Appendix – Samples you could use

1. Appendix – Samples you could use

2. Sample AGENDA • Welcome • Bullying • Facts and Overview • How to get help • Guest Speaker • Panel Discussion made-up of internal leaders (HR, Compliance, Legal, etc.)

3. Sample EXPECTATIONS for bullying awareness event • We are going to provide • Introduction to bullying • How to recognize bullying and its effects • Resources to get help • What do we want from you? • Be engaged • Ask questions • ACT

4. Sample Definition of WORKPLACE BULLYING • Repeated, often nearly-invisible, health-harming mistreatment of a person or group (target) by one or more perpetrators • Mistreatment includes: • Verbal abuse • Offensive conduct/behaviors (including nonverbal) that are threatening, humiliating or intimidating • Consequences: • Health, social, economic harm to individuals • Interference with productive work - undermines legitimate business interests when the bully’s personal agenda takes precedence over the work itself

5. Appendix - WORKPLACE BULLYING DEVELOPMENT

6. BULLYING TYPES 1 2 • “The constant critic” • “The Screaming Mimi” Public humiliator; instills fear; screams, yells, swears, throws things; mood swings Nitpicker; attention to minutiae; brands targets as incompetent; invents “errors”; methodically destroys targets’ careers 3 4 • “the gatekeeper” • “The two-headed snake” Withholds resources necessary for target to succeed; steals credit; isolates and torments unfavored Duplicitous; creates and spreads rumors

7. How do bullies get away with it? • Aggression allure - Workplace environment that pits employees against each other • Bullies viewed as high performers • Personal relationships camouflage • Mix of personalities – Machiavellian personalities willing to use others to advance their own careers vs. prosocial personalities • Organizational responses – employers send messages that it is okay - promotions, recognition vs. being publicly stopped

8. DID YOU KNOW? Source: Workplace Bullying Institute

9. DID YOU KNOW? Incivility, Disrespect, Difficult People, Personality Conflict, Negative Conduct, Ill Treatment Euphemisms intended to trivialize bullying and its impact on bullied people Source: Workplace Bullying Institute There is no federal legislation against workplace bullying and no state has passed an anti-bullying law for the workplace Bullying is 4X more common than either sexual harassment or racial discrimination on the job.

10. BULLYING STATS 35% of adult Americans (est. 53.5M people) report being bullied at work 15% 50% of adult Americans witness workplace bullying of adult Americans have no experience with bullying

11. BULLYING STATS 62% of bullies are men 58% of targets are women 72% of bullies are bosses

12. BULLYING STATS Targets endure an average of 22 months of exposure Targets have a 70% chance of losing their jobs

13. CONFRONTING BULLYING • 47% of workers said they confronted the bully: 44% said it stayed the same 13% 43% said the bullying became worse said the bullying stopped • 28% of workers reported bully to HR: Of those who did not report, 21% said it was because they feared the bullying would escalate 62% of these said no action was taken 38% of these said measures were taken to investigate and resolve

14. WHY SHOULD your company CARE? • It’s the right thing to do • $180M in lost time and productivity • Absenteeism • Staff turnover • Health/workers compensation costs • Investigations • Lawsuits • Bullying currently exists in the workforce today • Organizational reputation

15. LGBT & PWD STATS Most LGBT employees (67%) do nothing when confronted with anti-LGBT comments and behaviors 2009 survey of 7,261 middle and high school students found that at school nearly 9 out of 10 LGBT students experienced harassment at school in the past year and nearly two-thirds felt unsafe because of their sexual orientation. 84.6% of LGBT students reported being verbally harassed, 40.1% reported being physically harassed and 18.8% reported being physically assaulted at school in the past year because of their sexual orientation. 63.7% of LGBT students reported being verbally harassed, 27.2% reported being physically harassed and 12.5% reported being physically assaulted at school in the past year because of their gender expression.

