If you have bullying in your workplace, you may already be aware of the stress and reduced work performance it can create. But, what you might not know is that it’s costing Australian businesses billions of dollars each year.
A Government report has estimated the annual dollar ‘cost’ of workplace bullying is between $6 and $13 billion.
Employers should be aware that under State and Federal Laws, failure to act on a notice
of bullying may also leave the employer liable for the actions of the perpetrator.
Other Report findings:
The stereotype of the ‘bully
boss’ was very real, with 72%
of bullies being bosses, and
55% of those bullied being
rank-and-file workers.
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As an Employer you have a duty of care to provide a safe workplace for your employees. Luckily, you are in a position to minimise workplace bullying and avoid the legal consequences as well as the psychological impact on your employees.
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If there is bullying in your workplace don’t turn a blind eye in the hope that the issue will resolve itself. Employers are responsible for implementing and following their own policies and procedures in relation to bullying and harassment in the workplace.
A majority of employees find it very difficult to speak up and ask for help, usually from fear of losing their job. That’s why their concerns should be taken seriously, addressing them both promptly and thoroughly.
The signs of bullying:
• tearfulness
• changes in personality
• anxiety
• fearfulness to ask questions
• lack of attention to detail
• lack of interest in work
• increase in absenteeism
• isolation or lack of interest in
socialising with workmates
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If a circumstance of bullying has been brought to your attention, assess the individual circumstances of each case to
determine the appropriate action. This may include:
• The contact that the employee has with the perpetrator on a daily basis
• Reporting arrangements
• Previous and current conduct of the perpetrators
• The position of the perpetrators and the employee in the organisation.
An investigation into the allegations should be carried out by an independent employee such as a HR Manager or Workplace Health and Safety Officer.
After deliberating the individual circumstances act on the complaint through mediation or retribution. Calling on an independent person to mediate and support the perpetrator and victim is a good initial technique to address bullying. If the matter
is more serious however, a verbal or formal written warning may be warranted.
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Bullying can take the form of:
Intimidation, unfair criticism,
verbal, physical and sexual
harassment, victimisation and
even the more obvious forms
such as name calling and
derogatory comments.
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It is crucial the action taken by management isseen to be reasonable in all circumstances. Continue to monitor the situation once a course of action has been implemented; never assume that the matter is fully resolved.
Not only does bullying have significant personal and health effects on employees, it can also impact organisations as a whole when valued employees leave because appropriate action isn’t taken. This in turn can result in legal action, which can have an effect on insurance premiums, but more importantly on the company’s reputation.
Every employee has the right to work in an environment, which is free of discrimination, harassment and victimisation. It is the employer’s responsibility to ensure every member of the workplace is treated with respect and that there’s a zero tolerance
policy for bullying.
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