Minimizing bullying & harassment in the workplace January 2012


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Half day open training event held in Toronto, Canada.

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Minimizing bullying & harassment in the workplace January 2012

  1. 1. Minimizing bullying and harassment in the workplace by Toronto Training and HR January 2012
  2. 2. 3-4 Introduction to Toronto Training and HR 5-6 DefinitionContents 7-8 9-11 Impact of bullying and harassment Organizational justification 12-15 Workplace bullying 16-17 Managers who bully 18-19 Dealing with an office bully 20-24 Practical steps to take 25-26 Bill 168 27-28 Homophobic bullying 29-30 Questions to ask 31-32 Stalking 33-40 Claims of harassment in an educational setting 41-50 Anti-harassment policies 51-55 Sexual harassment 56-57 Intervention methods 58-59 Conclusion and questions Page 2
  3. 3. Introduction Page 3
  4. 4. Introduction to Toronto Training and HR• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR are: - Training event design - Training event delivery - Reducing costs - Saving time - Improving employee engagement & morale - Services for job seekers Page 4
  5. 5. Definition Page 5
  6. 6. DefinitionBullyingHarassment Page 6
  7. 7. Impact of bullying and harassment Page 7
  8. 8. Impact of bullying and harassmentFall in productivityDecreased moraleDeterioration of trustFall in employee turnover Page 8
  9. 9. Organizational justification Page 9
  10. 10. Organizational justification 1 of 2He just goes off from time to time; he means noharmOK, I will ask him to apologize againRon’s skills are so valuable we can’t afford to losehimI just had “another” conversation with Ron-he willbe OKIt’s easier to keep him than to find a replacement Page 10
  11. 11. Organizational justification 2 of 2That’s just how Ron is-he is just passionateHe doesn’t mean any harm; he’s just under a lot ofstress Page 11
  12. 12. Workplace bullying Page 12
  13. 13. Workplace bullying 1 of 3What do bullies want?How is bullying accomplished?Bullying needs bystandersSigns of a bully at workSocial impact Page 13
  14. 14. Workplace bullying 2 of 3STOPPING ISSUES ARISINGDraft a policy that describes workplace harassmentand bullying, explains the consequences andclarifies for employees what to do whenharassment and bullying occursCommunicate the policy to all employees, includingsenior personnelIntegrate bullying prevention into your leadershipdevelopment program Page 14
  15. 15. Workplace bullying 3 of 3HIGH RISK WORKPLACE CONDITIONSInterpersonal conflicts or incompatiblerelationships between two or more individualsFrequent labour-management disputesThe perception of mistreatment among individualsAbusive supervisory leadership behaviours Page 15
  16. 16. Managers who bully Page 16
  17. 17. Managers who bullyJunior managers who have perhaps been over-promoted and behave over-zealously towards theirteam members, which is taken as bullyingSenior individuals who are high enough up theranks that people are scared to tell them that theirbehaviour is inappropriate Page 17
  18. 18. Dealing with an office bully Page 18
  19. 19. Dealing with an office bullyGather proofConfront themBe the bigger personSeek supportDo your job wellLook after yourselfBreak the cycleGo to the topLearn from them Page 19
  20. 20. Practical steps to take Page 20
  21. 21. Practical steps to take 1 of 4Commitment from the topOpen cultureSurveysCommunicationAdequate support Page 21
  22. 22. Practical steps to take 2 of 4Treat complaints quickly and efficientlyTake preventative action and communicate clearlythat bullying will not be accepted and everyoneneeds to be encouraged to come forward if indeedthey are being treated poorlyFollowing investigations make sure policies are upto date and that there is very clear communicationof the policies as well as training for all Page 22
  23. 23. Practical steps to take 3 of 4TRAININGEquality and diversity issues at a practical levelUnderstanding the organization’s harassmentpolicy and what it means in practiceDeveloping the people management skillsnecessary to prevent bullying arising in the firstplaceBeing able to identify bullying and harassmentwhen it arises and deal appropriately with it Page 23
