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SEPTEMBER 2011 - ISSUE 29 Bullying and Disability in the : What Youth Should Know

This InfoBrief is designed to help youth, including youth with disabilities, recognize signs of bullying in the workplace, and to recognize how bullying differs from disability harassment. The brief offers examples of bullying situations at work and offers strategies to help address the issue. Much is understood about the negative consequences of bullying at school, but youth should also be made aware that bullying does not end at school. It is often encountered at work as well.

Bullying affects many youth and • 25% of teens age 11-18 report match, is that bullying? No. Those has gained national attention due having been cyberbullied at types of situations usually involve to highly publicized instances of some point in their lifetime; and persons of equal social power, and school violence and teen suicides. In the conflicts can be resolved with fact, most youth have experienced • 17% of teens admit having apologies. In fact, disagreements bullying firsthand, either by being cyberbullied others. among friends, families, or co- bullied themselves or by witnessing workers are a normal part of social a peer being bullied. Recent statistics What is Bullying? functioning and can help develop suggest that the impact of bullying is needed interpersonal skills. widespread: The word bully brings images of tough teenagers clad in leather Although definitions of • 1 out of 3 teens are bullied; jackets, threatening to settle the bullying vary, most agree that score behind the stadium bleachers bullying involves the following • Youth with disabilities are 10 characteristics: times more likely to be bullied or stuffing helpless kids into school than a typical student; lockers. Even today, many television Bullying is intentional. The target shows and movies aimed at youth does not knowingly provoke the • 1 out of 5 youth admit to being feature a bully as a cartoonish main bully and may have made it clear a bully or doing some type of character. But real bullying is far that the behavior is not welcome. bullying; from innocent. Bullies come in all genders, shapes, sizes, and even can Bullying behavior is often repetitive. • 85% of gay, lesbian, bisexual, be well dressed. Although it can take place in a single or transgender youth experience incident, bullying is generally carried harassment at school or online; Bullying is carried out by males and out repeatedly over time. females and can cause harm that lasts • 88% of teens reported seeing a lifetime. But what is bullying? If Bullying involves hurtful acts, people being mean or cruel on a you get into a disagreement with words, or other behavior. Bullying social networking site; a friend that results in a shouting is an oppressive or negative act

1 Bullying and Disability Harassment in the Workplace intended to hurt someone else. • They can have diminished self- job, but recently things at work esteem and need to build self- have been getting tough. David Bullying involves a real or confidence. was assigned a new supervisor a perceived imbalance of power. A few weeks ago. That supervisor youth without power cannot bully. Often bullying is portrayed as an has been David and Power in this instance can be defined act of of physical making it difficult for him to get as physical strength, social status, or violence, but there are several types his assigned duties done on time. intimidating behavior. of bullying. A friend who works with David It may be common to hear the Physical Bullying: Involves actions has told him that the supervisor person being bullied referred to like hitting, kicking, pushing, is talking negatively about him as the “target” rather than as the throwing objects, or damaging to other co-workers. David has “victim.” The reason for this is . It can also involve noticed that the supervisor goes that the word victim implies that a pretending or threatening to inflict out of his way to assign David the person is powerless to change their harm, making the target terribly least desirable jobs in the store. circumstances, or that even they uneasy. David has developed are somehow to for what is about going into work and often happening. Bullying prevention Verbal Bullying: The most common feels physically ill after his shift. advocates prefer the term target form of bullying, it can include mean His previous supervisor gave because it suggests that a person spirited teasing, gossiping, name him excellent marks on his initial who is bullied, and those around that calling, embarrassing jokes, and performance review, but the person, have the power to change the actual threats. current supervisor seems more invested in finding things David situation. Emotional/Social Bullying: is doing wrong. David feels he This form is harder to define, but Still, targets of bullying tend to share is good at his job and wants to generally involves the assertion certain traits. In general, targets remain loyal to the store that of social power to cause pain or of bullying tend to be different in hired him but feels the current exclude the target from the social some way. This may mean that they supervisor is treating him unfairly. belong to a non-majority culture, crowd. Often done in a group, social/ have unique physical characteristics, emotional bullying can be done Just as youth can experience bullying practice a different religion than through , , making fun in school, they can also find bullying others, or have a disability. Their of the target in public, or intentional in their place of employment. Youth differences do not automatically lead exclusion from social events. who bully grow up and may become to bullying but do tend to be noticed Cyber Bullying: Bullying actions bosses or co-workers who bully. by youth who are seeking targets. that are carried out through According to Tom Witt of New While anyone can be bullied, targets electronic means, such as instant York Healthy Workplace Advocates, of bullying tend to have one or more messaging, texting, e-mails, 37% of workers have experienced of these common traits: blogging, or postings. bullying in the workplace. This adds up to approximately 54 million • They might give a vulnerable people nationwide. One might response to being bullied; assume that workplace bullying takes place mainly in jobs where the pay • They have few or no friends; David is 16 years old with a is low and the work is difficult. The severe learning disability who has • They might not assert fact is that workplace bullying is been working at a local grocery themselves in a bullying found in all professions. situation; and, store for four months. In the beginning he really enjoyed his Workplace bullying does tend to

