October is designated as National Bullying Prevention Awareness Month to raise awareness of bullying, as it was historically viewed as a school problem. Bullying doesn’t end on the playground. As a human resources professional and a victim of workplace bullying myself, I can tell you that workplace bullying is more common than you may think.
In so many ways, the workplace bullying resembled several abusive relationships I went through: constantly looking over my shoulders, feeling trapped in a hostile work environment with nowhere to turn. Sitting on the side of my bed feeling sick to my stomach on Sundays dreading to go to work on Monday.
The bullies would play manipulative mind games in which I was the target. I was often isolated from coworkers who feared they would be retaliated against for associating with me. One day the bully saw an opportunity, became confrontational and insulted me with profanity. No longer could I be left alone in the office with the bully. Instead my coworkers had to babysit and escort me around the office. At the end of the day, I rushed to pack up my belongings and ran to catch my train, as my bully would often keep me after work for meetings.
Workplace bullying is repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, control, dominate or undermine the employee(s). Workplace bullying involves an abuse or misuse of power. Bullying also involves repeated attacks against the target creating an on-going pattern of behavior.
Workplace bullying can be instigated by both coworkers and supervisors. According to the Workplace Bullying Institute, a majority of bullies (72 percent) are bosses. Ironically bullies derive most of their support from human resources. Roughly 27 percent of human resource professionals are bullied.
Examples of workplace bullying:
- Shouting or swearing at an employee verbally abusing them.
- One employee being singled out for unjustified criticism or blame.
- An employee being excluded from company activities or having their work or contribution purposefully ignored.
- Language or actions that embarrass or humiliate an employee
- Excessive monitoring or micro-managing.
- Threats made when no one else is around to witness.
If you are aware of bullying in the workplace and don’t take action, then you are accepting a share of the responsibility for any future abuses. This means that witnesses of bullying behavior should be encouraged to report any such incidences. Individuals are less likely to engage in antisocial behavior when it is understood that the organization does not tolerate such behavior and that the bully is likely to be punished.
Bullies don’t run good organizations; staff turnover and sick leave will be high, while morale and productivity will be low. Stress, depression and physical health problems result in time away from work that is costly in terms of lost productivity.
Unfortunately, workplace bullying does not fall within the protected classes for discrimination. There is a Healthy Workplace campaign to get employers to prevent bullying with policies and procedures that apply to all employees. The Healthy Workplace Bill gives employers the incentives to do the right thing by avoiding expensive litigation.
The bill:
- provides an avenue for legal redress for health-harming cruelty at work
- allows you to sue the bully as an individual
- holds the employer accountable
- seeks restoration of loss wages and benefits
- compels employers to prevent and correct future instances.
The bill will not require you to be a member of a protected status group.
About 40 percent of employees never report bullying to employers. Often times complaints lead to retaliation and revengeful hurting. It is imperative that the employee keep a detailed log of every bullying event.
If you have never been bullied on the job you might not understand, but if you have been bullied on the job please share your story. Politicians need to know it!
Stefanie Williams is human resources manager at an area firm.
