Findings of Task Force on Work Place Bullying

1
Findings of Task Force on Work Place Bullying

• Out of a response of 5,252 workers
• 7 were bullied in the previous 6 months

2
Other Findings

• Employees in the age group of 25 to 45 are
  bullied more often than those who are younger or
  older
• The higher a persons educational attainments,
  the more likely they are to be bullied
• Skilled manual workers are the least likely to be
  bullied
• Lower professionals were the most likely to be
  bullied
• Over 10 of casual staff experienced bullying,
  9.2 of temporary staff and 6.7 of permanent
  staff
• Highest incidence of bullying was in the public
  sector (12.6)
• Followed by education (12.1)
• Health and Social Work (10.5)
• Financial Services (9.9)
• Hi-tech manufacturing sectors (8.3)
• Rates of around 7 were recorded in the
  traditional manufacturing and business services
  sectors
• Interestingly, where safety is most at risk -
  agriculture and construction - the lowest
  instances of bullying were recorded - 2 and 3.4
  respectively

3
Perpetrators of Bullying Behaviour

• Most bullying is perpetrated by one person
• By a manager/supervisor (45.3)
• By a colleague (42.6)
• By customers/clients (5.2)

4
Health and Safety Issue

• Bullying at work is now very much a health and
  safety issue. H.S.A. inspectors visit over
  14,000 workplaces every year. As they carry out
  inspections, inspectors will be looking for signs
  that the organisation has a bullying prevention
  policy in place. One of the signs that an
  organisation takes the issue seriously will be
  whether Dignity at Work Charters are on display.

5
Dignity at Work CharterHealth and Safety
Authority

• We at commit ourselves to
  working together or maintain a workplace
  environment that encourages and supports the
  right to dignity at work. All who work here are
  expected to respect the right of each individual
  to dignity in their working life. All will be
  treated equally and respected for their
  individuality and diversity. Bullying in any
  form will not be accepted by us and will not be
  tolerated. Our policies and procedures will
  underpin the principles and objectives of this
  Charter.
• All individuals, whether directly employed or
  contracted by us, have a duty and responsibility
  to uphold this Dignity at Work Charter.
• Supervisor, managers and trade union
  representatives where applicable in the workplace
  have a specific responsibility to promote its
  provisions

6
Checklist Bullying/harassment/sexual
harassment indicators

• Are there any indications in the
  organisation/workplace of conduct that might
• humiliate, intimidate, victimise, be threatening,
  intrusive?
• Have there been incidents in the organisation
  workplace of
• verbal abuse, shouting/swearing at staff (either
  in public or in private)
• Insulting comments on a persons appearance,
  offensive jokes?
• Is or has any person been excluded/isolated?
• Has any person been given repeated unreasonable
  assignments/duties, which compare unfavourably
  with those given to others?
• Has any person been given repeated impossible
  deadlines or tasks?
• Has any person been subjected to unwanted
  physical contact?
• Have any comments been made denigrating a person
  because of their status - 9 areas?
• Have we checked absence/sickness records for any
  indications of problems that might indicate
  bullying, harassment/sexual harassment - for
  example stress?
• Are any persons showing signs of depression,
  anxiety, inability to cope, alcohol/drug abuse?
• Are any particular departments manifesting any of
  the hazards associated with bullying?

7
Checklist Matters to be considered in a risk
assessment

• The factors listed below have been identified as
  being associated with a higher risk of person/s
  being bullied
• employment tenure
• organisational change
• gender/age imbalance
• management relationships
• public interface
• Are any of these factors present in our
  organisation/workplace?

8
The cost of failureLegal claims

• The Task force reports states clearly that
  bullying is stressful
• The Equality Authority Code says anxiety and
  stress produced by sexual harassment and
  harassment may lead to those subjected to it
  taking time off work due to sickness and stress.
• These words, linking bullying, harassment/sexual
  harassment with stress, send a clear message to
  employers fail to eliminate bullying, harassment
  or sexual harassment and the consequences may be
  a personal injury claim for stress.
• Employers may also face the following claims
• unfair dismissal claims
• claims under equality legislation
• prosecution under health and safety legislation