Workplace bullying can be an issue for all workplaces, irrespective of the size or type of work. Workplace bullying can have a significant impact on the workplace, including increased absenteeism, low staff morale and staff turnover.
What type of behaviour constitutes workplace bullying?There is no legal definition of workplace bullying. Workplace bullying can be best described as repeated, unreasonable behaviour directed toward an employee, or a group of employees, that would reasonably be expected to victimise, humiliate, undermine or threaten those employees. This type of behaviour is considered unreasonable and inappropriate workplace practice.
Bullying is not limited to loud, aggressive, abusive or demeaning words or actions. It can encompass behaviour that may be subtle but still victimise, humiliate, undermine or threaten an employee. This can be face-to-face, or occur in front of clients, customers or peers.
Unlike other forms of unlawful harassment, bullying may not be based on a ground of discrimination, such as sex, race, age or disability.
Bullying can take place between:
- a worker and his/her manager or supervisor;
- co-workers and peers; or
- a worker and another person in the workplace e.g. a trainee.
Examples of bullying behaviour include:- physical abuse e.g. ‘initiation rites’
- abuse of power
- verbal abuse e.g. derogatory or demeaning names or comments, personal slights
- isolating or alienating employees
- intimidating or harassing employees
- providing impossible work assignments or deadlines
- deliberately withholding information necessary to perform work
- changing work conditions to inconvenience particular employees
All Australian States and Territories have health and safety laws requiring a safe and healthy work environment. Both employers and employees have responsibilities to ensure that safe behaviours and environments are maintained. Where workplace bullying occurs, this can create risks to employee health and safety.
What happens if you turn a blind eye to bullying?Turning a blind eye to bullying can have serious impacts on business. It can lead to a culture of workplace bullying and it can increase exposure to legal claims arising from bullying in the workplace.
How does it affect your employees?If bullying is not addressed it can:
- harm a person’s self-image by producing low morale and loss of confidence;
- affect a person’s well-being;
- exclude a person from productive duties;
- isolate a person from normal work interactions;
- impair a person’s ability to make decisions.
How does it affect your business?If bullying is not addressed it can become a significant business issue. Potential impacts of workplace bullying on business include:
- decreased productivity
- low staff morale, loyalty and commitment;
- increased absenteeism,
- employee counselling,
- mediation,
- staff turnover;
- an unsafe work environment;
- legal risks;
- becoming “known” as a difficult workplace.
How are conflicts and disagreements distinguishable from bullying?Conflicts and disagreements are part of everyday business life. There are bound to be differences of opinion, conflicts and problems in your business. It is also normal for managers to implement legitimate performance management processes and/or disciplinary action, and direct how work is allocated and performed within an organisation.
Such actions should be distinguished from bullying, which is repeated, unreasonable behaviour that would reasonably be expected to victimise, humiliate, undermine or threaten a person.
Tips to ensure your workplace is worker-friendlyAll employees want to work in a harmonious workplace. Providing a supportive and respectful working environment where staff are valued, respected and able to realise their potential will minimise the potential for bullying to occur.
In order to achieve this aim, employers should:
- Have policies and mechanisms to address “bullying” issues. Having a clear policy on what bullying is and is not will help employees to understand the expected standard of conduct.
- Issue a written policy that clearly states that bullying will not be tolerated in the workplace and that a breach may result in disciplinary action
- Train all staff on bullying, outlining the rights and responsibilities of staff in this area.
- Train managers on how to identify and address bullying in the workplace.
- Make it part of the job description of managers and supervisors to ensure as far as possible that bullying does not take place within their division.
- Put in place grievance procedures so that when employees feel they have been bullied, they have a process to raise and address the issue.
- When bullying issues do arise, take appropriate action to address the issue in accordance with the company’s policies and procedures.