“Employers Can’t Ignore Workplace Bullies,” headlines Business Week, yet a Workplace Bullying Institute (WBI) survey says that in 62% of cases, when made aware of bullying, employers worsen the problem or do nothing. What’s your policy?
Workplace bullying is an epidemic. According to the WBI survey:
- 37% of American workers, an estimated 54 million people, have been bullied at work.
- Bullying is four times more prevalent than illegal forms of harassment.
- Most bullies—72%—are bosses (the stereotype is real).
- Women are targeted by bullies more frequently (in 57% of cases), especially by other women (in 71% of cases).
- Bullying is a health hazard. For 45% of bullied targets, stress affects their health.
- 77% of the targets of bullying lose their jobs through firing, resignation, or transfer.
What should you be doing about bullying? In most states, there is no law on the topic (in 13 states, there is). But even if you are not required to act, it’s wise to consider an antibullying policy because:
- A bullying atmosphere is not conducive to productivity and good morale.
- Bullying can often escalate to violence.
- Bullying may be harassment if the bullied party is a member of a protected group.
- Employers have an obligation to provide a safe workplace.
Where to Start
It’s hard to know where to begin, but here’s a six-step approach recommended by the Job Corps SafetyNet program:
Step 1. Collect and assess data. Before you go full steam ahead with a bullying-prevention program and related policies, you must first assess the problem. The following tools can be utilized to determine the scope of bullying at your workplace:
- Employee survey
- Focus groups
- Safety self-assessment
- Incident reports for bullying, hazing, and/or assault
Step 2. State your position on bullying. This sentence or short paragraph should answer the following questions:
- Why is there a need for an antibullying policy?
- Who does the policy protect?
- Are there any applicable state laws?
Shouldn’t you be writing your antibullying policy? Learn what to write at BLR’s special 90-minute, July 22 audio conference. Can’t attend? Pre-order the CD. Click here for details
Step 3. Define bullying. There are many definitions of bullying available. One possible definition:
- Aggressive behavior that is intentional and involves an imbalance of power or strength;
- Intentional, repeated hurtful acts, words or other behavior, such as name calling, threatening and/or shunning committed by one or more persons against another; or
- Aggressive or intimidating behavior that is not provoked by the target or targets.
Some employers broaden their definitions to include harassment and hazing. Harassment usually describes an act that is based on someone’s religion, gender, race, country of origin, or sexual orientation. Hazing is often used to initiate someone into a group. Bullying is not necessarily based on an individual characteristic and is not used as a bonding activity. Bullying involves an imbalance of power or strength and is meant to exclude someone.
After deciding on the technical definition, you may want to provide examples of bullying. For example: Bullying can take many forms, including rumors, jokes, slurs, pranks, gestures, purposefully excluding people from a group, threats, attacks, demeaning or threatening text messages, instant messages, or e-mails, or other written, oral, or physical actions.
Step 4. Outline the responsibilities and rights of management and employees. Outline clear and concise expectations.
For example: At XYZ, all employees are expected to treat others with respect and courtesy.
Find out what to do about bullying on July 22 at BLR’s special 90-minute audio conference Workplace Bullying: Practical Steps for Recognizing, Managing, and Eliminating Bullies – Without Getting Sued. Can’t attend? Pre-order the CD. Click here for info
Step 5. Clarify consequences for bullying. Typically, this would mean consequences up to and including discharge.
Step 6. Address logistics. This might include:
- Available mechanisms for reporting bullying
- Clarification of who will handle reports and claims of bullying
In the next issue of the Advisor, a sample antibullying policy and key information concerning an upcoming in-depth audio conference on how to deal with bullying in your workplace.
Great tips. Unfortunately, few are likely to report bullying because they don’t want to appear weak or ineffective and thereby subject themselves to additional unwanted attention.
Additionally, the elements that constitute bullying can be quite subtle initially and then grow into more obvious scenarios. Congratulations! You hit the nail on the head in setting forth the examples of bullying. It’s all of those and more, and the intent is definitely accurate.
But I would recommend getting your definition of bullying under control before launching an assessment or even a survey. It’s better to have everyone speaking the same language and using the same terms from the outset so that there is consonance in the focus.
Finally, there is consideration of the internal bullying. But what happens when these tactics are used on a customer? Bullying, abuse, or whatever name you want to use for this form of harassment happens at home, among workers in the workplace, and between workers and customers/vendors. Make certain your policy covers all situations.
Incidentally, inaction is one failing. Having your leaders (supervisors, managers, etc.) exacting and dictating to staff that they behave in this was is totally unacceptable. If a customer or an employee cannot report the matter discretely, there should be periodic site reviews to make certain life is livable at the facility.
Viva