Workplace bullying isn’t just ‘office drama’, its consequences ripple far beyond the immediate targets. Bullying is a serious issue that can devastate individuals, erode team morale, and damage an organisation’s reputation. What is bullying exactly, and how can we create workplaces where it doesn’t succeed?
Key to managing issues of workplace bullying is understanding and identifying what constitutes bullying behaviour and implementing policies and processes based on education, awareness, and prevention.
What is Bullying?
The Fair Work Act 2009 provides that a worker is bullied at work if:
- an individual or a group of individuals repeatedly behaves unreasonably towards a worker or a group of workers of which the worker is a member; and
- the behaviour creates a risk to health and safety.
Workplace bullying often involves a power imbalance, leaving the target feeling helpless. It can take many forms such as:
- threats, aggressive or intimidating conduct or body language
- belittling or humiliating comments, constant criticism
- victimisation, isolation and ostracism
- spreading rumours or playing practical jokes
- unreasonable work expectations, withholding resources
- unfair performance evaluations
- power based bullying – using positions of authority to control and intimidate
- cyberbullying – online harassment via emails, social media, instant messaging
Unlike occasional disagreements, bullying is a pattern of persistent, negative behaviour. Although the unreasonable behaviour must be repeated to fit the definition of bullying, it does not have to be the same type of unreasonable behaviour each time.
Bullying is not reasonable management action that is carried out in a reasonable manner. For example, taking disciplinary action, managing poor performance, or directing how work should be carried out if done reasonably, will likely not constitute bullying.
The Impact of Bullying
The effects of bullying are profound. Individuals may suffer from anxiety, depression, and even PTSD. Physical health can deteriorate, and job satisfaction may plummet. Teams become fractured and productivity declines. From an organisational perspective, a bullying claim can be highly damaging, and organisations can face legal and other risks. A toxic environment breeds resentment and fear, hindering innovation and collaboration.
Fair Work Commission Anti-Bullying Orders
The Fair Work Commission can make anti-bullying orders to protect workers covered under the Fair Work Act from being put at a future health and safety risk from bullying. To make a complaint, the worker must have been bullied more than once by an individual or group and there must be a risk that they will continue to be bullied at work by the individual or group.
The Commission does not have the power to order monetary compensation – the orders are there to get workers back working in a bullying-free environment as quickly as possible while taking steps to remove future bullying risk. The type of order made will depend on the facts presented to the Commission and the relevant circumstances.
The Australian Human Rights Commission and state or territory anti-discrimination or workplace health and safety bodies may also accept complaints, provide assistance, or make referrals regarding workplace bullying, harassment or discrimination.
Building a Bully-Free Culture
Recognising the signs of bullying is critical to building a bully-free workplace. Employers can work towards creating a bully-free culture and reduce the risk of claims by having robust internal policies and procedures that communicate clearly that bullying and discrimination will not be tolerated.
Employers should ensure that all workers are aware of such policies and provide comprehensive training on how to identify and report bullying behaviour and how to conduct respectful communication and manage conflict.
Leaders play a critical role by modelling positive behaviour and holding everyone accountable.
Final Thoughts
Workplace bullying can be a pervasive problem but is not insurmountable.
- Clear policies: Implement well-defined policies that clearly outline unacceptable behaviour and reporting procedures.
- Training and education: Conduct regular training sessions for all employees, and especially managers, on how to handle conflict and create a respectful environment.
- Respectful communication: Promote open, honest communication and foster a culture of empathy and understanding.
- Leadership by example: Leaders must set the tone by demonstrating respectful behaviour and addressing bullying promptly.
- Supportive environment: Create a safe space for employees to report concerns and promote teamwork and collaboration.
By understanding the diverse forms of workplace bullying, recognising its detrimental effects, and implementing proactive strategies, organisations can create healthier, more productive work environments that foster respect, and where everyone feels safe, valued, and empowered.
This is general information only and you should obtain professional advice relevant to your circumstances. If you or someone you know wants more information or needs help or advice, please call (03) 9600 2768 or email [email protected].