What to do When Witnessing Bullying at Work
What strategies can you take to deal with workplace bullying and harassment?
There has been an increase in the instances and seriousness of workplace bullying and harassment, particularly with the added stresses of today’s world.
It is an alarming statistic to read that half of the Australian workforce will experience bullying at some stage of their working life. This led to the government enacting national anti-bullying laws.
This all leads to a number of questions;
- What is workplace bullying and harassment in the workplace?
- How can it be identified?
- What can be done to stop it?
- Who is responsible for dealing with it?
- What help is available?
Identifying the issues of bullying, harassment and discrimination in the workplace is not always easy. There are often signs of these issues that are overlooked, misrepresented or excused as something minor or a ‘one-off’.
What are workplace bullying and harassment?
The legal definition as outlined in the Fair Work Act states that bullying is defined by ‘an individual or group of individuals who repeatedly behave unreasonably towards a worker and that behaviour creates a risk to health and safety’.
In the case of sexual harassment, it does not need to be continuous or repeated behaviour. It may be a one-off event and there is no need to establish any health and safety risks.
Bullying and harassment in the workplace can be overt or subtle, even disguised. The matter can often be thought of as an individual or relational issue. The main problem comes down to broader workplace factors, such as a lack of leadership and authority or a poor organisational.
There may be systemic problems such as poor communication, a divisive work environment and intimidation and deceit that are being ignored.
Being responsible and able to stop it
The problems that many employers and supervisors have when they see bullying and harassment in the workplace cause them to be conflicted. It can be more confronting if you are the one responsible for stopping it.
The critical point to make is that you cannot afford to turn a blind eye to what is going on. All employers have a responsibility to identify and address bullying in the workplace. Failing to act can lead to serious issues and costly lawsuits.
Even seemingly minor issues can mean your business suffers from;
- Loss in productivity;
- Increased absenteeism and sick leave;
- higher employee turnover and the loss of valuable staff;
- a toxic work culture; and
- damage to your business reputation.
The best way to tackle the problem is to deal with it as soon as possible. Ideally, the issues can be resolved before things escalate.
Here are some key steps in how to resolve conflict in the workplace.
- Stay alert: Look out for any signs and the risks of workplace bullying or harassment.
- Follow the signs: bullying and harassment can lead to changes in the workplace such as increased absences, a drop in employee work performance or low staff morale.
- Identify and act on bullying behaviour early: Responding quickly and effectively will help to maintain a culture where it is always clear that bullying will in no way be tolerated.
- Manage stress and risks in the workplace: Ensure employees know and understand their roles and responsibilities. They should have the appropriate skills or training to do their job effectively. This all contributes to reducing the issues and conflicts that may lead to bullying.
- Get training and workplace development: There are programs and resources that can help you and your staff develop productive and respectful workplace relationships.
There are a number of government bodies and workplace authorities that can help outline what you need to do and how you can tackle the issues you are facing.
For more information, you can access a list of different workplace health and safety authorities.
How to get professional advice today
Being able to understand all the details and issues that are covered in the Fair Work Act can be overwhelming and extremely time consuming.
The best possible approach to avoid issues of bullying and harassment is to stop them from arising in the first place. Having the tools available to deal with those issues appropriately if and when they do arise is a great asset.
It’s clear that the best approach to managing your workplace and your workforce is to be proactive.
Seeking professional advice is often the quickest and most effective step you can take.
That’s where Clyde Industrial can help. With expert, professional advice that is cost-effective and accessible whenever you need it, you can tackle any issues in the workplace and get back to running a thriving business.