16. LGBT & PWD STATS • After adjusting for socio-demographic and school effects, children with special health care needs had …more frequent experiences as a bully victim. • Bullying is frequently a direct result of a student’s disability. • Students with visible and non-visible disabilities are subject to more bullying than non-disabled peers

17. BULLYING EXAMPLES Unwarranted or invalid criticism Blame without factual justification Being treated differently than the rest of the group Being sworn at Exclusion or social isolation Being shouted at or being humiliated Being the target of practical jokes Excessive monitoring

18. BULLYING ≠ HARASSMENT BULLY ≠ A tough boss • Bully – personal, vindictive • Tough Boss – right motive; want to make organization profitable and strong • Bullying – anyone can be a bully; anyone can be a target • Unlawful Harassment – unwelcome conduct based on • race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information

19. Could I be a bully? A sampling of things to consider: You do not trust people around you and they do not trust you. You see your coworkers and subordinates as competitors. Your jokes and teasing about an employee can be subliminally nasty at some times. You enjoy firing comments in meetings that humiliate other employees. You are often jealous of your colleagues and subordinates’ abilities and find it difficult to compliment them on their work. You constantly interrupt because what you have to say is much more important. People stop having fun when you are around.

20. ACCOMPLICES xxxxx • Active accomplices • Other aggressors • Passive accomplices • Upper managers • HR staff • Bullies' peers • Targeted persons’ peers

21. DID YOU KNOW? Incivility, Disrespect, Difficult People, Personality Conflict, Negative Conduct, Ill Treatment Euphemisms intended to trivialize bullying and its impact on bullied people Source: Workplace Bullying Institute There is no federal legislation against workplace bullying and no state has passed an anti-bullying law for the workplace Bullying is 4X more common than either sexual harassment or racial discrimination on the job.

22. WHY ME? Targets 72% of bullies are bosses Source: Workplace Bullying Institute • Most likely subordinates • Independent • More technically skilled than their bullies • Bully bosses steal credit from skilled targets • Better liked, have more social skills and quite likely possess greater emotional intelligence • Have empathy, even for their bullies • Ethical and honest • Non-confrontational • Don’t respond to aggression with aggression

23. Impact of bullying • Physical indications of stress: • Headaches • Rapid breathing • Rapid heartbeat Nausea Diarrhea Chest pain Sweating Chills Loss of coordination Tremors of the lips, hands, etc. Elevated blood pressure Uncontrollable crying

24. IMPACT OF BULLYING 45% of bullied individuals suffer some form of stress-related health consequences • Hypertension • Strokes • Heart Attacks • Neurological Cardiovascular • Neurotransmitter disruption • Hippocampus shrinkage Neurological Immunological • More frequent infections of greater severity • Fibromyalgia • Chronic fatigue syndrome • Diabetes • Skin disorders • Ulcers Other

25. IMPACT OF BULLYING Psychological/Emotional Health Problems >80% of bullied individuals suffer some debilitating anxiety and/or panic attacks 39% of bullied individuals suffer from depression, either new to person or exacerbated condition previously controlled 51% of bullied individuals suffer from post-traumatic stress disorder (PTSD) from deliberate human-inflicted abuse—30% women, 21% men • Shame (the desired result of humiliating tactics by the bully) and a sense of deserving a bad fate • Guilt (for having "allowed" the bully to control you) • Overwhelming sense of injustice (equity - the unfairness of targeting you who works so hard; procedural - the inadequacy of the employer's response to your complaint)

26. IMPACT OF BULLYING 45% of bullied individuals suffer some form of stress-related health consequences • Hypertension • Strokes • Heart Attacks • Neurological Cardiovascular • Neurotransmitter disruption • Hippocampus shrinkage Neurological Immunological • More frequent infections of greater severity • Fibromyalgia • Chronic fatigue syndrome • Diabetes • Skin disorders • Ulcers Other

27. Impact of bullying • Physical indications of stress: • Headaches • Rapid breathing • Rapid heartbeat Nausea Diarrhea Chest pain Sweating Chills No coordination Tremors of the lips, hands, etc. Elevated blood pressure Uncontrollable crying

28. IMPACT OF BULLYING Psychological/Emotional Health Problems >80% of bullied individuals suffer some debilitating anxiety and/or panic attacks 39% of bullied individuals suffer from depression, either new to person or exacerbated condition previously controlled 51% of bullied individuals suffer from post-traumatic stress disorder (PTSD) from deliberate human-inflicted abuse—30% women, 21% men • Shame (the desired result of humiliating tactics by the bully) and a sense of deserving a bad fate • Guilt (for having "allowed" the bully to control you) • Overwhelming sense of injustice (equity - the unfairness of targeting you who works so hard; procedural - the inadequacy of the employer's response to your complaint)

29. REMEMBER You did not cause bullying to happen. You are not alone.

30. What to do? Avoid self-blame. It is not about you. Emotionally detach from bully. View situation as temporary. Hope for the best; expect the worst. Look for small victories. Limit exposure to bully. Find and build pockets of support.

