Over 40% of employees in the workplace have experienced bullying, a persistent pattern of behavior that intimidates, degrades or otherwise undermines the wellbeing of the target. Bullying is four times more prevalent than sexual abuse, and, according to a study at the University of Manitoba, the outcomes for victims of bullying are worse than are those for sexual abuse victims.

1. Bullying in the Workplace: Who Bullies Whom?
Introverts Over 40% of employees in the workplace have experienced bullying, a persistent pattern
of behavior that intimidates, degrades or otherwise undermines the wellbeing of the target. Bullying
is four times more prevalent than sexual abuse, and, according to a study at the University of
Manitoba, the outcomes for victims of bullying are worse than are those for sexual abuse victims.
So who are the bullies? And who are the targets? It’s easy to envision a quiet, introverted person
as the victim of an outgoing, brash person. But it’s not that simple.
According to Arlene Vernon, HRxaminer, targets are often
the best and the brightest: the most technically skilled,
empathic, kindest – but unlikely to fight back. Incivility and
aggression are often fueled by individual differences, such
as introversion and extroversion. That doesn’t necessarily
mean that most cases involve extroverts bullying introverts.
Actually we don’t know that, as there is little research on
this area at this time.
However, bullying is most often from supervisor to subordinate, where even a fairly confident
employee is reluctant to fight back. Given that extroverts are more likely to be promoted to
leadership positions in the U.S., there is a chance that the scales are tipped in that direction.
But according to Vernon, bullying doesn’t have to be overt hostility. It can be covert; an introvert
leader would be in a position to deny training or promotions, apply different standards, or block
leave or time off. It can also be an employee-to-employee situation, as in malicious gossip, making
false accusations, and stealing credit.
And what are the outcomes of bullying? Known results include stress, anxiety, depression, anger,
aggression, panic attacks, and even suicidal thoughts, all negatively affecting a company’s wellness
program. Even onlookers of bullying may be negatively affected.
But that’s not all. There is increasing evidence that bullying is affecting workplace productivity,
perhaps massively. Inability to concentrate or make decisions and absenteeism take their toll on
productivity. Royal & Sun Alliance, the largest commercial insurance company in the United
Kingdom, has suggested that absenteeism alone due to this kind of distress may cost businesses
approximately eight to 10% of a company’s profits.
Then there are the costs of employee turnover, estimated at costing at least one-half of the
employee’s salary to replace him or her. An estimated 70% of bullied employees leave, while an
estimated 20% of witnesses to bullying also do so.
Rehabilitation of stressed employees, as well as legal costs, all add up.
Finally, a company can find its reputation damaged. People talk to other people. An unhappy
employee is probably seeking comfort from friends and family, who then talk to others, and so on.
If a company develops a bad reputation for bullying, it could conceivably affect sales to the public.
So what are the solutions?

2. We should follow the example of Scandinavian countries and Canada, which have enacted
legislation against workplace aggression, just as there is now against sexual abuse in the U.S.,
allowing victims to report incidents, go to the union and take legal action.
Training employees to recognize bullying would help create a climate in which bullying is less
invisible.
Most of all, companies should work to create an environment in which individual differences are
not just tolerated but celebrated, creating a cooperative and positive environment for all.
Lynette Crane is a Minneapolis-based speaker, writer, and coach. She has more than 30 years'
experience in the field of stress and time management and personal growth. Her latest book is The
Confident Introvert, written to help introverts overcome the stress of living in a culture that
idealizes extroversion, so that they can thrive, and not just survive.Visit her website at
http://www.creativelifechanges.com/ to see more in-depth articles and to view her programs.