Bullying in schools has received a lot of media coverage over the past few years, but the problem is not confined to the younger generation; bullying also goes on in the workplace. The first step towards dealing with bullying within your company is to recognize the signs.
Indications of Bullying
Bullying consists of a pattern of repeated behavior that is unreasonable, intimidating, humiliating or threatening to an individual or group. If left unchecked, bullying may lead to health and safety risks within your organization. Often bullying may begin as indirect or discreet behavior and then gradually escalate over a period of time. Signs of bullying include:
- Unwarranted criticism.
- Comments of an insulting or demeaning nature.
- Deliberate withholding of resources or information.
- Influencing other individuals to target individuals or a group.
- Sexual harassment.
- Threats about job security.
- Intimidation or violence.
Developing an Anti-bullying Policy
It is important to facilitate an anti-bullying policy throughout your organization, so that all your employees are aware that such behavior is unacceptable. A good place to start is with a statement from senior management, stating their commitment to prevent bullying behavior, a list of examples of such unacceptable behavior, a contact for employees to approach if they should become the victim of bullying, a statement of confidentiality and an outline of investigative and grievance procedures.
You should further implement this policy by training mangers, human resource staff and health and safety representatives on how to review and monitor this policy and how to handle claims and incidents of bullying. Setting good examples of tolerance and respect within your organization is as valuable as having a good policy, and will significantly reduce instances of bullying.
Handling a Complaint
In the event that an employee makes a complaint, you must have a clear and consistent procedure ready at hand. Every complaint should be treated seriously, though this does not always necessitate going directly to the formal procedure. Formal grievance procedures may not be necessary if the situation can be resolved through mediation and by encouraging members of staff to apologize for their offensive behavior. However, if these minimum requirements do not provide a successful resolution, you will need to initiate formal grievance procedures. This process should be carried out fairly and objectively.
Allowing bulling, as the victim or bystander, should never be acceptable or tolerated. Action for change is in your hands as a leader.