31. PUTTING AN END TO BULLYING Comprehensive, systematic approach Explicitly call out bullying in policy Enforce the policy Educate and train Provide restorative interventions

32. MESSAGE TO THE BOSS Believe targets as easily as you accept complaints about “difficult” employees Make timeliness a priority over due process Organizational structures Absence of proof (witness) – indicators of smoke means that there is a fire even if you cannot see it

33. HOW TO GET HELP • Standard of Conduct: Harassment Policy • Compass • Workplace Violence BCBSF Policies • EthicsPoint (anonymous reporting) • LifeCare • Corporate Care Works BCBSF Programs BCBSF Programs • Employee Relations team

34. SOURCES you could use • Workplace Bullying Institute http://www.workplacebullying.org/ • Active and Passive Accomplices: The Communal Character of Workplace Bullying byGary Namie, Workplace Bullying Institute, and Pamela E. Lutgen–Sandvik, University of New Mexico. International Journal of Communication 4 (2010), 343-373. • Namie, G. (2007) The challenge of workplace bullying. Employment Relations Today, Vol. 34 (2, Summer 2007), 43-51. • Gary Namie and Ruth Namie (2004) Workplace bullying: How to address America’s silent epidemic. Employee Rights and Employment Policy Journal, (Vol. 8, Number 2, 2004), 315-333. • Gary Namie. Workplace bullying: Escalated incivility. In Ivey Business Journal. November/December 2003. • Still wearing the ‘kick me’ sign; By Laurie Meyers Monitor Staff July 2006, Vol 37, No. 7 Print version: page 68 • Michael Harrison, PhD, quoted in “Workplace bullying’s high cost: $180M in lost time, productivity.” Orlando Business Journal, 3/18/02. • “Bullying in the Workplace” pamphlet from Corporate Care Works • WhitePaper: The Cost of Your Workplace Bully by Civility Partners http://noworkplacebullies.com/yahoo_site_admin/assets/docs/White_Paper_Cost_of_Workplace_Bully.13374227.pdf • 2010 US Workplace Bullying Survey (conducted by Workplace Bullying Institute and Zogby) • http://www.hrc.org/documents/HRC_Degrees_of_Equality_2009.pdf Degrees of Equality: A National Study Examining Workplace Climate for LGBT employees A Human Rights Campaign Foundation Report • http://www.glsen.org/cgi-bin/iowa/all/library/record/2624.html?state=research&type=antibullyingThe 2009 National School Climate Survey • Pediatrics; originally published online July 25, 2011; School Outcomes of Children With Special Health Care Needs Christopher B. Forrest, MD, PhD, Katherine B. Bevans, PhD, Anne W. Riley, PhD, Richard Crespo, PhD, and Thomas A. Louis, PhD • Bullying and Students with Disabilities: A Briefing Paper from the National Council on Disability • LifeCareBullying Among Children And Youth With Disabilities And Special Needs • “Bullying in the Workplace” pamphlet from Corporate Care Works • The Complete Guide to Understanding, Controlling, and Stopping Bullies & Bullying at Work by Margaret Kohut p. 264-266 • Harris Interactive survey on behalf of CareerBuilder (Feb 21- March 10, 2011) http://www.bully-nomore.org/category/bully-no-more/bullies • Blueprint for a “Bullying-Free” Workplace by Gary Namie. The Complete Lawyer, January-February, 2008, Vol. 4, No. 1. • http://www.workplacebullying.org/2011/07/21/3-positive-steps-for-managers-to-curb-workplace-bullying/#more-5158July 21st, 2011 3 Positive Steps for Managers to Curb Workplace BullyingFrom monster.comBy: Gary Namie, PhD • Face Off: how to beat the office bully. August 5, 2011, Management Line, The Sydney Morning Herald. • Workplace bullying a growing problem by Cindy Krischer Goodman, McClatchy Newspapers, August 18, 2011 • http://www.eeoc.gov/laws/practices/harassment.cfm • Workplace Bullying and American Employment Law: A Ten-Year Progress Report and Assessment by David C. Yamada • http://www.npr.org/2011/09/06/140214596/at-work-why-meanness-pays-offAt Work, Why Meanness Pays Off, NPR Staff September 6, 2011 • The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn’t by Robert I. Sutton, PhD 2007