Midwest EAP Solutions

Bullying in the Workplace—An Equal Opportunity Form of Harassment

Deb Wood, PhD, CEAP

Meeting life’s challenges—face to face

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Bullying

A persistent, unwelcome behavior, mostly using unwarranted or invalid criticism, nit-picking, fault- finding. Also, being singled out and treated differently, being shouted at, humiliated, subject to excessive monitoring, or having verbal and written warnings imposed.

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Workplace Bullying Institute 2010 Survey

. 35% of workers have experienced bullying firsthand . Bullying is 4 times more prevalent than illegal harassment . The majority (68%) of bullying is same-sex harassment • Mostly legal per anti-discrimination laws, many workplace policies . Women bullies target women in 80% of cases . 62% of bullies are men . 58% of targets are women . Ages 30-49 most vulnerable (50% currently bullied)

Source: Workplace Bullying Institute US Workplace Bullying Survey 2010

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Key Findings—SHRM 2011 Survey

. Over one-half (51%) of organizations reported incidents of bullying in their workplace. . Among organizations that experienced incidents of bullying: • 73% reported verbal abuse • 62% reported malicious gossiping and/or spreading lies/rumors about workers • 50% reported threats or intimidation . 27% of HR professionals reported having been bullied in the workplace. Of those who had been bullied, more than one-half (57%) had reported their experiences to someone in the organization.

Source: SHRM Workplace Bullying 2011 Survey

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Why People Bully

. Avoid facing consequences . Avoid accepting responsibility . Reduce being seen as inadequate . Divert attention . Projection of one’s own incompetencies . Conflict, harassment, violence, discrimination, abuse

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Characteristics of a Bully

. Never learned responsibility . Is obsessive and compulsive . Needs a victim . Has low self-esteem . Is driven by jealousy and envy

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Is There a Bully in Your Workplace?

Increased levels of: . Staff turnover . Sickness . Stress . Use of disciplinary procedures . Suspensions . Dismissals

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © SHRM Survey: What has your organization experienced as outcomes of the bullying incident(s)?

Note: n = 104. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Respondents who answered “N/A, not aware of any effects or outcomes” were excluded from this analysis. Percentages do not total 100% due to multiple response options.

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © What Happens When Bullies Strike

Ways people are bullied: . Constantly criticized . Subjected to nit-picking . Undermined . Doubts are raised over their performance . Overruled or ignored . Isolated and excluded . Singled out and treated differently

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © What Happens When Bullies Strike (cont’d.)

Ways people are bullied: . Belittled, humiliated . Set up with unrealistic goals . Denied support . Subjected to excessive monitoring . Invited to informal meetings or phone calls that turn into disciplinary action . Subjected to unwarranted verbal or written warnings

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © SHRM Survey: Which of the following bullying behaviors have occurred in your workplace?

Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © How Bullying Affects the Victim

. Increased mental and emotional problems • High stress/PTSD • Reduced self-esteem and self-blame • Phobias • Depression • Obsessing about the problem . Increased physical problems • Musculoskeletal issues • Sleep disturbances • Digestive problems • Headaches

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © How Bullying Affects the Victim (cont’d.)

. Impact on work, productivity • Increased absences • Fear and distraction from work • Negative impact on trust with co-workers • Isolation from the team . Economic harm • Bullies have control over victims’ livelihood in 72% of cases, which may result in: o Unwanted transfers o Constructive discharge/quitting to avoid bullying and its effects • Financial issues due to absences

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © Victim Responses

. Doing nothing or ignoring . Avoidance of bully . Leaving the environment . Confronting the bully

All of these approaches often fail to work and can bring about an escalation of harassment.

. Self-blame . Ignorance of remediatory options . Belief that reporting will do no good . Fear of retaliation

Bullying isn’t illegal—YET . Ask employees to report it immediately to a supervisor or HR . Look into changing supervisors or co-workers, if possible . Make employees aware of bullying . Open door policies . Employee surveys . Commitment from the top to stop it . EAP for emotional support and education

Bullying may be so entrenched and condoned that there is no way to stop it.

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © SHRM Survey: Through what channels or to whom within your organization are incidents of bullying typically reported?

The HR department/function head 89% The target employee’s direct supervisor 50% The bullying employee’s direct supervisor 40% Executive-level staff (excluding the CEO) 27% Other management-level staff (nonexecutive) 25% The employee relations representative within HR 19% Hotline or other reporting system 18% CEO, president or owner 14% Union representative 6% The security department 2% Board of directors 1% Other 2% Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.

. Know the company policy—and strengthen it to address bullying . Know the law—existing laws: • Harassment based on gender, race, or religion may apply • 21 states have or are currently considering Healthy Workplace legislation • Having no intent to harm has not been a useful defense. . Litmus test: If you wouldn’t want to see it happen to your partner, children or grandmother, it probably doesn’t belong at work . Do not assume a victim’s silence or lack of protest is an acceptance of the behavior

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © SHRM Survey: How is your organization’s workplace bullying policy communicated to employees?

Note: n = 326. Percentages do not total 100% due to multiple response options.

. Workplace Bullying Institute— www.workplacebullying.org . Healthy Workplace Bill— www.healthyworkplacebill.org . Midwest EAP Solutions: • Help for the victim • Help for supervisors and HR

www.midwesteap.com A division of Workplace Behavioral Solutions, Inc © www.midwesteap.com A division of Workplace Behavioral Solutions, Inc ©