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Don't Look Away
Strategies Against Bullying and Harassment
Willow R. Stone
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Understanding Workplace Bullying and Harassment
Workplacebullyingandharassment are often misunderstood or minimized, yet they can have devastating effects on individuals and entire organizations. Many people believe bullying is only physical or overt, but in reality, it can take many forms, from subtle verbal abuse to online harassment. It can occur in any workplace, regardless of industry, size, or location, and it often thrives in environments where employees feel unsafe or unsupported.
In this chapter, we’ll explore the definition and types of workplace bullying and harassment, the impact it has on both individuals and the organization as a whole, and how to recognize early signs of these behaviors before they escalate. Understanding workplace bullying and harassment is the first step toward addressing it effectively and creating a culture of respect, inclusivity, and accountability.
What is Workplace Bullying and Harassment?
At its core, workplace bullying involves the repeated mistreatment of an individual by one or more individuals in the workplace. It can be characterized by behaviors such as verbal abuse, deliberate humiliation, threats, intimidation, or exclusion. Bullying can also extend to psychological abuse, which may not involve overt actions but instead manifests through persistent undermining of someone's confidence, reputation, or job security.
Harassment, on the other hand, refers to any unwelcome behavior that creates a hostile, intimidating, or offensive work environment. Harassment is often tied to a person’s race, gender, age, disability, sexual orientation, or other personal characteristics. However, workplace harassment can also involve non-discriminatory behaviors, such as constant belittling or targeting someone without any particular reason.
Although workplace bullying and harassment may appear similar, they differ slightly in their focus and intent. Bullying can be seen as a pattern of targeted abuse designed to intimidate or control, while harassment typically refers to discriminatory actions that violate someone’s civil rights or dignity. Both are harmful and unacceptable but are addressed through different means legally and organizationally.
Types of Workplace Bullying
Workplace bullying can be categorized into several types, each of which can be damaging in its own way. It’s important to understand these types to recognize the signs early and address them before they become more severe. Here are the main forms of workplace bullying:
1.
Overt Bullying (Physical or Verbal Abuse)
This is the most obvious form of bullying, involving physical threats or verbal insults. It might include yelling, name-calling, slamming doors, or even physical aggression. While this type is often easier to identify, it can still be dismissed as “just part of the job” or "tough love" in certain work environments, which only allows the cycle of bullying to continue unchecked.
Example: A manager regularly raises their voice in meetings to belittle employees' suggestions, mocking their ideas in front of the entire team.
2.
Covert Bullying (Psychological Manipulation)
Covert bullying is more subtle and harder to spot, but it can be just as damaging. It often involves behaviors like withholding information, undermining someone’s work, isolating the victim, or spreading malicious rumors. The goal is often to undermine the person’s confidence or make them feel inferior without direct confrontation.
Example: A colleague purposely excludes someone from important meetings or discussions, making it difficult for them to succeed or contribute meaningfully to the team.
3.
Social Exclusion or Isolation
This form of bullying involves deliberately isolating an individual from the rest of the team, excluding them from social events, or ignoring them in the workplace. It can be just as harmful as physical bullying, causing the victim to feel like an outsider, potentially impacting their sense of belonging and self-esteem.
Example: An employee is consistently left out of team lunches or ignored in group emails, which isolates them from key workplace connections and resources.
4.
Cyberbullying (Digital Harassment)
With the rise of remote work and the use of digital communication tools, cyberbullying has become an increasingly common form of harassment. This can involve sending hostile emails, spreading rumors online, or publicly shaming someone on social media or work-related platforms.
Example: A colleague regularly sends sarcastic or insulting emails, or posts demeaning comments about a team member in a company chat forum.
The Scope and Impact of Workplace Bullying
Workplace bullying has far-reaching effects that go beyond the immediate harm to the victim. It can create a toxic environment where fear, anxiety, and frustration thrive. When unchecked, it not only affects the individual but also damages team dynamics and harms the overall health of the organization.
1.
Impact on Individual Well-being
One of the most devastating impacts of workplace bullying is the toll it takes on an individual's mental and emotional health. Victims often experience symptoms of stress, anxiety, depression, and low self-esteem. Chronic bullying can lead to burnout, decreased motivation, and, in some cases, post-traumatic stress disorder (PTSD). Physically, individuals may experience headaches, fatigue, and sleep disturbances.
Example: A long-term employee, who has been constantly undermined by a colleague, begins to feel unworthy and loses confidence in their professional abilities, leading them to withdraw from interactions and lose interest in their work.
