Bullying in the work place
This article examines bullying behaviour at work and suggests ways of dealing with it.
Bullying in the workplace appears to be a widespread and indeed, worldwide problem. It is thought that over 2 million people are bullied at work each day in the UK. Bullying is a major cause of stress-related illness and probably contributes to the loss of 18.9 million working days a year.
The Samaritans surveyed 2,600 adults in the UK and the Republic of Ireland in November 2007. More than 80% of those interviewed said that they had been bullied at some point in their working lives, and 25% said that bullying was a weekly or even daily cause of stress.
Ther is no single definition of workplace bullying because it can take so many forms, happen in a range of situations, and affect anyone, irrespective of race, age or gender. What is clear is that it is a process which gradually affects people's self confidence and work performance and often even their physical and mental health.
There is no employment law which specifically tackles bullying, but many organisations such as individual companies and trades unions, the TUC and the Health and Safety Executive (HSE) are working together to tackle it.
For further information read the information in the following sections:
What is bullying?
Why does bullying happen?
What can you do if someone is bullying you?
What can your employer do about bullying?
Useful contacts
Related topics
What is Bullying?
Bullying is a series of individual incidents, which, over time, build up to a pattern.
It often happens behind closed doors, with no witnesses, and no real evidence. You may not even recognise at first that you’re being bullied.
Bullying can be obvious:
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persistent and unfair criticism
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belittling, especially in front of others
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constant, trivial nit-picking and criticism
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threats
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personal insults and sarcastic comments
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abusive, sexist or racist language
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hurtful teasing or jokes (sometimes repeated or running jokes)
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physical threats or actual assault.
Bullying can also be more subtle:
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everyone is invited to go out after work except you
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you’re always the one to get picked on to do the unpopular job or put in the extra hours
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you’re either overloaded with work or have no work at all to do
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the goal posts change, your targets and deadlines change without notice
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you’re deliberately kept out of the information loop
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you're overlooked for promotion or blamed when things go wrong.
Sometimes you don't recognise bullying because it appears as:
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aggression
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bad attitude
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personality clash
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poor management style.
Bullying is not:
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legitimate criticism of your work performance
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the everyday disagreements and arguments that regularly happen in most workplaces
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harassment (sexual or racial), though there is often overlap.
Why does bullying happen?
Bullies abuse their power or position. They often hide their own problems by making it seem that other people are at fault.
As a rule, the bullying culture is more likely to flourish in organisations which have an aggressive style of management and where there is a competitive working environment. However, sometimes the victim’s peers do the bullying, and in some types of work, like the National Health Service (NHS), for example, it can be the customers or clients.
What can you do if someone is bullying you?
You must first recognise that it is the bully who has the problem, not you. Bullying often affects several members of staff at any one time. So find out if any of your colleagues are getting the same treatment.
Your next tactic should be to stand firm, stay confident and react calmly. Bullies often back down when you face up to them.
If that doesn't work,remember that you don't have to handle the situation alone. Get the support of someone you trust: a colleague, your line manager, or your trade union representative, for example.
Gather evidence of what's been happening to you.
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Keep a written record of all relevant incidents: include the date, place, any witnesses, and details of what happened. Keep copies of any written information about your ability to do your job, like your annual appraisal or staff review.
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Try to avoid situations where you are alone with the bully.
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You could take a witness with you and challenge the bully. If you do this, you must remain calm, but make it clear that abusive behaviour is unacceptable.
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If the bully persists, tell your union representative if you have one. You could also speak to your organsation's health and safety representative, personnel or human resource officer, welfare oficer or equal opportunities officer.
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Tell your line manager or supervisor.
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If your line manager or supervisor is the bully (and this is quite often the case), you should report it to someone further up the management ladder.
If none of the above informal measures work, you should complain through your company’s grievance procedure. Even if it comes to nothing, this is necessary if you want to take your complaint to an employment tribunal later.
If you use the grievance procedure you should ask a union representative or colleague to accompany you to any meetings connected with your complaint.
What can your employer do about bullying?
Although bullying at work is not in itself illegal, in some cases the bully is breaking anti-discrimination, or protection from harassment, or Health and Safety laws.
Employers have a duty to ensure the health and safety of employees while they are at work - if they don't, they are breaking the law. So it is in your employer's interest to discourage bullying behaviour and develop measures for dealing with it. Many firms now have an antibullying policy.
Your employer should be prepared to:
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tackle any problems at the earliest opportunity to minimise your stress
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take action which ensures that you not appear to be punished for bringing the complaint
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encourage an antibullying culture
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ensure a safe and productive work place.
It is important that your employer does treat complaints of bullying seriously and sympathetically.
People who are being bullied are often made to feel that they should just put up with the pressures they are under. Sometimes they want to avoid being branded as troublemakers. This should not be the case.
Victims of bullying can feel isolated and it often takes a lot of courage for them to approach their employer. Male victims in particular fear that complaining leaves them looking weak and vulnerable.
It is in your employer’s interest to tackle bullying because of the damage it could cause the organisation:
Being bullied can make you feel vulnerable and can lead to symptoms (both physical and emotional) including anxiety, lack of confidence and self-esteem, sleeplessness, emotional outbursts, mood swings, depression, aches and pains, migraine, palpitations, stomach trouble, skin complaints and panic attacks.
There are many useful sources of support and information.
Useful contacts
http://www.acas.org.uk/ - for useful information including leaflets such as 'Bullying and Harassment at Work: a Guide for Managers and Employees'.
http://www.andreaadamstrust.org/ - for advice and support.
http://www.banbullyingatwork.com/ - campigns against workplace bullying and promotes an annual 'Ban Bullying at Work Day'.
http://www.nationalbullyinghelpline.co.uk/ - provides a helpline 0845 22 55 787
http://www.tuc.org.uk/ - go to the Health and Safety section for useful information to download.
http://www.worksmart.org.uk/ - a TUC website to support people at work.
Related topics
Employment tribunals and arbitration
Family friendly employment law
If you are dismissed from your job
National minimum wage
Work and health
Your basic rights at work
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