Understanding & Combat Workplace Bullying

All employees deserve to feel safe at work. However, there are instances where our safety can be infringed when a colleague or person in power uses verbal, physical, social or psychological means to torment us. This is called workplace bullying. Sadly, the 2021-2022 Employee Census found that 9.7% of respondents have experienced some form of bullying in their workplace.

August 18^th is the National Day of Action against Bullying and Violence. Similarly, from August 12^th to 16^th, it’s Bullying No Way: a National Week of Action. So, thematically, this August, we’re pushing for greater bullying prevention strategies to curb the amount of mental or physical torment experienced in the workplace.

What is Workplace Bullying?

Workplace bullying is characterised as verbal, physical, psychological, or social abuse directed at another person. According to the Fair Work Commission, workplace bullying also happens more than once and is considered a health and safety risk.

Generally, anyone could use bully behaviour: a colleague, manager, or subordinate. The most common type of bullying – reported in the Employee Census – was unreasonable use of policies, verbal abuse and harassment, and task interference.

Whether you work in a café, restaurant, bank, or shop, you could experience workplace bullying. However, what some may not know is that workplace bullying is illegal. Under the OHS Act, the bully could be guilty of an offence if prosecuted. Their employer may also be charged for their lack of preventative measures or failure to step in.

Examples of Workplace Bullying

• Jokes at a person’s expense
• Teasing, name-calling, and mocking
• Humiliation
• Initiation rituals
• Excluding others from workplace events
• Providing too little or too much work
• Withholding information that a person needs to do their job

What isn’t Considered Bullying at Work?

The Fair Work Commission says reasonable actions asked by a manager, and when a manager delivers, assigns, or takes actions that is reasonable is not considered bullying. While some actions may seem harsh or callous, such as feedback, actionables, and decisions that you may find unreasonable, they may not bullying. In reality, those actions or criticisms were for the betterment of you, the team, and the organisation.

How to Handle Bullying at Work

• Keep a record. Note down every time you have been bullied, including the date, time, name of the bully, what happened, where it happened, whether anyone else was involved, and whether there were any witnesses.
• Talk to HR or your manager. Don’t wait; if you experience bullying, talk to your HR team or manager and give them details of the event – use the record you’ve collated.
• Speak with the bully directly. If you feel comfortable doing so, raise the incident with the person directly and ask them to stop
• If all else fails, raise the bullying with an outside body. Submit a formal complaint to Fair Work Australia and request an investigation; they will take it from there, but make sure you include every detail.

Overcome Conflict with Converge

If you’re experiencing a workplace conflict or bullying, we have your back. Ask your HR team if we’re your EAP, and if so, our Conflict Assist service will help you address difficult workplace disputes with actionable strategies, tools, and coaching. Book an appointment today via our website or the Converge App!