DEALING WITH BULLYING IN THE WORKPLACE

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DEALING WITH BULLYING IN THE WORKPLACE

• EEO COMMISSIONERS
• ROUNDTABLE DISCUSSION
• 29TH June 2006

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• Bullying is not tough management it is
  illegitimate behaviour, unrelated to
  accomplishing productive work, so outrageous as
  to be the antitheses of what a good employer
  values and encourages.
• The US and Canadian Workplace Bullying and Trauma
  Unit

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Definition

• Workplace bullying is a continual and relentless
  attack on other peoples self-confidence and
  self-esteem
• Tim Field, US author

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Definition

• It is persistent, offensive, abusive,
  intimidating, malicious or insulting behaviour,
  abuse of power or unfair penal sanctions, which
  makes the recipient feel upset, threatened,
  humiliated or vulnerable, which undermines their
  self-confidence and which may cause them to
  suffer stress.
• As with harassment, bullying is defined largely
  by the impact of the behaviour on the recipient,
  not its intention.
• UK Dignity at Work Partnership funded by Amicus
  and DTI

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Definition

• Is best understood through the bully's
  behaviours - acts of commission (hostile verbal,
  nonverbal communication and interfering actions)
  and omission (the withholding of resources -
  time, information, training, support, equipment -
  that guarantee failure) - which are all driven by
  the bully's need to control the Target.
• The US and Canadian Workplace Bullying and Trauma
  Unit

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Definitions

• Repeated, Persistent
• Unreasonable, Inappropriate
• Directed at a target, often an individual
• Verbal or Physical
• About power positional, resources, physical
• Offensive, Abusive, Intimidating, Malicious,
  Insulting
• Loss of self confidence, Threatened, Upset,
  Humiliated, Vulnerable

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Types of Bullies
                                               
                  
                      

Two Headed Snake
The Screaming Mimi
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Types of Bullies
              
                                                  
                                     

The Gatekeeper
The Constant Critic
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7 Key Elements
The Good Employer
1 Leadership, Accountability and
Culture 2 Recruitment, Selection and
Induction 3 Employee Development, Promotion and
Exit 4 Flexibility and Work Design 5
Remuneration, Recognition and Conditions 6
Harassment and Bullying Prevention 7 Safe and
Healthy Environment
Download poster from website www.neon.org.nz
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Question

• To what extent do you think the following quote
  is correct?
• When workplace bullying is happening in an
  organisation, it is because leadership and
  management of the organisation is allowing it to
  happen
• Andrea Needham, Workplace Bullying, the Costly
  Business Secret

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Question

• To what extent do you think the following quote
  is correct?
• Employers walk a fine line when dealing with
  bullying. If they do too little to address a
  targets concerns, they face a claim from the
  employee. But disciplining the bully too harshly
  risks a claim from that quarter instead.
• Editorial in a department of Labour publication,
  2005

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Question

• What prevents targets of workplace bullying
  coming forward and what can be done and by whom
  to change this?

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Question

• Does your organisation currently have a policy
  in place that deals with bullying?
• Should the workplace bullying and harassment
  policy be two separate policies?

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Question

• Are you doing all you can to promote a safe,
  healthy and fair work environment for employees?
• Have you taken all reasonable steps to create a
  working environment that discourages bullying?

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Risk management

• Policy - that states clearly intolerance of
  workplace bullying
• Code of conduct - that defines acceptable and
  unacceptable behaviours (House Rules)
• Management philosophy and practice - that aligns
  with code of conduct
• Safe, fair and speedy procedure - to deal with
  complaints
• Effective disciplinary procedure for those
  found to be bullys
• Awareness programme - that ensures knowledge of
  policy and how to address bullying if targeted
• Monitoring the workplace

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Question

• If you have dealt with workplace bullying cases
  previously, in the light of what you know now
  would you handle things differently next time
  round?