2 Bullying and Disability Harassment in the Workplace show some differences bullying can be hard to from traditional bullying recognize, so youth should that might take place be encouraged to talk about between youth. In their situation with someone workplace bullying the they trust, such as a parent, targets are often, but not a friendly co-worker, or always, people who are another trusted adult. good at their jobs, and who pose a professional The impact of workplace threat to the bully. For bullying can be felt by the example, a person may be target, co-workers, and new to a job and doing an the business itself. People excellent job. A workplace who have been bullied bully may resent the • Unrealistic work demands, at work report physical attention that person is getting and such as size of workload, symptoms such as problems with begin a campaign to smear the new unreasonable deadlines, or sleeping, headaches, and stomach worker’s reputation. This is not to inconsistent work hours; issues. Mental health concerns such say that targets may not be chosen as reduced self-esteem, increased • Public or being yelled due to more traditional traits, such as family tension, and stress are also at when co-workers are present; having a disability or belonging to common, along with expected financial problems, chronic absences, a different religious group. Though • Physical violence or and job loss. should physical violence and intimidation intimidation; can be found in the workplace, recognize bullying as a major bullying at work tends to be more • Displaying of materials in the contributor to productivity loss, low- psychological or social in nature, workplace that are offensive; morale among employees, and high staff turnover. making it difficult to prove. • Unfair of personal leave The Washington State Department or training opportunities; and, of Labor and Industries define Workplace Bullying: What • Regular threats of being Can You Do? workplace bullying as “repeated, reprimanded or fired from job. unreasonable actions of individuals Dealing with a workplace bully It is important for youth to recognize (or a group) directed towards an can be uncomfortable, and requires that being an employee means that employee (or group of employees), solid self-advocacy skills and self- you will have to work with all types which are intended to intimidate, confidence. Remember, the bullying of people, and being given work degrade, humiliate, or undermine; behavior is not likely to stop unless direction is part of a job. Being asked or which create a risk to the health intervention is sought. The first step to do a task that you don’t like does and safety of the employee(s).” The toward addressing bullying behavior not constitute bullying. Nor does following are some examples of is not to react to it. Don’t give the having to work side by side with a workplace bulling: bully the reaction he/she is looking person you may not get along with. for. Instead, consider following these • Abusive, insulting, or offensive A helpful way for youth to recognize helpful tips: language; that something is not right is that • Intentional exclusion from bullying often feels disrespectful, is 1. Don’t blame yourself. Bullying critical work meetings; out of place with what co-workers is about controlling another seem to be going through, and person and is not about an • Intentional exclusion from work appears to be targeted specifically individual’s worth as a person social circles or functions; towards an individual. Workplace or how one performs on the job.