2.
Impact on Team Dynamics
Workplace bullying disrupts team cohesion and collaboration. It creates an atmosphere of fear and distrust, where employees are afraid to speak up or engage with one another. This erodes teamwork, resulting in decreased productivity and innovation. When bullying is allowed to persist, the entire team can become demoralized, leading to high turnover rates and low morale.
Example: A team that once collaborated well now operates in silence, with team members working in isolation because they’re afraid of becoming the next target of bullying.
3.
Impact on Organizational Health
When bullying is rampant, the health of the organization suffers. Companies that allow bullying to continue often experience high employee turnover, increased absenteeism, and reduced performance. Additionally, there are financial consequences, such as litigation costs and reduced employee engagement, which ultimately harm the organization’s reputation and bottom line.
Example: A company known for bullying may struggle to attract talent, losing top candidates to competitors who foster more respectful work environments.
Why Do Employees Tolerate Workplace Bullying?
One of the hardest aspects of workplace bullying is that employees often feel trapped or unable to speak up. There are many reasons why victims tolerate bullying, including fear of retaliation, lack of support from leadership, or uncertainty about how to report the issue. Additionally, some workers may normalize the behavior, believing that it’s just part of the work culture.
Fear of retaliation is a significant barrier. Employees worry that speaking up will lead to further mistreatment or even loss of their job.
Lack of clear policies may leave workers unsure about how to report bullying or whether their complaints will be taken seriously.
Normalization of bullying in toxic work cultures can also make employees hesitant to speak out, as they may believe that the behavior is acceptable or will never change.
Addressing Workplace Bullying and Harassment
To effectively tackle workplace bullying and harassment, it is essential for organizations to implement a clear anti-bullying policy that encourages respect, sets expectations for behavior, and provides employees with a safe and confidential way to report bullying. It’s also important to offer training for both employees and managers on how to recognize, prevent, and respond to bullying.
As individuals, we can take action by standing up when we witness bullying, supporting colleagues who are being targeted, and seeking help when needed. The key to changing the workplace culture is not to look away but to take proactive steps toward creating a respectful, supportive environment for all employees.
By understanding the types of bullying and harassment, recognizing the signs, and fostering a culture of respect, we can collectively work toward ending workplace bullying and creating an environment where every individual feels safe and valued.
Definition and Types of Workplace Bullying
Workplacebullyingisa pervasive and damaging issue that affects countless individuals across industries. Often overlooked or dismissed, bullying in the workplace can take many forms and have serious, long-lasting consequences for both individuals and the organizations they work for. The impact of workplace bullying extends beyond just the victim; it can damage team dynamics, erode organizational culture, and harm the overall productivity of the workplace.
In this chapter, we will define workplace bullying, explore its various types, and provide clear examples to help individuals recognize bullying behaviors in the workplace. By understanding what bullying looks like, employees and employers alike can take proactive steps to address it, creating a safer and more supportive environment for everyone.
What is Workplace Bullying?
At its core, workplace bullying refers to persistent, offensive behavior that undermines a person's dignity and creates a hostile or intimidating work environment. This behavior is repetitive in nature, meaning that a single isolated incident of poor behavior or a misunderstanding doesn’t qualify as bullying. For something to be considered bullying, it typically involves a pattern of actions intended to harm, control, or demean the targeted individual over time.
Unlike one-time conflicts or disagreements, bullying involves ongoing actions that can escalate in severity and negatively impact the victim’s emotional and mental well-being. This can lead to increased stress, decreased morale, and a decline in job performance. Victims of bullying may also experience physical symptoms such as fatigue, sleep disturbances, and headaches, along with a range of emotional symptoms like anxiety, depression, and feelings of isolation.
Types of Workplace Bullying
Bullying in the workplace can take many forms, each of which can be equally damaging to the person being targeted. Some types of bullying are easy to spot, while others are much subtler, often flying under the radar until they’ve already caused significant harm. Below, we outline the most common types of workplace bullying, each accompanied by real-world examples.
1.
Overt Bullying (Physical or Verbal Abuse)
Overt bullying is the type that most people are familiar with. It is loud, clear, and often easy to identify. Overt bullying includes physical violence, verbal abuse, threats, or aggressive behavior. This form of bullying is often seen in environments where power dynamics are not balanced, and it usually manifests in an abusive, disrespectful, or intimidating manner.
