Bullying in the Workplace

Bullying can strike at any age, with catastrophic consequences for

people’s lives. For children, it can mean isolation, despair and even

suicide. For adults, it is a bewildering and demeaning experience that

can have equally damaging results.

Because bullying is so of ten associated with children, it can be

especially harmful in the workplace, where people are supposed to be

grown up and where no one wants to be seen to be sensitive, vulnerable

or troublesome.

It can come in many forms – racial, sexual, or just plain personal – but it

can still be difficult to identify. Is a boss being a bully, or is he just being

a strong and effective manager? Are my colleagues bullying me, or are

they just having some light-hearted fun?

But be under no illusions. Bullying in the workplace is real, can come

from any level of the organisation and it is on the rise. It is also illegal,

and if it is happening to you, you can do something about it.

Know also that no one should ever have to deal with bullying alone.

“Workplace bullying in any form

is bad for business. It destroys

teamwork, commitment and

morale.” Tony Morgan, former Chief Executive,

The Industrial Society

“Life is a fight, but not everyone’s a

fighter. Otherwise, bullies would be

an endangered species.” Andrew Vachss, American author and

children’s rights lawyer

“Courage is fire and bullying

is smoke.” Benjamin Disraeli, Former British Prime Minister

(1804-1881)

Bullying in the Workplace 1Workforce Development Specialists ...Increasing Profits, Performance and Reducing Sickness AbsenceW. www.fullyfocusedsolutions.co.uk

solutions

How bad is it?

If you’re an employee, bullying could wreck your career. If

you’re an employer, it could cost you your company.

According to the Trades Union Congress (TUC), more than

two million people are bullied at work every day. Some 18.9

million working days are lost to industry every year through

bullying, and it costs individual companies between eight

and 10 percent of their annual profits on top of the threat of

costly litigation.

Research released in 2006 to coincide with National Ban

Bullying at Work Day showed that 15 percent of union

safety representatives said bullying was a major problem in

their workplace. That compared with 12 percent two years

previously and 10 percent in 2002.

“Bullying is bad for business and for people,” said TUC

General Secretary Brendan Barber. “Bullies in the workplace

must not go unchallenged and should not be given free rein

to intimidate and victimise their colleagues. For individuals

who are targeted by the office bully, the taunting and the

jibes can severely damage their work and their home lives.”

Bullying in the Workplace 2

What is it?

The Andrea Adams Trust, a charity devoted to tackling

workplace bullying that closed in 2009, has pointed out that

bullying creeps up on you long before you are aware of what

is really going on. It is a gradual, corrosive form of chronic

abuse that makes people feel shamed and inadequate, not

just at work, but often in their home lives as well.

Most bullying is not physical violence. It is psychological,

and frequently covert, which makes it hard to spot at first .

Obvious examples include:

• Direct violence or insults

• Labelling or name-calling

• Sexual or racial slurs

• Demeaning or ridiculing jokes

• Excluding or ignoring you

• Taking random disciplinary action against you

But there are subtler forms. Bullying by managers

can include:

• Intrusive supervision

• Blocking promotion or training opportunities

• Setting impossible deadlines

• Giving you menial or trivial tasks

• Refusing holiday time

Sadly, colleagues are capable of inflicting appalling

damage by:

• Spreading malicious rumours

• Deliberately undermining you in front of your boss

• Withholding information to make you look stupid

• Less obvious forms of sexual harassment

• Excluding you from work or social events

Broadly stated, bullying represents the use of position,

status or power to coerce others by fear, persecution or

threat. It can also take many forms. It can be directed at

an individual or at a group. It can happen face to face, or

it can take place in writing or via e-mail, text messages or

websites.

What about colleagues?

It is not just bosses who bully. Anyone who has ever spent

time on a school playground (so that’s pretty much all of us)

knows that children can be terrifyingly cruel to each other.

Unfortunately it’s the same with adults.

There can, for instance, be a fine line between teasing and

bullying. If an office bully makes a joke at your expense, he

or she might then accuse you of having no sense of humour

if you object. “I was only teasing,” they say, often in front of

other colleagues, “don’t be so sensitive”.

Our earliest , most primitive instincts emphasise the

importance of belonging to a group, our survival depends on

it. So excluding someone from activities (be they meetings,

morning coffee, or an after-work drink) can be painful and

harmful. If it is done over time, it can make life intolerable.

Bullying in the Workplace 3

What are the effects of bullying?

• Constant tiredness

• Skin complaints

• Loss of appetite

• Panic attacks

• Irritability

• Mood swings

• Loss of interest in sex

• Loss of self-esteem

• Lack of motivation

• Obsessiveness and withdrawal

(Source: Mind)

At its most extreme, the end result for the individual can be

career breakdown, marital problems, and even suicide.

Because bullying thrives in a culture of fear, it is not readily

discussed between colleagues. This means that the person

or group af fected can start to internalize the criticism,

perhaps believing eventually that it’s all their fault after all.

