Bullying in the Workplace

1. Bullyingin theWorkplace Marvin Meickel March 2008

2. 1999 International Labour Organization (ILO) Definition of Workplace Violence “any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. These behaviors would originate from customers, co-workers at any level of the organization. This definition would include all forms of harassment, bullying, intimidation, physical threats/assaults, robbery and other intrusive behaviors.”

3. Bernice Fields, Arbitrator • “Violence in the workplace begins long before fists fly or lethal weapons extinguish lives. Where resentment and aggression routinely displace cooperation and communication, violence has occurred.”

4. Conditions in the Workplace • 40% of clients seen for psychological services report workplace stress • Violent incidents usually begin with psychological harassment (e.g. bullying, exclusion, gossiping, unfair workloads) OC Transport, Ottawa (1999) • 20% of violent incidents (assaults and robbery) occur in the workplace

5. What is Stress? • Complex interplay between individual and environment • Event • Interpretation of event • Coping characteristics • Threat of stressor • Coping response

6. What is Bullying? Bullying is repeated, unreasonable behavior directed towards an employee or group of employees that creates a risk to health & safety • It undermines legitimate business interest • Prevents getting work done • Driven by the need to control others • Offensive, intimidating, malicious or insulting • Is a symptom of harassment (general type) • Is an abuse or misuse of power

7. Silence – why suffer? • Targets suffer approximately 2 years before taking action while…… • Some shamed individuals remain silent 50% women on women 30% men on women 12% men on men 8% women on men

8. Emotional outbursts Unacceptable behaviour Poor work performance Unusual behavior for the individual Workplace Danger Signs

9. Fears that sustain Bullying • Inadequate or non responses from employer • Co-workers/witnesses afraid • Tendency to blame the victim • Aversion to conflict • Mediation doesn’t work • Bullies are irrational • Labeled as weak or whining • Accepts bullying as a normal part of the job

10. The Perpetrators 80% of bullies are typically bosses • The range of cruel mistreatment • Control via actions taken against target • Control by withholding resources

11. Types of Bullies • The Screaming Mimi • The Constant Critic • The Two-Headed Snake • The Gatekeeper

13. The Screaming Mimi • Public arena to humiliate • Intimidates to instill fear • Yelling, cursing, or screaming to mask incompetence • Makes physical threats and invades personal space • Very transparent • Lacks emotional intelligence

15. The Constant Critic • Prefers one-on-one, private settings for deniability • Destroys confidence in demonstrated competence • Lies about performance • Most likely to traumatize

17. The Two-Headed Snake • Jekyll-Hyde personality, passive-aggressive backstabber • Vicious and vindictive in private • Compulsive Lying • Charm as a motive – deception • Dares to alter target’s workplace reputation • Difficult to detect

19. The Gatekeeper • Sabotages – everything goes through them • Control freak • Denies/blocks resources needed for success • Shrinks time with unrealistic deadlines • New jobs without training, budget or assistance • No time off, no accommodation for doctor ordered work loads, adjustments • Interferes with family or personal health obligations • Deliberate, malicious timing • First day back from medical leave

20. Factors Underlying Bullying • Factors beyond employer’s control • Evolution, biology • Personality disorder or psychopath • Family of origin experiences • School yard bully grown up • Exploiters and manipulators • Employer rewards for aggression

21. Factors Underlying Bullying – cont’d • Personal culture: environmental factors, genetics • Impoverished family history, discrimination • Chronic work and family problems • Genetic mental culture health disorders worsen with stress • Workplace : what is and what is not acceptable behaviour

22. Factors Underlying Bullying – cont’d • Family of abuse – verbal abuse or child-abuse • Domestic abuse – she is his property • School bullying • School violence • Cyber bullying

23. Reasons Why Adults Become Targets • They dared to be independent • Their competence is threatening • They possess social skills • They are non-confrontational • They are ethical, whistleblowers • The strong are targeted

24. Consequences – Two-fold: • Impact on People • Biases against targets • They are not believed • They are blamed for provoking the bully • Individuals pay the price with physical health impairments, i.e. diabetes, gastrointestinal disorders, Fibromyalgia

