Bullying can be an intentional or an unintentional behaviour that is unreasonable within the workspace and is directed either towards an individual or group of workers that ultimately causes a risk to health and safety. Bullying is a repeated behaviour that causes harm to another. Bullying can be difficult to identify as it can be conducted in a very underhand type of manner that can sometimes cause the victim to question its very existence.
It is essential for an organisation to have processes in place to enable an employee to be able to report the hazard without having to take the issue directly to the offender, which in some cases may be their direct boss.
Example:
Linda, a seasoned professional in her late 50s, recently joined a marketing firm. Despite her extensive experience, she is subjected to constant belittling and exclusion by her younger colleagues. They make derogatory comments about her age, exclude her from social outings, and assign her impossible tasks with unrealistic deadlines.
The ongoing harassment leaves Linda feeling extremely anxious, unable to sleep, and upset. Her mental and physical health deteriorate to the point where she is unable to continue working effectively.
What contributes to bullying:
- Organisational culture
- Lack of training for staff and leadership
- Lack of reporting processes
- Poor organisational justice
Negative consequences of Bullying:
- Legal action
- Stress & Anxiety
- Depression
- HIgh Staff turnover
- Creates a negative culture
Strategies to mitigate workplace bullying:
Promote a Zero-Tolerance Policy: Establish and enforce a zero-tolerance policy for bullying in the workplace. Clearly communicate this policy to all employees, ensuring that any instances of bullying are addressed swiftly and appropriately.
Train Managers and Leaders: Equip managers and supervisors with the skills to identify and address bullying behavior. Provide training on effective leadership practices, conflict resolution, and how to create a safe and inclusive work environment.
Educate Employees on Bullying: Implement ongoing training programs to help employees recognize, prevent, and respond to bullying. Use workshops, seminars, and informational materials to define bullying behaviors and explain their impact on individuals and the workplace.
Establish Clear Reporting Procedures: Create clear, confidential, and accessible procedures for reporting bullying. Ensure employees are aware of these procedures and feel safe to report any incidents without fear of retaliation.
Provide Support Systems: Offer support resources for employees who may be experiencing bullying. This can include access to counseling services, employee assistance programs (EAPs), and peer support groups to help affected individuals cope with the effects of bullying.