Example: A manager repeatedly shouts at an employee in front of others, belittling their work and calling them names. This behavior can make the target feel humiliated and fearful, while also damaging team morale.
Overt bullying can also include physical intimidation, like threatening gestures, blocking someone's way, or making them feel unsafe in their workspace. Even if physical violence is not used, the threat of it is enough to create a toxic atmosphere.
2.
Covert Bullying (Psychological Abuse)
Covert bullying is more subtle and harder to detect but can be just as harmful. It involves indirect actions that aim to undermine the target’s confidence, reputation, and credibility. Covert bullying is often psychological in nature and can include tactics like exclusion, undermining someone’s work, spreading rumors, or giving credit to others for the target’s ideas.
Example: A colleague regularly takes credit for the work and ideas of another team member, diminishing the latter's contributions in meetings. This type of covert bullying can make the target feel invisible or unappreciated, damaging their confidence and job satisfaction.
Other covert tactics can involve isolating the target from important conversations or decision-making processes, leading them to feel out of the loop and disconnected from their team. This type of bullying can be particularly harmful because it often happens without witnesses, making the target feel isolated and unsure of how to address the behavior.
3.
Social Bullying (Exclusion and Isolation)
Social bullying occurs when someone is deliberately excluded from social or professional interactions. It can take the form of ignoring the target, excluding them from team activities, or failing to include them in important conversations or decisions. This type of bullying can be especially damaging to an individual's sense of belonging and self-worth.
Example: A group of employees regularly organizes social events or lunches and intentionally leaves out one colleague. Over time, this exclusion can make the targeted individual feel isolated, alienated, and disconnected from the team.
Social bullying can also involve gossiping, where others spread harmful rumors or false information about the target. This can damage a person’s reputation, both within the workplace and beyond.
4.
Cyberbullying (Digital Harassment)
With the rise of remote work and digital communication, cyberbullying has become an increasingly common form of workplace bullying. Cyberbullying includes hostile emails, unwanted messages, or public humiliation on work-related digital platforms like Slack, Microsoft Teams, or company emails. It can also involve spreading rumors online, exclusion from virtual meetings, or deliberately excluding the target from group chats.
Example: A team member regularly receives hostile or sarcastic emails from a colleague criticizing their performance or personal life. The bullying extends to virtual meetings where they are ignored or excluded from important discussions.
Cyberbullying can be particularly insidious because it occurs beyond the immediate physical workspace, and victims may feel unable to escape it. Additionally, it can be difficult to address because digital bullying often leaves behind an electronic trail, which makes it harder to ignore or dismiss.
5.
Workload Bullying (Manipulating Workload or Expectations)
This type of bullying involves unreasonable demands or an excessive workload being placed on a target, with the intention of causing them stress, frustration, or failure. Often, the bully will give impossible deadlines or assign tasks that are beyond the target’s capacity. The purpose is to set the individual up for failure, which the bully can then use to criticize or undermine them.
Example: A manager assigns an employee an unrealistically large project without adequate support or resources and then criticizes them when the deadline is not met, despite the impossible expectations.
Workload bullying often takes place in environments where management is either too overbearing or too neglectful, and employees feel overwhelmed and unsupported.
Why is Workplace Bullying Harmful?
Workplace bullying is harmful for a variety of reasons, and its effects are felt far beyond the target of the bullying. First and foremost, bullying can have severe consequences for the victim’s mental and physical health, leading to increased stress, anxiety, depression, and in some cases, burnout. This can also lead to decreased productivity and absenteeism as employees take time off to cope with the emotional toll of bullying.
Second, bullying can create a toxic workplace environment where trust, communication, and collaboration are compromised. This leads to a lack of teamwork, a decline in employee morale, and high turnover rates. As a result, the entire organization suffers, both in terms of performance and reputation.
Moving Forward
Understanding the various types of workplace bullying and harassment is essential to creating a respectful and supportive environment. Once individuals recognize the signs of bullying, they are better equipped to take action, whether that means supporting a colleague who is being targeted or addressing the issue directly with HR or management. The next step is to empower individuals and create a culture of accountability so that bullying and harassment are no longer tolerated at any level of the workplace.
The Scope and Impact of Harassment
Harassmentintheworkplace is an issue that affects not only the individuals directly involved but also the broader organizational culture and even society at large. It's more than just inappropriate or offensive behavior; it is a pattern of conduct that creates an environment of hostility, fear, and exclusion. The consequences of harassment are far-reaching, affecting employees' well-being, their performance, and the overall health of the workplace.
