Workplace Climate Survey (2025) revealed that only 32% of women employees in India felt emotionally safe raising concerns. This climate of fear and suppression results in disengagement, diminished collaboration, and stifled creativity—directly impacting organizational performance.
Consequences of Emotional Suppression
To maintain professional acceptance, many employees—especially women—resort to suppressing their emotions. While this might be mistaken for resilience, the reality is quite different. The YourDost–Economic Times Mental Health Survey (2024) reported that 68% of working women consciously suppress emotional distress at work, leading to higher rates of burnout, sleep issues, and absenteeism.
From a business perspective, the cost of emotional suppression is high. According to the World Health Organization, for every rupee invested in workplace mental health initiatives, organizations see a fourfold return in productivity and reduced absenteeism. Despite this, the Aon India Mental Health Index (2023) indicated that only 18% of Indian organizations have structured programs to address emotional safety.
The Crucial Role of HR in Combatting Gaslighting
Human Resources (HR) departments are uniquely positioned to identify, prevent, and address gaslighting and emotional invalidation in the workplace. Because emotional harm is often invisible and rarely documented, proactive HR involvement is essential. Some critical HR interventions include:
- Embedding Psychological Safety in Policy: HR must move beyond compliance and explicitly include emotional safety and psychological harassment in organizational codes of conduct. Clear definitions help employees recognize harmful behaviors and empower them to report issues.
- Training Managers in Emotional Intelligence: Many managers may not realize their communication style contributes to gaslighting. Structured training in emotional intelligence, empathy, and inclusive communication can prevent dismissive behaviors from becoming systemic.
- Safe and Confidential Reporting Mechanisms: Employees are more likely to report emotional distress when confidentiality is assured. Anonymous channels, ombudspersons, and non-retaliation policies foster early intervention.
- Normalizing Mental Health Conversations: HR can create regular emotional check-ins, offer mental wellness days, and ensure access to professional counseling. Making emotional wellbeing part of organizational dialogue helps reduce stigma.
- Data-Driven Monitoring: Regular surveys focused on emotional safety and inclusion allow HR to detect patterns of gaslighting or invalidation across teams and take action where necessary.
Building Emotionally Safe Workplaces
Gaslighting and emotional invalidation are not just interpersonal issues; they represent significant organizational risks. When employees feel emotionally unsafe, they may appear present but are often disengaged—a phenomenon known as quiet disengagement. This affects retention, morale, and the leadership pipeline.
Organizations that prioritize emotional safety foster environments where employees can ask questions, innovate, and collaborate freely. For women, this safety is especially transformative, boosting confidence, leadership development, and long-term career growth.
It’s important to recognize that workplace harm is often subtle—a dismissive smile, a raised eyebrow, or a comment like “You’re reading too much into this.” Across workplaces in India and beyond, many employees—particularly women—are grappling with these invisible psychological injuries. Gaslighting thrives in environments of silence and power imbalance. Ignored, it erodes trust and psychological safety.
HR professionals can break this cycle by acknowledging emotional harm as a legitimate workplace concern, not a personal failing. By validating employee experiences and embedding empathy into policies and practices, HR can transform cultures into spaces where everyone feels valued, heard, and safe to contribute.
Emotional safety is not a luxury—it is a strategic necessity. Organizations that listen, support, and invest in their people unlock greater engagement, innovation, and sustainable performance. When emotional safety is woven into workplace culture, employees do more than survive—they thrive.
This article is inspired by content from Original Source. It has been rephrased for originality. Images are credited to the original source.
