Always Respect - Addressing Workplace Bullying
Addressing Workplace Bullying: Choose Respect
Anti-Bullying Week 2018 focused on the theme of ‘choose respect,’ primarily targeting schoolchildren, yet its relevance extends to workplace bullying. The very existence of bullying in the workplace is a sobering reality. Many of us associate sustained mistreatment with adolescence, expecting it to diminish as we mature. Unfortunately, this is not the case.
In 2015, the Trades Union Congress (TUC) published research indicating that nearly 29% of UK workers have experienced bullying at work, with women being particularly vulnerable (34% compared to 23% for men). Disturbingly, 72% of this bullying is perpetrated by managers.
Workplace bullying can be even tougher to address than school bullying due to reduced awareness and hierarchical power structures, leaving victims feeling helpless. Victims may feel trapped by job circumstances, unsure of support, and may end up blaming themselves for the toxic behavior. This sense of hopelessness is reflected in another TUC survey statistic: 36% of people who report workplace bullying eventually leave their job because of it.
No one should have to leave their job to escape bullying. Workplaces must choose respect over toxicity, understanding where the lines are and knowing how to respond when they are crossed.
Distinguishing Bullying from Harassment
The UK Health and Safety Executive (HSE) defines bullying and harassment as behavior that makes someone feel intimidated or offended. While harassment is illegal under the 2010 Equality Act, broader bullying is not. Understanding this distinction is crucial for identifying the severity of a situation and planning a response.
General bullying can include:
- Unjustified unfair treatment.
- Regularly demeaning or undermining a staff member.
- Spreading unpleasant rumors.
- Denying opportunities without good cause.
Bullying can occur through various mediums such as face-to-face interactions, gestures, notes, pranks, phone calls, emails, and social media.
Harassment becomes a legal issue when it is linked to protected characteristics under the Equality Act, including sex, age, disability, gender reassignment, marital status, sexual orientation, religion, race, and pregnancy. Physical or sexual harassment requires immediate action, regardless of whether it is part of a pattern or an isolated incident.
Taking Action Against Bullying
Addressing workplace bullying is crucial, even if the bully holds a position of power. Ignoring the issue is likely to normalize rather than reduce the behavior.
Steps to take:
- Keep an Incident Diary: Document every incident of bullying or harassment, including times, dates, locations, and witnesses. This provides corroboration if needed later.
- Address the Bully: If confident, calmly tell the bully their behavior is unacceptable. A non-violent confrontation might make them reconsider their actions.
- Seek Support: Find trusted colleagues or friends to boost your confidence and support your actions.
- Report to Management: If a manager isn’t implicated, report the issue to them. Employers are legally required to prevent harassment and should take steps to end bullying.
- Union Support: If management is unresponsive, seek support from a union. Union representatives can handle complaints confidentially and offer advice and solutions.
- Formal Complaint: If necessary, file a formal complaint through your company’s grievance procedure. Union membership can provide free legal advice and support during this process.
- Legal Action: If all else fails, you can take legal action by making a claim to an employment tribunal. Claims must be made within three months of employment ending, and Acas must be informed before the claim. Legal action can lead to compensation, improved working conditions, or reinstatement.
The Impact of Bullying and Harassment
Bullying and harassment harm the workplace environment. Tolerating such behavior erodes morale, values, and integrity. Additionally, workplace bullying can generate bad PR, as seen in recent public scandals.
If you notice a colleague being bullied, inform them of their rights and options, and consider alerting management. Management has a vested interest in addressing the issue to avoid legal repercussions.
Choosing respect ensures a better working environment for everyone. It should not be difficult, and it leads to more productive and harmonious workplaces.