In this chapter, we will dive into the scope and impact of harassment in the workplace, exploring how it manifests, the harm it causes, and why it is so critical to take action against it. Understanding the full scope of harassment and its impact on individuals and organizations can help everyone, from employees to leaders, recognize the problem and start taking proactive steps to prevent and address it.
The Scope of Workplace Harassment
Workplace harassment is not limited to just one type of behavior or one group of people. It can take on many forms, affect individuals across various roles and industries, and happen in both physical and virtual environments. Harassment can involve multiple parties: the person committing the harassment, the victim, bystanders, and the organization as a whole.
1.
Forms of Harassment
Harassment can be physical, verbal, psychological, or even digital. It's not limited to the traditional image of one person yelling or making physical threats; it also includes more subtle forms, such as exclusion or the spread of damaging rumors.
Physical harassment involves actions such as unwanted touching, intimidation through body language, or threats of physical harm.
Verbal harassment includes inappropriate comments, offensive jokes, belittling, or persistent verbal abuse aimed at undermining an individual.
Psychological harassment refers to the undermining of a person’s dignity or self-esteem, often through humiliation, ridicule, or constant undermining of their work.
Digital harassment involves online communication, such as sending threatening or offensive emails, texts, or messages via work-related communication platforms.
Harassment can also take a discriminatory form, where individuals are targeted because of their gender, race, age, sexual orientation, disability, or any other protected characteristic. This form of harassment, often referred to as discriminatory harassment, is not only harmful to the victim but also illegal in many countries, as it violates equal employment opportunity laws.
2.
Who is Affected by Harassment?
While anyone can be a target of harassment, certain groups are more likely to experience it. Women, minorities, LGBTQ+ employees, and those with disabilities are often disproportionately affected by workplace harassment. However, it's important to note that harassment can affect individuals of all genders, races, and backgrounds. Anyone who is perceived as different, vulnerable, or in a lower power position may be at risk.
Bystanders can also be indirectly affected by harassment, as witnessing harmful behavior can create a toxic and uncomfortable environment, leading to stress and job dissatisfaction. Additionally, bystanders who do not intervene may feel guilt or fear of becoming targets themselves.
The Impact of Harassment
The effects of harassment are vast and far-reaching, influencing not only the individual victim but also the team, organization, and overall workplace culture. The consequences can be both short-term and long-lasting, affecting the physical, mental, and emotional well-being of those involved.
1.
Impact on the Victim
The immediate effects of harassment on the victim can be devastating. Victims may experience a wide range of psychological, emotional, and physical symptoms, which can affect their ability to perform their job and maintain a healthy work-life balance.
Psychological Impact: Victims often experience anxiety, depression, self-doubt, and fear. The constant stress of harassment can lead to burnout, insomnia, and mood swings. Over time, this can affect their confidence, leading to a lack of motivation and a diminished sense of self-worth.
Physical Impact: Chronic harassment has been linked to headaches, fatigue, muscle tension, and other stress-related health issues. Victims may also experience digestive problems, sleep disturbances, and chronic illnesses due to the constant mental and emotional strain.
Job Performance: Victims of harassment often find it difficult to concentrate, make decisions, or complete tasks efficiently. Their productivity may decline, and their quality of work may suffer. Over time, the ongoing stress and distraction of harassment can lead to increased absenteeism, as victims may take time off to cope with the emotional toll.
The emotional and psychological effects of harassment can extend far beyond the workplace. Victims may carry the trauma of the experience into their personal lives, damaging relationships and overall well-being. It can lead to long-term mental health issues like post-traumatic stress disorder (PTSD), which can severely impact an individual's ability to live a fulfilling life.
2.
Impact on Team Dynamics
When harassment is allowed to persist within a team, the effects ripple through the entire group. The workplace culture begins to deteriorate, and relationships between colleagues become strained. Team members may avoid interacting with one another, or they may become complicit in the harmful behavior, either consciously or unconsciously.
Reduced Collaboration: The tension created by harassment stifles teamwork and collaboration. Employees who feel unsafe or unsupported are less likely to engage fully in group discussions, brainstorms, or joint projects.
Toxic Environment: A toxic work environment, where harassment is tolerated or ignored, makes it harder for employees to trust one another. In some cases, the harassment may even encourage others to adopt similar behaviors, creating a cycle of negativity.
Loss of Morale: As harassment takes root, employee morale begins to plummet. Victims feel demoralized, and their colleagues may feel helpless, frustrated, or disillusioned with the organization’s failure to address the problem.
