| Most definitions include an element of ‘reasonableness’. ‘Reasonableness’ means bullying has to be repeated and in context. It does not include one-off incidents where a normally subdued employer lost their temper and as a result an employee was offended. Workers’ sensitivity should not be used to measure the frequency of bullying.
Forms of bullying
• verbal abuse, insults, threats of violence and intimidation
• nit picking
• unjustified criticisms and belittling of one's opinion
• teasing and making jokes about someone
• threats of dismissal or other punishment for no reason
• the sabotaging of a person's work
• tampering with a person's personal effects
• overworking someone or placing unreasonable work targets and demands upon someone
• deliberately withholding important information
• restrictive or petty rules
• constant intrusive surveillance
• ostracising people from social networks
• imposing demeaning tasks and making fun of young workers or trainees in the name of "initiation" into the work culture.
Other serious forms of bullying can include physical attacks or harassment on the basis of one's gender, race, religion, disability, sexual preference, marital status, pregnancy or age.
Effects of bullying
• Injuries from bullying incidents can be both physical and psychological, including
− loss of confidence and self-esteem, feelings of isolation and problems with work performance
− high stress levels which can lead to sleep difficulties, problems concentrating, rashes and headaches
− depression, anxiety and panic attacks.
• Bullying can also be a significant cost to business from,
− costs of paid sick leave and replacing staff
− the legal and compensation costs arising from complaints and grievances
− Absenteeism and staff turnover rates
− staff time in investigating or dealing with complaints
− lowered morale and reduced productivity
Preventing bullying and violence in the workplace
• Know your own business
Look for signs of trouble, such as a high rate of sick days and sudden, unexplained resignations (particularly amongst apprentices and junior staff). Most bullying and violence is tolerated, if only by the code of silence and misguided loyalty, so check the workplace culture.
• Develop a set of integrated policies
Make sure all your rules and procedures in relation to occupational health and safety, equal opportunity, anti-discrimination, sexual harassment and discipline, are designed with each other in mind. An important part of this co-ordinated program is a Code of Conduct that clearly defines what bullying and harassment actually are, and that clearly states that a breach of the Code will trigger a disciplinary response, including possible dismissal.
Some specific preventative measures
• Training – in interpersonal and communication skills that defuse and prevent potentially threatening situations.
• Communication – helps defuse tension and frustration, and is very important at removing the taboo of silence that often surrounds sexual harassment, bullying and ganging up.
• Improving the physical environment and layout of the workplace – this can help to reduce stress.
• Better work organisation and job design – this reduces the likelihood of stress, tension and aggression.
• Breaking bad habits – this involves replacing practices which have the potential to cause harassment or bullying of young workers (such as initiation ceremonies) with other (safe) forms of celebration.
• Creating a culture of respect – this will reduce the likelihood of violence, bullying and harassment in the workplace.
• Treat all complaints seriously and act on them – this may include:
- writing a letter of apology to the person being bullied
- writing a formal written warning to the bully
- compulsory counselling or retraining
- transfer to another part of the organization
- suspension with or without pay
- withdrawal of privileges
- demotion or dismissal.
Steps employees can take to prevent bullying
• clearly identify the bully or bullies to your supervisor or management
• keep records of bullying incidents, i.e. where and when it occurred, who was involved, how it made you feel, potential witnesses etc. (this helps to illustrate a pattern of events which is extremely important if any claim for compensation is made)
• discuss the problem with other workers or your health and safety representatives
• make a formal written complaint to your employer which details the pattern of bullying and/or harassment
• keep a copy of the written complaint and if unsure about the correct procedure then seek advice. |