It saps self-confidence and leaves people feeling abandoned

and angry. Although the person targeted by a bully might

fantasise about scenarios of revenge, the anger often has no

outlet, so it will turn inwards, leading to a set of symptoms

that has an awful lot in common with severe depression.

These include:

• Interrupted sleep patterns

• Nausea

• Sweating and shaking

A bully or a strong manager?

Crucially, it can be very difficult to discriminate between

bullying and a pro-active management style. Some bosses

like to take a firm line with employees in order to ‘get the

job done’. Some employees even respond well to this kind

of direction.

The Andrea Adams Trust has said that the line between

bullying and strong management is crossed when “the

target of the bullying is persistently downgraded with the

result that they begin to show signs of being distressed,

becoming either physically, mentally or psychologically

hurt”.

The charity also says that bullying thrives where it becomes

common practice across the management hierarchy. This

is especially the case in highly competitive environments

where many individuals consider bullying as the accepted

method of motivating staff. As such it becomes part of the

company’s culture, ignored or silently condoned by those at

the top and quietly but resentfully accepted by everybody

else.

Experts agree that bullying is intimately linked to intent. A

boss can be rigorous and forthright without interfering with

the rights and wellbeing of others. The trouble starts when

there is a purposeful, malicious agenda, when intimidating,

upsetting or humiliating someone becomes more important

than the job or task itself.

What does the law say?

duty to protect their employees from harm of this kind, as set

out in Protection from Harassment 1997

(Source: www.myemploymentlaw.co.uk)

There are numerous pieces of legislation that can be brought

to bear on cases of bullying and harassment.

These include:

• Disability Discrimination Act 2004

• Employment Act 2002 (Dispute Resolution)

Regulations 2004

• Employment Rights Act 1996

• Health and Safety at Work Act 1974

• Race Relations Act 1977

• Sex Discrimination Act 1975

Most people are aware that you can take legal action against

employers if you are bullied because of your sex, age, race

or disability. But employers also need to be sensitive to their

Bullying in the Workplace 4

So what should I do?

There is a tremendous amount you can do in response to

bullying, long before you ever need to reach a court-room.

Here are ten ideas:

Name it. As we have seen, bullying is often covert, gradual,

and hard to identify. If you are feeling constantly got at and

criticized, even though you know your work is as good as

it always was; if you’re beginning to question yourself and

doubt your own abilities, despite no evidence to back that

up; if you are feeling targeted and alone, you need to realize

what is going on.

Do not isolate. Bullies thrive on paranoia. If you allow

yourself to become separated and silenced, the effects of the

abuse will be much, much worse. Talk to colleagues to see if

they are experiencing the same treatment. If that doesn’t feel

comfortable, make an appointment to see your company HR

manager.

You could also talk to your trade union representative, a

health and safety officer, or an equal opportunities adviser.

There is also a free helpline for legal advice through ACAS.

Talk to friends and family for emotional support. Seek

counseling if you are feeling overwhelmed or would like to

discuss the situation with an independent and neutral party.

Avoid direct confrontation. Despite the traditional wisdom

that bullies need to be confronted, it is normally best to steer

clear of the perpetrator. Confrontation will often enrage a

tyrannical figure. Avoid situations where you are alone with

the bully.

Value yourself. Remember that bullies are cowards who, for

the most part, target people who they feel threatened by. If

you are being bullied, it may be because you are an above-

average performer. Whatever the reason for the abuse,

though, it is the bully who has already lost … not you.

Keep a record of your work. Get a copy of your contract and

terms of reference to check that you have been meeting all

your work obligations. Keep copies of your appraisals and all

other documentation related to your ability to do your job.

Document the abuse. Keep a private log of dates and details

of incidents and try and get witnesses to these events. Also

keep a record of letters, e-mails, faxes and text messages

that may be deemed abusive.

Know the policy. Find out if your employer has a policy and

procedures on harassment and bullying and obtain a copy.

Follow the company grievance procedure.

Do not take action alone. Make sure you have discussed

your case with all the relevant parties before moving ahead.

Stay safe. If, as a last resort, you feel that you really want

to leave your job, do not view that as a failure. It can be a

positive decision to take control of your life and leave behind

a toxic environment that what was not doing you any good.

(This helpsheet is intended for informational purposes only and does not represent any form of clinical diagnosis. While every effort has been made to ensure that the content is accurate, relevant and current, Fully Focused Solutions accepts no liability for any errors or omissions contained herein. The list of books is provided for interest only and Fully Focused Solutions is not responsible for their availability, accuracy, or content).

Further help and information on our rangeservices:

Fully Focused Solutions, is a division of Fully Focused Limited

W. www.fullyfocusedsolutions.co.uk

Workforce Development Specialists...Increasing Profits, Performance and Reducing Sickness Absence.

solutions