3.
Impact on Organizational Health
Workplace harassment doesn’t just hurt individuals—it impacts the overall health of the organization. The consequences can be seen in the form of decreased productivity, high turnover rates, and a damaged reputation.
Decreased Productivity: Employees who are experiencing or witnessing harassment are less engaged and productive. Their focus is diverted from their work, and they are more likely to make mistakes, miss deadlines, or fail to meet expectations.
High Turnover: Organizations that fail to address harassment often see higher turnover rates, as employees seek healthier work environments. The cost of turnover—recruiting, training, and integrating new employees—can be significant.
Damaged Reputation: A company known for tolerating harassment can quickly gain a negative reputation in the industry, making it difficult to attract top talent. The organization may also face public scrutiny, legal consequences, or damage to client relationships.
Why Harassment is Not Only a Legal Issue but a Moral Imperative
It’s easy to think of harassment as simply a legal issue that can be dealt with by filing complaints or following formal processes. However, it’s not just about following the law—respecting human dignity and ensuring emotional safety are moral imperatives for every organization. A zero-tolerance policy for harassment isn’t just about avoiding legal risks; it’s about building a culture of trust, empathy, and accountability.
Taking Action
Against Harassment
To effectively address harassment in the workplace, it is essential to recognize the signs early and take immediate action. Employees, managers, and leaders all have a role to play in fostering a culture of respect and inclusivity.
Organizations must create a safe environment where employees feel comfortable reporting incidents of harassment without fear of retaliation. Leadership should lead by example, ensuring that harassment is not tolerated at any level and that there are clear consequences for inappropriate behavior. Training programs should be implemented regularly, not only to educate employees on what constitutes harassment but also to reinforce the company’s commitment to a harassment-free workplace.
As individuals, we can also make a difference by standing up for colleagues who are being harassed and offering support to those who need it. Together, we can create a workplace where everyone feels safe, respected, and valued.
Important Laws and Regulations
Workplacebullyingandharassment are not only detrimental to the individuals involved but can also have serious legal implications for organizations that fail to address them. In many countries, laws exist to protect workers from harassment, discrimination, and unfair treatment at work. These legal protections ensure that employees can seek help and hold employers accountable when bullying occurs. In this chapter, we will explore the key laws and regulations related to workplace bullying and harassment, helping you understand your rights and how to take action when necessary.
Legal Protections Against Workplace Bullying
Although there is no single, universal law specifically addressing workplace bullying, several laws and regulations have been established to address harassment, discrimination, and unsafe work environments. Understanding these legal frameworks is essential for both employees and employers to ensure a fair, safe, and respectful workplace.
1.
Equal Employment Opportunity Laws
In many countries, workplace bullying that is based on certain protected characteristics is illegal under discrimination laws. These laws make it clear that harassment or bullying based on race, gender, age, sexual orientation, religion, disability, or national origin is not acceptable. In the U.S., Title VII of the Civil Rights Act of 1964 plays a key role in protecting individuals from discrimination and harassment in the workplace.
For example, if a person is being bullied because of their gender or race, the behavior falls under discriminatory harassment, which is illegal. Discriminatory harassment is more than just a nuisance; it is a serious violation of an individual’s civil rights, and legal action can be taken to stop it.
Example: If an employee is repeatedly subjected to racial slurs or comments about their ethnicity in the workplace, it falls under racial harassment, which is prohibited under Title VII.
Similarly, in the UK, harassment is prohibited under the Equality Act 2010, which protects employees from discrimination based on characteristics such as age, disability, gender, race, religion, and sexual orientation.
2.
Occupational Safety and Health Act (OSHA)
In the U.S., the Occupational Safety and Health Act (OSHA) requires employers to provide a safe and healthy work environment for employees. While OSHA doesn’t specifically address bullying, it does require employers to take steps to protect workers from physical harm and psychological injury. If bullying creates a hostile or unsafe work environment, employees may be able to take legal action under OSHA guidelines.
For example, an employee who is regularly subjected to threats of violence or intimidation at work may be able to argue that the employer is failing to maintain a safe workplace, as required by OSHA. In such cases, the employer could be held accountable for failing to intervene or address the situation.
Example: If a manager regularly shouts at an employee in a threatening manner, creating an atmosphere of fear and anxiety, OSHA may consider this a violation of the law if it contributes to an unsafe or unhealthful workplace.
3.
