A safe and respectful workplace is crucial for employee wellbeing, productivity, and overall success. Unfortunately, workplace bullying disrupts this harmony, affecting both individuals and the organisation as a whole. For this year’s Anti-Bullying Week (13th-17th November), we’re raising awareness of the pervasive issue of workplace bullying, as well as providing key strategies so you can prevent bullying from occurring in your workplace, and effectively manage cases of workplace bullying.
What’s considered workplace bullying?
Like playground bullying, bullying in the workplace often manifests as repeated and deliberate aggressive behaviour that is meant to intimidate, degrade, or humiliate others. It can take various forms, including verbal, physical, or psychological harm, and can occur face-to-face, by email, by letter or through texts and calls.
Verbal Bullying: This may involve name-calling, insults, or spreading false rumours about a colleague.
Physical Bullying: Actions such as pushing, hitting, or damaging personal property can be considered physical bullying.
Psychological Bullying: Intimidation, exclusion, or constant belittling that causes emotional distress falls under this category.
Not only can bullying result in high emotional distress, it can also have severe long term effects on a person’s mental and physical wellbeing. Reports show that victims of bullying are twice as likely to develop mental health disorders, and are at increased risk of developing type 2 diabetes and heart disease. Bullying also affects an individual’s workplace wellbeing: Lowered self esteem, sleep disturbances and headaches are just some of the ways that the effects of bullying can get in the way of someone’s ability to manage at work.
The negative impact of workplace bullying affects the entire workplace. Not only does it create a negative work environment where there is a lack of trust and job satisfaction, but it also leads to high absenteeism and turnover rates. It’s not possible to have a productive and positive workplace when bullying is an issue, which is why it’s so important for employers and HR professionals to implement anti-bullying strategies in the workplace.
To foster a culture of respect and prevent bullying in your workplace, consider implementing these bullying prevention strategies.
Clear Anti-Bullying Policy
Start by establishing a comprehensive anti-bullying policy. This policy should define bullying behaviour, provide examples, and outline consequences for those who engage in such behaviour. Ensure that all employees are aware of this policy, and make it easily accessible to everyone within the organisation.
Education and Training
Educate employees about what constitutes bullying and its negative impact. Offer training sessions that focus on recognising, reporting, and preventing bullying. Encourage open dialogue and questions during these sessions to create a safe environment for discussion.
Leadership plays a pivotal role in setting the tone for workplace behaviour. Ensure that leaders are committed to a respectful workplace and lead by example. When employees see their leaders modelling respectful behaviour, it can positively influence the entire organisation.
Create multiple avenues for employees to report bullying incidents, including anonymous channels if necessary. Make sure employees feel comfortable reporting bullying without fear of retaliation. Additionally, establish a clear process for handling reports, including investigations and follow-up actions. Information on how to proceed with formal and informal complaints can be found here.
Offer support systems for employees who have experienced or witnessed bullying. This may include access to counselling services or wellbeing support. Ensure that employees know about these resources and how to access them.The OptiMe app provides employees with a 24/7 confidential wellbeing support line where individuals can speak to a trained counsellor about any concerns they may be facing, and receive support whether they’re in need of a listening ear or looking for advice. Find out more about the OptiMe app and our confidential wellbeing support line here.
Foster open communication between managers and employees through regular check-ins. Encourage managers to ask about any concerns related to bullying during these conversations. Address issues promptly and take appropriate actions to prevent further incidents.
Encourage diversity and inclusivity in the workplace. A diverse and inclusive environment can help reduce bullying incidents by fostering understanding and respect among employees. Celebrate cultural differences and participate in annual campaigns dedicated to promoting diversity and inclusivity. Some ways you can get involved include decorating the workplace or organising themed team events.
Ensure that your organisation complies with all applicable laws and regulations related to workplace bullying. Whilst bullying is not against the law, harassment is. By law, the Equality Act 2010 states that bullying behaviour can be harassment if it relates to discrimination due to any of the following:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
Stay informed about any legal changes and adjust your policies and practices accordingly. If bullying is occurring in your workplace, click here for guidance on managing formal and legal complaints.
Fostering a safe and respectful workplace requires a proactive approach to bullying prevention. By implementing these strategies, organisations can create an environment where employees feel valued, respected, and safe from bullying. This not only improves employee morale but also contributes to a more productive and successful workplace.
Reach out to us today at [email protected] to explore how we can help your organisation thrive. Your employees’ wellbeing is our priority, and we’re here to support you in making a positive difference in your workplace.