Bullying and harassment are still a significant workplace issue.
Employers should put in place a well-communicated policy and guidance that clearly states the organisation’s commitment to promoting dignity and respect at work. Employers’ responsibilities extend to work-related activities, such as work parties or outings.
Employers should be especially aware of ‘cyber bullying’. Our research found that cyber-bullying is more common than inappropriate behaviour at a work social event, with one in ten employees reporting that it happened.
All individuals have a responsibility to behave in ways which support an inclusive and tolerant working environment. Everyone should play their part in making the organisation’s policy a reality and employers should challenge inappropriate behaviour and take action.
Developing a climate of respect
Promoting a positive climate at work for everyone based on personal respect and dignity will help to prevent inappropriate behaviour starting. Organisations should send a clear message to all employees that there is zero tolerance for any type of inappropriate behaviour. Senior leaders should have a clear vision and demonstrate strong values that communicate what a climate of dignity and respect looks like.
To help develop such a climate, employers need to understand the key drivers of poor workplace behaviour, bullying and harassment. Our recent evidence review on workplace incivility and bullying explored these drivers.
Employers need to be conscious of the values and attitudes of those who are appointed as leaders and managers. Those with excellent people management skills, particularly constructive and fair leaders, will be more influential than those with technical expertise in building workplaces where respect is valued.
Employers also need to think about the stressors on their people, particularly those who feel overloaded in their role, or unclear how to fulfil their tasks or that they cannot meet job demands. Key to this is allowing staff self-management over their working life through providing them with autonomy to decide how, when and where they work.
Finally, fairness is a key organisational issue that influences workplace behaviour, so understanding what is just and ensuring staff feel decisions and outcomes are fair is key.
Policies, communication and training
A well-designed policy is essential to tackle bullying or harassment. Policies and guidance should be agreed with trade union or employee representatives and communicated to everyone. They should, for example:
- Give examples of what constitutes harassment, bullying and intimidating behaviour, including cyber-bullying, work-related events and harassment by third parties.
- Explain the damaging effects and why it will not be tolerated.
- State that it will be treated as a disciplinary offence where a case is proven.
- Describe how to get help and make a complaint, formally and informally.
- Promise that allegations will be treated speedily, seriously and confidentially, and that the employer prevents victimisation.
- Clarify the accountability of all managers, and the role of union or employee representatives.
- Require supervisors/managers to implement policy and ensure it is understood.
- Emphasise that every employee carries responsibility for their behaviour.
All employees should:
- Be made aware - through induction, training, guidance and other processes - about their rights and personal responsibilities under the policy and understand the organisation’s commitment to deal with harassment.
- Know who to contact if they want to discuss their experiences to decide what steps to take.
- Know how to make a complaint and the timescales for any formal procedures.
The policy should be monitored and regularly reviewed for effectiveness, including:
- Records of complaints - why and how they occurred, who was involved and where.
- Individual complaints to ensure resolution and no victimisation.
It’s also essential that line managers understand their role in addressing all forms of inappropriate behaviour, and that they have access to help and support with appropriate confidentiality and sensitivity. There’s more in our Dealing with conflict at work guide.
All dignity at work or anti-bullying policies should be co-ordinated with the organisation’s grievance and disciplinary policy.
Advice and counselling
All employees who make a complaint should have access to someone inside the organisation trained for this role or an outside sponsored service. This allows them to talk in confidence about any inappropriate behaviour they’ve experienced or witnessed so they can discuss options and decide themselves whether to progress a complaint.
Guidance and counselling can be offered to people whose behaviour is unacceptable, as well as those affected. Simply punishing those responsible for the harassment risks isolating individuals who may not understand that their behaviour is inappropriate and affecting their colleagues.
