Identifying and dealing with workplace bullying
When we enter into the big wide world of work, we often assume that certain behaviours and experiences from childhood have been left behind in the playground.
Unfortunately, it's not the case for some people, who might find themselves in a work environment where they see or experience bullying and harassment because that culture is accepted as normal behaviour.
It might be the behaviour is 'excused' or explained away - someone has a strong personality, has a poor management style, or is just "having a laugh". But the reality is, they are a bully.
Experiencing bullying in the workplace can have a terrible impact on someone's life and leave them feeling very low. Sometimes they might feel trapped in an unhappy work setting due to financial and career pressures. Sometimes the emotional toll is so great that it ends up making them ill and they take sick leave. In the most extreme circumstances people might feel 'managed out' or forced out of their jobs.
It's important to remember that employers have a duty of care to their staff and are responsible for ensuring their employees work in a healthy environment. This goes for emotionally healthy as well as the obvious duty towards physical health and safety.
A good employer:
- recognises the difference between a robust style of management and a bully
- knows that should someone feel bullied or harassed, telling them to toughen or lighten up isn't the correct approach
- has appropriate guidelines and policies in place to deal with bullying or harassment which are easily accessible
What is workplace bullying?
Bullying and harassment means any unwanted behaviour that makes someone feel intimidated, degraded, humiliated or offended. This could be face-to-face, in written communications or over the telephone. It is not always obvious or apparent to others. The Health and Safety Executive (HSE) says it can include the following:
- Ignoring or excluding you
- Giving you unachievable or meaningless tasks
- Spreading malicious rumours or gossip
- Making belittling remarks or making you look stupid in front of others
- Withholding information deliberately
- Constantly undervaluing a competent worker's contribution
- Harassment may include treating someone differently on the grounds of their race, sex, religion, disability or sexual orientation
What can I do?
The independent organisation Acas (Advisory, Conciliation and Arbitration Service) says it is always best to try and resolve the issue informally in the first instance. Sometimes a quick word is all it takes - and sometimes the person concerned may not even realise the effect their behaviour is having.
However, if this fails, there are a number of options to consider:
- Discuss the problem with someone you feel comfortable with - a manager, someone in HR or a company counsellor
- talk to your trade union or staff representative
- keep a log of all incidents recording dates, times, specific details such as what was said and whether there were any witnesses
- keep any relevant letters, emails, notes etc
If the issue cannot be resolved informally, you may want to consider following your company's grievance procedure and make a formal complaint. Acas can offer mediation to try and help reach a resolution. Or you may wish to pursue legal action with specialist legal support.
What can LionHeart do?
The team at LionHeart has, sadly, supported a number of people who are or have experienced some kind of workplace bullying. Our experienced team can help you work out how best to approach your employer to resolve things. We can also offer counselling or coaching which might help you in the future, or a referral for free initial legal advice in some cases.
Bena Kansara is LionHeart's support services manager and has worked for the charity for over 25 years.
More help:
Acas
