Issues of Bullying in the workplace are not new but their incidence is increasing because of the cut-backs on staff and resourcing, heavy workloads and impossible deadlines. Currently within the Victorian Public Sector one in three people have experienced or witnessed workplace bullying. A workplace culture of bullying, poor people-management practices and skills and the impact of organisational change are other factors that can contribute to the incidence of workplace bullying.

It is important to remember that to be recognized as bullying, behaviors must be repeated and unreasonable, directed towards an employee or group of employees, creating a risk to health and safety. It can be direct and/or indirect and occur wherever people work together. It is useful to remember that intent is not relevant to the definition and most people are capable of bullying.

Bullying is not a one off incident, even though this can be unpleasant and distressing it is not bullying. Bullying is also not management practices that consist of reasonable actions performed in a reasonable way with regard to: setting performance goals, standards and deadlines; allocating work to an employee; transferring an employee; deciding not to select an employee for promotion; informing an employee about unsatisfactory work performance; informing an employee about inappropriate behavior; implementing organizational changes; performance management processes; constructive feedback or downsizing.

Bullying can be either direct or indirect in its nature. Direct bullying can be characterised by behaviours including: verbal abuse; putting someone down; spreading rumours or innuendo or interfering with personal property or work equipment. Indirect bullying presents as: unjustified criticism or complaint; deliberately excluding employees from workplace activities; deliberately denying access to information/resources; withholding information; setting unreasonable tasks; deliberately changing work arrangements i.e. rosters/leave; setting very difficult timeframes or excessive scrutiny of work. Remember intent is not relevant when we are talking about bullying behavior.

Bullying is a form of workplace violence that can have serious health consequences. At worst, it can cause stress related illnesses, depression, panic attacks and anxiety disorders, suicidal thoughts, heart disease and high blood pressure. It can also cause a range of other symptoms, including: headaches back or neck problems; poor memory or reduced concentration; difficulty sleeping and fatigue; skin rashes; loss of confidence; tearfulness; gastrointestinal problems or nausea.

There are specific risk factors for work place bullying, these can include: organisational change; negative leadership styles; lack of appropriate work systems; poor working relationships; workforce characteristics for venerable employees or plans for dealing with risk. Each risk factor has strategies that can be applied to mitigate them.

Organisational change – have good planning and consultation processes, use effective communication methods, get feedback and review and evaluate processes and their impacts.

Negative leadership styles – develop positive leadership patens, supervise and coach, provide support & training, model positive leadership styles.

Lack of appropriate work systems – have well known standard operating procedures, regularly review and monitor work loads and staff levels, when appropriate redesign and define jobs.

Poor working relationships – develop and implement conflict management process, provide training and act promptly with regard to inappropriate behaviour.

Workforce characteristics – support and protect vulnerable staff, offer appropriate training, utilise you OH&S representatives & monitor your workplace.
 

Because Bullying is a OH&S issue WorkSafe role does have a role to play. Worksafe can provide: guidance and advice; can assist to determine the risk to health and safety from bullying; undertake prevention and enforcement activity where appropriate and consider formal investigation and prosecution under OHS Act 2004. Look for the Worksafe publication ‘Preventing and Addressing Bullying At Work .

What to do if you witness or experience Bullying in your workplace.

• Keep a record ‚Äö√Ñ√¨ make diary entries and keep all relevant emails
• Report all incidences‚Äö√Ñ√¨ observed or personally experienced
• Try to have a witness ‚Äö√Ñ√¨ don t be alone with the bully if it is at all possible
• Stay calm - walk away if necessary
• Follow agreed workplace procedures ‚Äö√Ñ√¨ or issue resolution procedure
• Contact your union for assistance

This article was developed from information found within the CPSU Dealing with Bullying Course – available FREE to all CPSU members. Contact the office 03 9639 1822 for details and this years course dates.