Workplace bullying Having a policy and clear procedures is only the start when it comes to workplace bullying. Creating a culture and environment where bullying is unacceptable and not tolerated needs a more holistic approach. I am guessing that everyone has come across a ‘just banter’ situation or a line manager who says it’s’ just their management style’ to be blunt. No workplace is completely immune to bad behaviour and employers need to ensure that employees feel safe and protected in their working environment. If senior leaders, team leaders and others in positions of responsibility demonstrate positive behaviours, then everyone else is more likely to follow suit, and call out bad behaviours. Here are some of the ways that leaders can display good behaviour:
As a manager you need to be aware of some of the less obvious ways people can be bullied, these can include:
What can employers do to prevent workplace bullying? Firstly, you need to have a bullying and harassment policy in place, making it clear that this type of behaviour is considered gross misconduct and those found guilty will be dismissed. Avoid a ‘tick box exercise’, make a real commitment to building a working environment that values everyone. Train people managers so they understand what constitutes bullying behaviour this should include asking them to reflect on their management style and checking their own behaviours. Communicate the procedure to employees so they understand how to make a formal grievance, who the employee needs to speak to (normally their manager) and what will happen after the incident has been reported. While employers should encourage employees who believe they are being bullied to notify the offender that their behaviour is unwelcome (by words or by conduct), it is worth recognising that this is not always possible. It is important to make clear to employees that all allegations of harassment or bullying will be taken seriously and confidentially, and that grievances or complaints will not be ignored or treated lightly. As always ACAS has something sensible to say on the matter and suggest your policies should include the following:
The advice to give examples is good, as it helps everyone have the same understanding of what is not acceptable. People have different experiences, values and resilience so giving examples helps understanding and gives clarity. Don’t just download them from the internet, make them specific and relevant to your business. “It’s just banter.” Banter, arguably, has an important place in British culture and can often help in developing cohesive and enjoyable workplace relationships. The aim is not to cut out the fun but to ensure everyone understands where the line is. Banter is defined by the Oxford Dictionary as “the playful and friendly exchange of teasing remarks” and the only person who gets to determine whether something is banter or not is the person on the receiving end of the remark. BANTER: A colleague makes a joke about your new haircut to you, and you shoot back that even with a bad haircut you are still better looking! BULLYING: Your colleague makes jokes about your new haircut that they know you feel insecure and embarrassed about, in a meeting. There’s a power imbalance too, because there’s an audience. You get embarrassed, but the ‘banter’ continues for the rest of the week.
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October 2020
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