25. Consequences Cont’d • Psychological Health Effects • Anxiety, high blood pressure, ulcers, skin rashes • Clinical depression • P T S (Post Traumatic Syndrome) Disorder • Psychosomatic symptoms loss of self confidence

26. Impact of Psychological Harassment • Withdrawal from normal activities • Withdrawal from social contacts • Results in vicious cycle of inactivity and social isolation • Cycle often leads to anxiety and mood problems • Physical problems: headaches, G.I., rash/hives, cold & flu symptoms increase

27. Trauma Symptoms • Intrusive thoughts • Flashback, nightmares, obsession • Hyperventilation • Irritability • Paranoia • Guardedness • Avoidance

28. Co-Worker Inaction • Resentment/isolation/abandonment • Co-workers betray target in 49% of cases • Fear of being next • Mismanagement of agreement about circumstances • Clique formation dominates (“groupthink”) • Siding with aggressor (fear of being next)

29. What to Do If Bullied • First speak to the bully and tell them you find their behavior unacceptable • Majority of bullying goes on behind close doors. Tell a friend or colleague • Call your union shop steward • Keep a diary • Tell your manager/supervisor • If no resolve, file a formal complaint and/or grievance

30. Laws/Legislation • Worker Health & Safety Laws • Human Rights Act • Canadian Criminal Code • Collective Agreement • Employer Policies (Ex: No Bullying Policy)

31. Individual Solutions • Name it • Legitimize it yourself, stop self-blame • Take time off, respite • check mental and physical health • check laws • build case about bullying • Expose the bully • Bully is too expensive to keep

32. Role of Union • Have a central role in curbing bullying at work • Support members who are being bullied • Assist in negotiating anti-bullying policies with management • Organize union action over bullying • Provide advice and guidance • Assist in representing members in any proceedings re: bullying

33. Return to Work Strategies • Provide job description • Offer change in job environment • Document restrictions (occupational therapist) • Modified duties • Job shadowing • Graduated return to work – slow and monitored • Social support (work and home) • Periodic psychological follow-up appointments • Team meetings

34. Tangible Employer Costs • Turnover and related costs • Accidents by fatigued workers • Absenteeism, lost productivity • WCB • Long-Term Disability

35. Intangible Employer Costs • Talent flight of the best and brightest • Sabotage and resistance • Negative PR – “worst place to work”

36. No-Bullying Policy A philosophy statement that clearly identifies a commitment to a safe and positive working environment Should Include: • What is Workplace Bullying? • What it does not include • Types of Bullying • Legislation • Effects of Bullying on individual (s) • Effects of Bullying on the organization • Responsibilities of Supervisors, Managers • Responsibilities of Employees and Co-workers • What to do if you are being bullied • Policies and procedures • Collective Agreement

37. Preventing Workplace Bullying Consultation will help the Employer to: • Establish whether bullying is a problem in the workplace • Determine the communication method • Successfully implement preventative measures • Provide assertiveness training in workplace

38. Preventing Workplace Bullying Ways to Consult in the Workplace • Health & Safety Meetings • Direct discussions • Staff Meetings • Brown Bag Lunch Meetings • Special Working Groups/Committees

39. Preventing Workplace Bullying What to Consult About • Strategies for raising awareness • A No-Bullying Policy • Procedures for reporting incidents • Procedures for investigating incidents • Bullying Resolution Procedures

40. Preventing Workplace Bullying Creating Awareness includes: • Promoting awareness of the No-Bullying Policy at all levels within the organization • How to recognize Bullying • Where to get further information

41. Preventing Workplace Bullying Information should be provided when: • Recruitment of appointed or new employees • When engaging contracted, temporary or casual workers

42. Employers Internal Responsibility System Workers Committee or Representative IRS System

43. To Be Effective… • All elements of the IRS must be working simultaneous for it to be effective. • If one link in the chain does not do their part, your system will be ineffective and non-compliant.

45. Resources Cited • “Workplace Bullying” – Dr. Gary Namie • “Worksafe” – Victoria, Australia • “Psychological Harassment” – Dr. V.C. Rowan • Canada Safety Council SE/ei/cope 491 Health & Safety/PowerPoint Presentations/ Working With Difficult People – Jan 16, 2008

46. Bullyingin theWorkplace Marvin Meickel, Employee Co-Chair City of Regina mmeickel@regina.ca 777-7710