Workplace Harassment Laws
Many countries have enacted specific laws that address workplace harassment, even if those laws don’t directly define bullying. For instance, sexual harassment has its own set of regulations. In the U.S., Title VII prohibits sexual harassment in the workplace, and employees can file complaints with the Equal Employment Opportunity Commission (EEOC) if they experience unwelcome sexual advances, comments, or other inappropriate behavior.
In other countries, there are similar laws to protect workers from harassment. For example, the Fair Work Act 2009 in Australia specifically addresses workplace harassment and bullying, making it unlawful for an employer to allow such behavior to occur. In the UK, workplace bullying that constitutes harassment based on protected characteristics falls under the Equality Act 2010, which mandates that employers prevent harassment and ensure a safe workplace for all employees.
Example: If an employee is continually harassed by a colleague who makes inappropriate sexual comments or advances, the behavior falls under sexual harassment regulations, and the employee has the legal right to file a complaint.
4.
State and Local Laws
In addition to national laws, many states and local governments have enacted laws that specifically address bullying and harassment in the workplace. These laws vary from state to state and often provide additional protections or expand the definition of harassment to include non-discriminatory bullying.
For example, in California, the California Fair Employment and Housing Act (FEHA) provides protection against discrimination and harassment in the workplace, including bullying. California also requires employers to have an anti-harassment policy in place and to conduct mandatory training for supervisors on preventing and addressing harassment.
Similarly, states like New York and Illinois have expanded workplace harassment laws, offering employees more options for reporting and addressing harassment. In New York, for example, employees can file harassment claims with the state’s Division of Human Rights, even if the harassment is not based on a protected characteristic.
5.
Retaliation Protection Laws
One of the most significant barriers for victims of workplace bullying is the fear of retaliation. Employees who report harassment or bullying often worry about being punished or losing their job as a result of their complaints. However, retaliation laws protect employees from being fired, demoted, or otherwise mistreated for reporting bullying or harassment.
Under Title VII of the Civil Rights Act in the U.S., it is illegal for an employer to retaliate against an employee who files a harassment complaint or participates in an investigation. Many states have similar protections, ensuring that employees can report mistreatment without the fear of further harm.
Example: An employee who files a report about bullying may be protected by retaliation laws, ensuring that their complaint will not result in negative consequences, such as being passed over for promotions or facing disciplinary action.
Practical Steps for Employees
As an employee, knowing your rights under these laws is crucial to addressing workplace bullying and harassment effectively. Here are some practical steps you can take:
Know Your Rights: Familiarize yourself with the laws and regulations that protect you from bullying and harassment in the workplace. Understand what constitutes harassment and the steps you can take if you experience it.
Document the Incident: Keep a detailed record of any bullying or harassment you experience, including the date, time, location, and description of the incident. This will be essential if you need to report the behavior or take legal action.
Report the Harassment: If you are experiencing harassment, report it to your employer or HR department. Be clear about what happened, how it made you feel, and what actions you would like to see taken.
File a Complaint with the Authorities: If your employer does not take appropriate action, consider filing a complaint with the relevant government agency, such as the EEOC, OSHA, or your local labor board.
Seek Legal Counsel: If you believe your rights have been violated, seek advice from a lawyer who specializes in employment law. They can guide you on how to proceed and help protect your interests.
Understanding the legal protections available to employees against workplace bullying and harassment is crucial for anyone navigating such issues. These laws exist to ensure that all workers are treated with dignity and respect. By knowing your rights and taking action when necessary, you can contribute to creating a workplace that is safe, respectful, and free of harassment. If you are a victim of bullying or harassment, remember that you are not powerless. There are laws in place to protect you, and resources available to help you navigate the process of addressing these issues.
Identifying Workplace Bullying Behaviors
Recognizingandidentifyingbullying behaviors in the workplace is the first crucial step toward addressing the issue and creating a more respectful and inclusive environment. Bullying is not always as obvious as physical violence or shouting matches. In fact, some of the most harmful bullying behaviors are covert, sneaky, and often go unnoticed by supervisors, HR, or colleagues. Understanding what constitutes bullying and learning how to identify it can empower individuals to take action, protect themselves, and help create a safer, more supportive workplace culture.
In this chapter, we’ll explore common bullying behaviors, how to spot them, and what makes them harmful. By the end of this chapter, you'll have a clearer understanding of what workplace bullying looks like and how to approach it when you see it. Whether you're an employee, a manager, or a concerned colleague, understanding these behaviors is key to creating a positive, harassment-free environment.