3 Bullying and Disability Harassment in the Workplace

The blame on the bully; it’s ability. Don’t let the bullying soon began running into some that simple. affect your job performance, uncomfortable situations with her therefore giving the bully co-workers. Tasha, who uses a 2. Notify your supervisor right justification for his/her claims. power wheelchair, was horrified away after the bullying incident. when certain co-workers began If the supervisor is the bully, 9. Most people want to do a good harassing her, calling her names then go to his or her supervisor, job for their employer and such as “ironsides” and “the gimp or higher up the administrative maintain a certain amount of in the mortgage department”. One chain until you find someone loyalty. People work because day she arrived at work to find a willing to address the issue. they need the money, and piece of paper taped over the sign finding jobs can be difficult. on an accessible parking spot that 3. The impact of bullying is That being said, if the bullying lessened when there are read “Parking for Tasha Only”. bystanders willing to step into Tasha checked the bank’s employee the situation. Seek an ally at handbook and found very specific work, such as a co-worker that rules against any harassing is trusted or another supervisor behavior. She brought the incidents you respect. Tell them what is to the attention of her supervisor happening and ask their opinion who swiftly reprimanded those about your options to address responsible. Tasha’s work has been the issue. praised, and she quickly worked her way to a promotion. 4. Check to see if your employer has a policy against bullying Bullying is not acceptable and behavior. harms many people, but there are inconsistencies nationwide as 5. Document all bullying to whether it is against the law. incidents, including dates, However, actual harassment based times, places, what was said or gets too bad, or if addressing on disability, or any other protected done, and who witnessed. the issue hasn’t seemed to trait (age, gender, etc.) is, and you work, targets should consider 6. Keep copies of all documents are afforded protections against it. leaving the job. Some situations that help you counter claims The American’s with Disabilities Act you can’t salvage. Some work the bully may make. These (ADA) and individual state human places are too toxic. There is no may include time sheets, rights laws all offer protection in cutting your losses and performance reports, work against disability harassment finding a better place to work. samples, and e-mails that and . The U.S. You may find you are much support your work performance. Equal Employment Opportunity happier and healthier for making Commission is charged with 7. Consider contacting your that decision. enforcing federal nondiscrimination company’s Employee laws. Youth should be aware that

Assistance Program, union Disability Harassment being denied what other workers are representative, or, if necessary, Tasha has a severe physical given because a disability is present an attorney who specializes impairment. She graduated near is illegal. Teasing, , in labor law or your state’s the top of her high school class or violence against a person because Department of Human Rights. and earned a college degree that person has a disability may not reach the level of discrimination but 8. Do your job to the best of your in finance. She was excited to get her first job in a bank, but certainly is harrassment.

4 Bullying and Disability Harassment in the Workplace

Jerome Holzbauer, Ph.D., defines promotion based solely on the fact can prevent or stop bullying. disability harassment in the that you have a disability. If you www.stopbullying.gov workplace as, “work-related feel you have been discriminated harassment on the basis of disability against on the job due to a disability, Equal Employment Opportunity consisting of verbal, gesturing, or you can contact your local Commission (EEOC) aggressive conduct that conveys Equal Employment Opportunity The EEOC enforces federal laws denigration, hostility, or aversion Commission office www.eeoc.gov( ) that make it illegal to discriminate toward a person because of or your state’s Department of Human against a job applicant or employee that person’s disability. Such Rights. because of race, color, religion, sex, conduct results in (a) creating an national origin, age, disability, or offensive, intimidating, or hostile genetic information. work situation; (b) unreasonably Conclusion www.eeoc.gov interfering with work performance; Bullying is being recognized as a or (c) adversely affecting significant problem in schools, but employment opportunities of a youth should also be aware that it is Americans with Disabilities Act person with a disability.” also an issue in the world of work. (ADA) Home Page www.ada.gov Some examples of disability Workplace bullies target those who harassment might include: they see as a threat, which means you can work hard and do a good job US Department of Labor’s Office • An employee with cerebral and still be a target. There are several of Disability Employment Policy palsy being made fun of due to strategies to address workplace (ODEP) the way they speak; bullying which were outlined in ODEP provides leadership by de- this brief. Youth should also be veloping and influencing disability • An employee with an aware that when bullying turns into employment policies and practices intellectual disability having harassment and discrimination based affecting an increase in the employ- lunches stolen from them; on disability, it is clearly illegal. ment of people with disabilities. • Co-workers calling a person Youth are encouraged to talk their www.dol.gov/odep with a disability “retard” or families, a trusted co-worker, or “cripple;” a friend if they run into situations at work that they think might be National Collaborative on Work- • Co-workers tampering with bullying or harassment. The impact force and Disability for Youth a person’s wheelchair or of workplace bullying can be very (NCWD/Youth) intentionally putting up barriers, harmful, and knowing the steps to NCWD/Youth is your source for making movement around the take to address the issue will help information about employment and work space difficult; and, youth find a positive and fulfilling youth with disabilities. www.ncwd-youth.info job experience. • Intentionally bumping into a person with a visual PACER Teens Against Bullying impairment. Resources www.pacerteensagainstbullying.org It should be noted that disability StopBullying.gov harassment differs from Research Center StopBullying.gov provides informa- discrimination based on disability. www.cyberbullying.us Discrimination examples include tion from government agencies on being denied a job, not making how children, youth, parents, educa- the same wages, or being denied a tors, and others in the community

