Workplace Bullying
Bullying is unacceptable both at school or college and in the workplace. Help ensure that your workplace is a safe for young people.
Bullying can cause stress, anxiety, difficulty with sleeping, headaches, high blood pressure, panic attacks, impaired judgement, lack of confidence, poor morale.
Being bullied or bullying someone else at work is not acceptable. Bullying can be direct and/or indirect, verbal and/or physical. Young people can be more susceptible to workplace bullying because of their age.
A one-off comment would not normally be considered to be bullying. In any workplace there are likely to be the occasional differences of opinion, conflicts and problems which are a normal part of working life. It is when the behaviour in question becomes part of an established pattern that the issue of workplace bullying arises.
A pattern might be a person repeatedly directing inappropriate behaviour at an individual, or it might be someone directing the same type of inappropriate behaviour at a number of other people at the workplace.
Examples of bullying might include:
- shouting or abusive language
- people being afraid to speak up about conditions, behaviours, or health and safety for fear of what might happen.
- unreasonable demands or impossible targets
- restrictive and petty rules
- being required to perform tasks without adequate training
- being forced to stay back to finish work or additional tasks
- compulsory overtime, unfair rostering or allocation of work
- constant, intrusive surveillance or monitoring
- no say in how your job is done
- interference with personal belongings or sabotage of work
- open or implied threat of the sack, or demotion.
- belittling opinions or constant criticism
- inappropriate comments about your appearance, personal life or lifestyle
- deliberately withholding work-related information or resources
- being required to perform trivial, meaningless tasks
- unreasonable administrative sanctions, such as delaying leave applications
- displaying written or pictorial material which degrades or offends you
- isolating workers from other workers.
How can bullying affect workers?
Bullying can cause stress, anxiety, difficulty with sleeping, headaches, high blood pressure, panic attacks, impaired judgement, lack of confidence, poor morale. Left unchecked, it can lead to depression, alcoholism or suicidal thoughts. It can also have an adverse impact on family and friends.
Is it bullying?
Just because a person says another is a bully does not make it so. Evidence of the nature of the behaviour and the pattern will be needed if an allegation of workplace bullying is to be dealt with satisfactorily using the laws in NSW.
What can you do?
Workplace bullying is sometimes difficult to define and to prove. Under Occupational Health and Safety laws, the employer is required to identify, assess and control workplace hazards, including workplace bullying. This risk assessment should be done in consultation with employees and in a structured way.
It is also good practice to have a process to follow and a designated OHS Representative to contact in alleged cases of bullying.
Five steps to a bully-free workplace
- Workplace consultation
Consult with employees to conduct a risk assessment to ensure that the organisation doesn't encourage or tacitly condone bullying and harassment.
- Workplace awareness campaign
Use induction, OH&S and other training to make employees aware of the meaning of zero tolerance and:
- How to recognise bullying
- The possible effects of bullying
- Where to get further information
- Training and Development
Train managers and supervisors in how to develop a workplace culture that ensures dignity and respect in the workplace. The training should include the skills necessary to manage the issue, including mediation and negotiation.
- Procedures to deal with complaints
Establish a complaints mechanism that includes:
- A time-frame for complaints; complaints to be investigated immediately
- A process for documenting complaints and for providing them to a designated OH&S representative
- A trained, designated and impartial mediator who is given authority for resolving complaints. This person may have to be sourced from outside the organisation.
- Support for parties involved including counselling, formal apologies or other appropriate action
Consultation and Feedback
A regular review of the procedures and mechanisms to ensure the policy is effective and relevant.
Source: Adapted from "Dignity and Respect in the Workplace Charter" Unions NSW, WorkCover and The Premier's Department 2006.