Dr Janette Minnaar-van Veijeren | Managing Director | ProEthics | mail me |
Workplace bullying transcends mere professional misconduct; it is a violation of human rights that undermines employee dignity and wellbeing. Bullying manifests in various forms – verbal, emotional, psychological and even through passive-aggressive behaviours such as exclusion and gossip.
In South Africa, the implications of workplace bullying extend beyond moral concerns, as it infringes on constitutional rights. Employers are legally mandated to foster a safe and respectful work environment, and addressing bullying is a critical aspect of this responsibility.
To combat workplace bullying effectively, employers and employees alike must be proactive. By implementing robust policies, ensuring transparent reporting, providing ongoing training, and cultivating a culture of respect, both employers and employees can work together to combat bullying effectively. A united front against workplace bullying not only enhances employee well-being but also fosters a more productive and harmonious workplace for everyone.
The following guidelines, aligned with South African laws such as the Employment Equity Act and the Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace, offer a roadmap for creating a healthier workplace.
Employers’ role in addressing bullying
A well-defined anti-bullying policy is the cornerstone of a safe work environment. This policy should provide a clear definition of bullying, encompassing various behaviours like verbal abuse, emotional manipulation and cyberbullying. It should outline expected workplace behaviours, define corporate values, and include procedures for reporting incidents.
Importantly, the policy must specify consequences for those found guilty of bullying, ranging from disciplinary actions to dismissal. Training staff to recognise bullying behaviours and to report incidents is crucial to ensure the policy’s effectiveness.
Employers must create multiple avenues for employees to report bullying, such as anonymous hotlines or designated HR representatives. It is essential that employees feel secure when coming forward, free from fear of retaliation. A transparent process for addressing complaints, including documented investigations and timely feedback, will help cultivate trust and encourage reporting.
Training on workplace bullying should be embedded in the corporate culture. Employers should educate employees about their rights and the organisation’s zero-tolerance stance on bullying. Additionally, offering employee wellbeing programs and counselling services can provide crucial support for victims, prioritising their emotional well-being.
Senior leaders and managers must model respectful behaviour, promote teamwork and encourage open communication. By fostering a culture where employees feel valued and supported, organisations can effectively prevent bullying from taking root.
Employees’ role in addressing bullying
While employers bear the primary responsibility for establishing policies and culture, employees and co-workers play a vital role in combatting workplace bullying. Encouraging a supportive atmosphere among colleagues can create an environment where bullying is less likely to occur.
Employees should be aware of their rights and take an active stance against bullying by speaking up when they witness or experience it. Supporting one another and standing against unacceptable behaviour can contribute significantly to a healthier workplace. Employees should familiarise themselves with South African laws, including the Labour Relations Act and the Code of Good Practice, which protect individuals from harassment and bullying. If they feel safe and comfortable, employees might consider addressing the bully directly.
Calmly expressing that the behaviour is inappropriate and unwelcome can sometimes halt bullying before it escalates. It is vital to approach this conversation without retaliation or aggression. If the bullying continues or safety is a concern, the next step is to report the incident to a supervisor, manager or HR. Documenting the details of the bullying, including dates, specific behaviours, and any witnesses, will strengthen their complaint.
Employees should not hesitate to connect with colleagues, counsellors or employee wellness programmes. Talking about their experiences can help in coping with the emotional toll of bullying. Colleagues can play a significant role in supporting the victim and fostering a positive work environment. If a co-worker confides in being bullied, it is important to listen without judgment. Offering to accompany them when they report the incident to available channels can be invaluable.
Gossip can exacerbate feelings of isolation and distress, so colleagues should refrain from participating in it and encourage others to do the same. If they witness bullying, documenting the incidents by noting dates, specifics of the behaviour and individuals involved can provide crucial evidence during any investigation.
If comfortable, colleagues might consider intervening directly by asking the bully to stop. Sometimes, having a peer call out inappropriate behaviour can effectively deter further incidents.
In conclusion
When the bully is a superior, addressing the situation may feel daunting, but the same strategies still apply. Reporting bullying to HR or another senior figure in the organisation is essential. Even if their boss is the perpetrator, the company is legally obligated to investigate and address the complaint impartially.
If internal channels prove ineffective, seeking advice from an external source, such as a labour lawyer or a representative from a trade union, can provide guidance on how best to navigate the situation. By taking these practical steps, employers and employees can work together to create a healthier, more productive workplace where everyone is treated with dignity and respect.
Related FAQs: Combatting workplace bullying
Q: What is considered bullying in the workplace?
A: Bullying in the workplace refers to repeated, intentional actions by a person that intimidate, humiliate or undermine another employee. This can include verbal abuse, spreading rumours or sabotaging someone’s work.
Q: How can I identify if I am being bullied at work?
A: Signs that you may be bullied at work include feeling anxious about going to work, experiencing a decrease in productivity or noticing a pattern of negative remarks from a colleague. If you feel intimidated or humiliated by someone’s actions consistently, it’s likely you are experiencing bullying behaviour.
Q: What steps can I take to deal with workplace bullying?
A: To deal with workplace bullying, document specific examples of the bullying behaviour, confront the person doing the bullying if you feel safe doing so and report the situation to human resources. Engaging in open communication can also help address the issue.
Q: Is workplace bullying illegal?
A: While workplace bullying itself is not illegal, it may involve illegal behaviour such as discrimination or harassment based on protected characteristics like race or sexual orientation. It is important to report any illegal activities to your organisation’s HR department.
Q: Should I confront a workplace bully directly?
A: Confronting a workplace bully can be effective, but it is important to assess the situation carefully. If you feel safe and comfortable, you can address the behaviour directly. However, if you fear retaliation or escalation, it may be best to report the behaviour to human resources instead.
Q: What role does human resources play in dealing with bullying in the workplace?
A: Human resources is responsible for addressing complaints about bullying behaviour. They can investigate the situation, mediate conflicts and implement policies to prevent further bullying. It’s essential to provide HR with specific details and examples of the bullying incidents.
Q: Can a high performer be a workplace bully?
A: Yes, bullies are often high performers who may use their position or skills to intimidate or humiliate others. Their performance can sometimes shield them from consequences, making it crucial for organisations to have clear policies against bullying behaviour.
Q: How can bullying in the workplace affect morale and productivity?
A: Bullying can significantly damage morale and productivity, as it creates a hostile work environment. Employees who feel bullied may become disengaged, leading to decreased performance and overall dissatisfaction in the workplace.
Q: What should I do if I witness someone being bullied at work?
A: If you witness bullying behaviour, it’s important to support the person being bullied. Encourage them to report the behaviour to human resources, and if you feel comfortable, speak up against the bullying behaviour yourself. Creating a collaborative environment can help reduce workplace bullying.