5 Bullying and Disability Harassment in the Workplace

Citations deal with bullying. Minneapolis, PACER Center, Inc. (2013). MN: PACER Center, Inc. Cyberbullying: What parents Hinduja, S. & Patchin, J. W. can do to protect their children. (2014). Cyberbullying fact sheet: Kosciw, J. G., Greytak, E. A., Minneapolis, MN: PACER Center, Identification, prevention, and Palmer, N. A., & Boesen, M. J. Inc. Retrieved from www.pacer. response. Cyberbullying Research (2014). The 2013 national school org/publications/bullypdf/BP-23. Center. Retrieved from www. climate survey: The experiences pdf cyberbullying.us/Cyberbullying_ of lesbian, gay, bisexual and Identification_Prevention_ transgender youth in our nation’s Washington State Department of Response.pdf schools. New York: GLSEN. Labor and Industries. (2011). Retrieved from www..org/ Workplace bullying and disruptive Holzbauer, Jerome John Jr. (2001). download/file/NjA1MQ behavior: What everyone needs Disability harassment in the to know. Retrieved from www. workplace. (UMI No. 3033247). The New York Times. (2008, March lni.wa.gov/safety/research/files/ Sent by Author May 11, 2011. 26). NYTimes.com - My boss was bullying.pdf a bully [Video file]. Retrieved Kelly, M. and Hertzog, J. (2006). from www.youtube.com/ Beyond sticks and stones: How to watch?v=c3nqQC6EEOo help your child with a disability

Founded in 2006, PACER’s National Bullying Prevention website is a place for middle and high school students to find Center® unites, engages and educates communities ways to address bullying, to take action, to be heard, and to nationwide to address bullying through creative, relevant and own an important social cause. interactive resources. PACER’s bullying prevention resources PACERKidsAgainstBullying: A creative, innovative and are designed to benefit all students, including students educational website designed for elementary school students with disabilities. PACER offers digital-based resources for to learn about bullying prevention, engage in activities and parents, schools, teens and youth, including: be inspired to take action. PACER.org/Bullying: This is the portal page for parents PACER’s National Bullying and educators to access bullying resources, which include Prevention Center® educational toolkits, awareness toolkits, contest ideas, 952.838.9000 promotional products and more. 1-888-248-0822 (toll-free) PACERTeensAgainstBullying: Created by and for teens, this www.pacer.org/Bullying | [email protected]

The National Collaborative on Workforce and Disability by the National Collaborative on Workforce and Disability for Youth (NCWD/Youth) is composed of partners with for Youth, funded by a grant/contract/cooperative agreement expertise in disability, education, employment, and from the U.S. Department of Labor, Office of Disability workforce development issues. NCWD/Youth is housed at Employment (Number #OD-16519-07-75-4-11). The opinions the Institute for Educational Leadership in Washington, expressed herein do not necessarily reflect the position or DC. The Collaborative is charged with assisting state and policy of the U.S. Department of Labor. Nor does mention local workforce development systems to integrate youth with of trade names, commercial products, or organizations disabilities into their service strategies. This Information imply the endorsement by the U.S. Department of Labor. Brief was written by Sean Roy of PACER Center. To obtain Individuals may produce any part of this document. Please this publication in an alternate format please contact the credit the source and support of federal funds. Collaborative at 877-871-0744 toll free or email contact@ NCWD/Youth ncwd-youth.info. This Information Brief is part of a series of 1-877-871-0744 (toll-free) publications and newsletters prepared by the NCWD/Youth. 1-877-871-0665 (TTY toll-free) All publications will be posted on the NCWD/Youth website www.ncwd-youth.info at www.ncwd-youth.info. Please visit our site to sign up to be [email protected] notified of future publications. This document was developed

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