Bullying in the work place

This article examines bullying behaviour at work and suggests ways of dealing with it.

Bullying in the workplace seems to be a widespread and indeed, a worldwide problem. It is thought that 1 in 4 people are bullied at some point during their working lives. It is a major cause of stress-related illness and probably contributes to the loss of some 18.9 million working days a year in the UK. It is feared that the present economic downturn could make the problem worse.

In 2008 an online survey of 10,000 participants (the Speak Out Survey) reported that 92% of participants felt they had been bullied at work - nearly half of these for more than a year. 

Bullying can also be more subtle:

• everyone is invited to go out after work except you
• you’re always the one to get picked on to do the unpopular job
• you’re either overloaded with work or have no work at all to do
• the goal posts change, your targets and deadlines change without notice
• you’re deliberately kept out of the information loop
• you're overlooked for promotion or blamed when things go wrong. 

Sometimes you don't recognise bullying because it appears as:

• aggression or bad attitude
• personality clash or poor management style. 

Bullying is not:

• legitimate criticism of your work performance
• the everyday disagreements and arguments that happen in most workplaces
• 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, bullying is more likely to flourish in organisations with an aggressive style of management and a competitive working environment. However, sometimes the victim’s peers do the bullying, and in some types of work, 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.

• Stand firm, stay confident and react calmly. Bullies often back down when you face up to them.

If that doesn't work, 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. 

Gather evidence of what's been happening to you.

• Keep a written record of all incidents: the date, place, any witnesses, and details of what happened. Keep copies of written information about your ability to do your job - your annual appraisal or staff review.
• Try to avoid situations where you are alone with the bully.
• Take a witness with you and challenge the bully. If you do, you must remain calm, but make it clear that abusive behaviour is unacceptable.
• If the bully persists, tell your union representative if you have one. Or you could speak to your organisation's health and safety representative, personnel or human resource officer, welfare oficer or equal opportunities officer.
• Tell your line manager or supervisor.
• If your line manager or supervisor is the bully (and this is quite often the case), report it to someone further up the management ladder. 

If none of the above measures work, you should complain through your company’s grievance procedure. This is necessary if you want to take your complaint to an employment tribunal later. Ask a union representative or colleague to accompany you to any meetings connected with your complaint.

What can your employer do about bullying?

Bullying at work is not in itself illegal, but in some cases the bully is breaking anti-discrimination, 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. Many firms now have an anti-bullying policy. 

Your employer should be prepared to:

• tackle any problems, to minimise your stress
• ensure that you are not punished for bringing the complaint
• encourage an antibullying culture and ensure a safe work place.

It is important that your employer does treat complaints of bullying seriously, sympathetically and confidentially.

People who are being bullied are often made to feel that they should just put up with the pressures they are under. They should not. Victims of bullying can feel isolated and it often takes a lot of courage 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:

• low morale, reduced work output and reduced staff loyalty
• poor quality work, damage the company's reputation 
• high staff turnover and high absence rate from stress related illnesses

78% of people who had been bullied reported that it made them worried about going to work. It can also affect your health and life. It can make you feel vulnerable and lead to symptoms 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.

Useful contacts

http://www.acas.org.uk/ - for useful information and advice, including leaflets such as 'Bullying and Harassment at Work: Guidance for Employees' and 'Bullying and Harassment at Work: a Guide for Managers and Employers'. ACAS also has a helpline: 08457 47 47 47.
http://www.andreaadamstrust.org/ - for advice and support.       
http://www.bullying.co.uk/ - useful information for young people, parents and adults.
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.