Author: Hannah Gilchrist
Date: 24/02/2010
Bullying in UK workplaces is rife with eight in 10 workers affected by the problem. But instead of brushing it under the carpet, businesses should be aware of how to handle the problem effectively and in a sensitive nature.
The Department for Business, Innovation and Skills alleges that bullying disputes cost the UK £120 million per annum, with 19 million sick days lost due to bullying every year. But instead of pretending it never happens, employers should work towards creating an effective procedure that suits their business.
The first step towards stopping bullying in the workplace is to create an awareness of it. Most employees don’t understand the differences between bullying and harassment and these terms are often used interchangeably by most people. Teach your staff what is meant by each term and then how to spot potential problems.
Warning signs
Don’t presume all bullying and harassment will occur in face-to-face exchanges. Issues can arise in the form of emails, phone calls, or notes. Remember that one person's playful banter is another person's bullying.
Also note that it’s not just what someone says, but also what people do, or don’t do, that can define bullying. Isolating the individual from information, opportunities, outings, or giving impossible deadlines or not giving credit where it’s due are some of the signs to watch out for.
Your response
People don’t always feel confident enough to complain about bullying or harassment, particularly if the person creating such events is in a senior position within the company. For this reason it’s essential that you document a fair and formal policy as part of an office handbook.
Knowing that all complaints will be dealt with fairly, promptly and confidentially will encourage more people to come forward to discuss problems. It can also help to reduce absenteeism, poor morale and poor performance, common factors associated with workplace bullying.
The Law
It is also crucial that you, as an employer, know where you stand on reports of harassment or bullying. While it is not possible for an employee to make a claim to an employment tribunal on the grounds of bullying, it is possible for staff to take matters to a tribunal if covered under one of the following acts:
- The Sex Discrimination Act,
- The Race Relations Act,
- The Disability Discrimination Act,
- The Employment Equality (Sexual Orientation) Regulations 2003,
- Or the Employment Equality (Religion or Belief) Regulations 2003.
It is essential that no matter how small you deem the incident, it should correspond with the Acas Code of Practice on disciplinary and grievance procedures. For more advice on your responsibilities as an employer and how to deal with workplace bullying or harassment visit Acas.com