Recognizing Workplace Bullying
At its core, workplace bullying is repeated mistreatment of one or more employees by another person or group. This mistreatment can involve verbal abuse, personal attacks, deliberate exclusion, or other harmful actions that undermine someone's dignity or mental health. It’s important to note that workplace bullying is persistent, not a single incident or isolated conflict. However, the line between an isolated negative event and bullying can sometimes blur, making it tricky to identify at first.
Workplace bullying can manifest in a variety of ways. Below are some of the most common bullying behaviors, broken down into overt and covert actions.
1.
Overt Bullying Behaviors
Overt bullying is what most people commonly think of when they hear the word "bullying." These behaviors are direct, visible, and easy to recognize because they are more aggressive and confrontational. Examples of overt bullying include:
a.
Verbal Abuse
This is one of the most obvious forms of bullying. Verbal abuse can take many forms, including yelling, name-calling, insulting, or humiliating an individual in front of others. It can also involve sarcasm or disrespectful jokes intended to hurt or belittle the target.
Example: A manager regularly raises their voice and makes harsh remarks about an employee’s performance in front of the entire team. This could include calling them lazy, incompetent, or mocking them for making mistakes.
b.
Physical Intimidation
While not as common in professional settings, physical intimidation can still occur. This may include blocking someone's path, invading personal space, or even threatening physical harm. While actual physical violence is extreme, the mere threat or gestures of violence can create a sense of fear and discomfort in the workplace.
Example: An employee’s supervisor stands too close to them while speaking, raising their voice and making the individual feel physically uncomfortable, almost as if they’re being cornered.
c.
Threats and Intimidation
Making threats—whether they are directly physical or simply emotional—can create a toxic environment of fear and anxiety. Bullying may include the threat of termination, withholding promotions, or public humiliation for failing to meet impossible standards.
Example: A team leader repeatedly threatens to report an employee to HR for minor infractions, despite the employee’s excellent track record, just to intimidate them into submission.
2.
Covert Bullying Behaviors
Covert bullying is much harder to detect because it often occurs behind closed doors and can be more subtle in nature. These behaviors are designed to undermine, isolate, or manipulate the target, often while maintaining the appearance of normal workplace interaction.
a.
Exclusion and Isolation
Excluding someone from meetings, projects, or social events is a common form of covert bullying. It can make the targeted employee feel invisible or unwelcome, which can erode their confidence and job satisfaction over time. Often, the bully will make these exclusions seem unintentional, denying any malicious intent.
Example: A colleague deliberately leaves someone out of an email chain for a critical project or purposefully does not invite them to team lunches, making the person feel isolated.
b.
Withholding Information
A bully might deliberately withhold vital information from the target to make them fail. This can happen in team environments where one person hoards information, making it harder for the target to succeed or even do their job properly.
Example: A team member deliberately doesn’t share key updates or resources with a colleague, causing them to miss deadlines or produce poor-quality work.
c.
Undermining Work or Ideas
This behavior involves undermining the victim's work or ideas, sometimes in subtle ways that are hard to call out as bullying. The bully may constantly criticize or dismiss the target’s contributions, downplay their ideas, or take credit for their successes.
Example: An employee consistently has their ideas ignored in meetings, but when someone else suggests the same thing, it is praised and implemented. The employee may also find that their hard work is regularly overshadowed or taken credit for by others.
d.
Spreading Rumors or Gossip
A bully might spread false information or rumors about the target in order to damage their reputation. This can happen in personal conversations or in group settings, and the purpose is to undermine the person’s credibility in the eyes of others.
Example: A colleague spreads a rumor that a team member is incompetent, undermining their authority with others in the office.
e.
Manipulation and Gaslighting
Gaslighting is a manipulative tactic where the bully makes the target question their reality, making them doubt their perceptions or memory of events. This can lead to confusion and self-doubt, which ultimately weakens the victim’s confidence.
Example: A manager denies ever assigning a project to an employee, even though they clearly remember it. Over time, the employee starts doubting their own memory and ability to perform.
f.
Micromanaging
While some level of oversight is normal, micromanagement goes beyond reasonable limits and can be a form of covert bullying. This involves excessively controlling every aspect of the victim’s work, undermining their autonomy, and often leading to a lack of trust.
Example: A manager constantly checks on an employee’s progress, gives them constant feedback, and redoes their work, despite the employee consistently meeting expectations.
3.
