Preventing Bullying in the Workplace
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In order to overcome these issues and implications, employers should ensure that their workplace is up to an appropriate standard in:
Understanding and awareness of the issue of bullying in the workplace and the far-reaching effects of bullying is an essential step to creating a positive work culture and minimising the risk to health and safety posed by bullying behaviour. The goal of your prevention initiatives should be able to create a culture where bullying is not tolerated, and if it does occur, is recognised and acted upon. Therefore, the first step in preventing bullying involves securing the commitment and involvement of your organisation.
For example, emerging mental health conditions may be demonstrated as reduced productivity at work and be seen as a performance issue by managers. Line managers need to be aware of this and feel equipped and confident about approaching sensitive or difficult areas of conversation to manage sickness, absence or performance issues. ‘With a natural recovery rate of only 20% for depression and 5% for anxiety disorders the majority of people need support to achieve recovery from common mental health problems and to keep them in work’. Support may mean adjusting or adapting working practices, patterns or job roles where appropriate to do so.
Promoting a positive work culture based on respect requires commitment from the top. Employers should make clear the expected standards of behaviour and demonstrate a strong and consistent commitment to them throughout the organisation. Integrating a values-based culture with broader people management strategies and aligning them with business planning and expected outcomes helps to reinforce that commitment.
Senior management can demonstrate commitment by:
> actively endorsing a bullying policy
> making it clear that bullying in the workplace will not be tolerated
> ensuring that complaints of bullying are taken seriously and properly investigated
> management is committed to a bullying-free environment
> modelling positive behaviours of respect and courtesy
> promoting the APS Values and Code of Conduct or industry or organisation code of conduct
> consulting with staff at all levels.
You should also ensure your organisation has an up-to-date policy on bullying, which clearly addresses the issue and is developed and reviewed in consultation with employees. The contents of the policy must be made known to all staff, applied consistently and reviewed regularly. As part of the policy package, clear reporting, investigation and resolution procedures are essential to the good management of bullying incidents. Reports which are ignored or mishandled decrease the likelihood that reports will be made in the future. Ignoring or mishandling a report may also send a signal to the bully that their behaviour is condoned. You should ensure procedures are in place and available to all staff. Each organisation should have clear complaint handling procedures in place for reporting and handling bullying complaints or grievances.
You need to use a mix of information, instruction and training to promote and develop a positive work culture and reduce the risk of bullying in your workplace. As bullying has been linked to situations of role conflict and uncertainty it is important that employees understand their role and have the appropriate skills to do their job.
Employees who supervise others should receive training in supervisory skills to ensure their ongoing understanding of their role and to maintain currency with best practice. Employees should receive training to develop these skills before commencing their role, particularly where their skills appear to be lacking. These skills should be reinforced through annual refresher training.
Employees performing the role of harassment contact officers will need specific training to assist them in carrying out these tasks. This also applies to those employees with a role in handling bullying reports. You may want to ensure that all staff in your organisation receive training in recognising what bullying is and is not. Information about workplace bullying should be provided to all employees. This includes:
> how to comply with related policies and procedures
> measures used to prevent bullying
> how your organisation deals with bullying behaviour
> how to access support or advice.
- having relevant and up to date policies and grievance procedures in place;
- conducting appropriate training for managers and staff on bullying, discrimination and harassment issues;
- ensuring that any complaints made are investigated quickly and in sufficient detail; and
- ensuring that appropriate outcomes are implemented on completion of an investigation.
Understanding and awareness of the issue of bullying in the workplace and the far-reaching effects of bullying is an essential step to creating a positive work culture and minimising the risk to health and safety posed by bullying behaviour. The goal of your prevention initiatives should be able to create a culture where bullying is not tolerated, and if it does occur, is recognised and acted upon. Therefore, the first step in preventing bullying involves securing the commitment and involvement of your organisation.
For example, emerging mental health conditions may be demonstrated as reduced productivity at work and be seen as a performance issue by managers. Line managers need to be aware of this and feel equipped and confident about approaching sensitive or difficult areas of conversation to manage sickness, absence or performance issues. ‘With a natural recovery rate of only 20% for depression and 5% for anxiety disorders the majority of people need support to achieve recovery from common mental health problems and to keep them in work’. Support may mean adjusting or adapting working practices, patterns or job roles where appropriate to do so.
Promoting a positive work culture based on respect requires commitment from the top. Employers should make clear the expected standards of behaviour and demonstrate a strong and consistent commitment to them throughout the organisation. Integrating a values-based culture with broader people management strategies and aligning them with business planning and expected outcomes helps to reinforce that commitment.
Senior management can demonstrate commitment by:
> actively endorsing a bullying policy
> making it clear that bullying in the workplace will not be tolerated
> ensuring that complaints of bullying are taken seriously and properly investigated
> management is committed to a bullying-free environment
> modelling positive behaviours of respect and courtesy
> promoting the APS Values and Code of Conduct or industry or organisation code of conduct
> consulting with staff at all levels.
You should also ensure your organisation has an up-to-date policy on bullying, which clearly addresses the issue and is developed and reviewed in consultation with employees. The contents of the policy must be made known to all staff, applied consistently and reviewed regularly. As part of the policy package, clear reporting, investigation and resolution procedures are essential to the good management of bullying incidents. Reports which are ignored or mishandled decrease the likelihood that reports will be made in the future. Ignoring or mishandling a report may also send a signal to the bully that their behaviour is condoned. You should ensure procedures are in place and available to all staff. Each organisation should have clear complaint handling procedures in place for reporting and handling bullying complaints or grievances.
You need to use a mix of information, instruction and training to promote and develop a positive work culture and reduce the risk of bullying in your workplace. As bullying has been linked to situations of role conflict and uncertainty it is important that employees understand their role and have the appropriate skills to do their job.
Employees who supervise others should receive training in supervisory skills to ensure their ongoing understanding of their role and to maintain currency with best practice. Employees should receive training to develop these skills before commencing their role, particularly where their skills appear to be lacking. These skills should be reinforced through annual refresher training.
Employees performing the role of harassment contact officers will need specific training to assist them in carrying out these tasks. This also applies to those employees with a role in handling bullying reports. You may want to ensure that all staff in your organisation receive training in recognising what bullying is and is not. Information about workplace bullying should be provided to all employees. This includes:
> how to comply with related policies and procedures
> measures used to prevent bullying
> how your organisation deals with bullying behaviour
> how to access support or advice.