Bullying and harassment are still a stubborn and serious issue in many workplaces.
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 may 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. Senior leaders should have a clear vision and demonstrate strong values that communicate what a climate of dignity and respect looks like.
Employers also need to think about the stressors on their people, particularly those who feel overloaded in their role, or are unclear on how to fulfil their tasks or meet job demands.
Policies, communication and training
A well-designed policy is essential to tackle bullying or harassment and may help employers defend claims, provided the employer also took all reasonable steps to prevent such behaviour. Policies and guidance should be agreed with trade union or employee representatives, communicated to everyone and be proactively followed. 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.
- Define the policy’s scope, for example, applicability to agency and freelance staff, also addressing third-party harassment and work-related situations outside normal hours.
- 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 have regular training and understand their role in addressing all forms of inappropriate behaviour, and that they have access to help and support with appropriate confidentiality and sensitivity. Policies should specify a choice of contact if the line manager is the alleged harasser or bully.
There’s more in our Dealing with conflict at work guide.