Digital Bullying (Cyberbullying)
In today’s increasingly remote and digital workplace, bullying behaviors have extended to digital platforms. Digital bullying can occur via emails, work-related chats, social media, or other virtual channels. This can range from hostile emails to exclusion in virtual meetings to deliberate miscommunication or online public shaming.
Example: A team member repeatedly sends sarcastic or insulting emails to another employee. The bullying can extend into virtual meetings where the employee is ignored, belittled, or mocked in front of others.
Identifying Bullying Early
Recognizing these behaviors early is key to addressing bullying before it spirals into a larger, more entrenched issue. One of the best things you can do as a colleague, manager, or HR professional is to create an environment where these behaviors are not tolerated and where victims feel safe coming forward.
How to Respond to Bullying
Once you’ve identified bullying behaviors in your workplace, the next step is to address them effectively. Here are some strategies for dealing with workplace bullying:
Document the Behavior: Keep detailed records of bullying incidents, including dates, times, locations, and the nature of the behavior. This documentation will be crucial if you need to escalate the situation.
Address the Bully Directly (If Safe): If you feel comfortable and safe doing so, approach the person bullying you or your colleague and calmly explain that their behavior is not acceptable.
Report the Bullying: If the bullying persists, report it to HR, your supervisor, or another trusted person in the organization. Use the established reporting channels, and be prepared to share your documentation.
Support the Targeted Individual: If you’re witnessing bullying, offer your support to the target. Sometimes, a simple act of kindness or solidarity can help the person feel less isolated and more empowered to act.
Recognizing bullying behaviors in the workplace is the first step in taking action against them. By identifying both overt and covert behaviors, you empower yourself and others to stand up for what’s right and work together to create a culture of respect and inclusion.
Over Tactics
Workplacebullyingcantake many different forms, each of which has a significant impact on both the individuals involved and the overall work environment. While bullying can be subtle and hard to identify, some of the most harmful tactics used by bullies are overt. These are the kinds of bullying behaviors that are easily recognizable because they involve aggressive actions, either physical or verbal, meant to intimidate, belittle, or undermine the target. Over bullying tactics are often associated with power imbalances, where the bully uses their position or influence to assert dominance, often creating an atmosphere of fear and insecurity for others.
In this chapter, we will focus on the most common overt bullying tactics in the workplace, including verbal abuse, physical intimidation, and other forms of aggressive behavior. We will also explore how these tactics affect both the victim and the broader workplace environment, offering practical advice on how to recognize and address them.
1.
Verbal Abuse
One of the most direct and damaging overt bullying tactics is verbal abuse. This can take many forms, including name-calling, belittling comments, yelling, or using offensive language aimed at the target. Verbal abuse is often used by bullies to assert control, break down the target’s self-esteem, and create a toxic environment of fear and negativity.
a.
Yelling and Shouting
Yelling at an employee in a loud or aggressive manner is one of the most obvious forms of verbal abuse. It can happen in meetings, during one-on-one interactions, or even in public settings. While some people may excuse yelling as a “stress reaction” or “part of the job,” it’s important to recognize that this behavior is abusive and has no place in a respectful workplace. The psychological impact of being yelled at can be significant, leaving employees feeling humiliated, anxious, and afraid to speak up.
Example: A manager regularly raises their voice in meetings, shouting at team members for mistakes, even when the errors are minor. This behavior creates a toxic atmosphere where employees are afraid to ask questions or take risks, leading to diminished morale and creativity.
b.
Demeaning Language and Insults
Another common form of verbal abuse is using demeaning language or insults to undermine the target. This includes making sarcastic comments, belittling someone’s work, or using offensive jokes to make the target feel small. These behaviors are not just disrespectful—they are intended to erode the victim’s sense of self-worth and make them feel inferior.
Example: A colleague frequently mocks another employee’s contributions during meetings, calling their ideas “stupid” or “ridiculous.” This repeated criticism leads the targeted employee to doubt their abilities and question their place within the team.
c.
Threats and Ultimatums
In addition to insults and verbal degradation, bullies may use threats or ultimatums to control their victims. These threats might involve job security (“You won’t last much longer here if you don’t shape up”), personal consequences, or indirect threats that create anxiety and stress for the target. Threatening someone with harm or consequences for speaking up or doing their job is an abusive practice that violates professional boundaries.
Example: A supervisor warns an employee that if they don’t meet certain demands or deadlines, they’ll be written up or even terminated. This type of threat places undue stress on the employee and can lead to feelings of powerlessness.