  24. 24. Practical steps to take 4 of 4ALTERNATIVES TO DISCIPLINARY ACTIONManagement trainingUsing confidential 360-degree feedback surveysdepending on the size of the team, which enablestaff to report any concernsMentoring from a trusted colleague of theemployees choiceMediation Page 24
  25. 25. Bill 168 Page 25
  26. 26. Bill 168Workplace violenceWorkplace harassmentWhat employers must doMeasures and procedures to be included inworkplace violence programs Page 26
  27. 27. Homophobic bullying Page 27
  28. 28. Homophobic bullyingTARGETS ARE OFTEN PEOPLE WHOsay they are gay, lesbian, bisexual or transgenderare thought by others to be gay, lesbian, bisexualor transgenderdon’t conform to male and female stereotypeshave same-sex parents or caregivershave friends that are, or are thought to be, gay,lesbian, bisexual or transgender Page 28
  29. 29. Questions to ask Page 29
  30. 30. Questions to askDoes behaviour have to be repeated behaviour tobe considered bullying?What is not bullying?Is teasing the same as bullying?Is all bullying intentional?What types of bullying are there? Page 30
  31. 31. Stalking Page 31
  32. 32. StalkingCRIMINAL HARASSMENTRepeatedly follow you, or anyone you knowRepeatedly communicate with you, or anyone youknow, directly or indirectlyRepeatedly watch you, or anyone you know, orlurk around your home, workplace, or any otherplace you happen to beEngage in any threatening conduct directed at youor a member of your family Page 32
  33. 33. Claims of harassment in an educational setting Page 33
  34. 34. Claims of harassment in an educational setting 1 of 7AREAS TRIBUNALS WILL CONSIDERProcedures in place at the time to deal withdiscrimination and harassmentHow quickly the organization respondedHow seriously the complaint was treatedResources available to deal with the complaintIf the organization provided a healthy environmentfor the person who complainedHow well the person who complained was toldabout the action taken Page 34
  35. 35. Claims of harassment in an educational setting 2 of 7PREVENTING ALLEGATIONS TAKING PLACEGiving policies to everyone as soon as they areintroducedMaking all teachers, school staff, students, etc.aware of them by including the policies inorientation materialTraining people, including people in positions ofresponsibility, about the policies, and educatingthem on human rights issues Page 35
  36. 36. Claims of harassment in an educational setting 3 of 7MINIMIZING PROSPECTS OF HARASSMENTOCCURRINGShowing a clear attitude that sexual and gender-based harassment will not be toleratedShowing a clear attitude that discrimination basedon sexual orientation, including homophobicbullying, will not be toleratedHaving an effective anti-sexual and gender-basedharassment policy in place and making sure allstudents know about it Page 36
  37. 37. Claims of harassment in an educational setting 4 of 7MINIMIZING PROSPECTS OF HARASSMENTOCCURRINGCommunicating clearly to the student body theconsequences of all forms of sexual and gender-based harassment, including online sexual andgender-based harassmentIncluding online harassment prevention measuresin sexual harassment and school Internet policies Page 37
  38. 38. Claims of harassment in an educational setting 5 of 7MINIMIZING PROSPECTS OF HARASSMENTOCCURRINGTeaching students and staff about sexualharassment, including gender-based harassment,sex-role stereotyping, and homophobic commentand conductUsing role-playing and educational exercises tohelp students be more aware of the impact ofsexual and gender-based harassment on others Page 38
  39. 39. Claims of harassment in an educational setting 6 of 7MINIMIZING PROSPECTS OF HARASSMENTOCCURRINGTeaching students media literacy to help theircritical thinking and to ask appropriate questionsabout what they watch, hear and readteaching students how to protect themselves fromonline sexual and gender-based harassmentrespecting the confidentiality of students whoreport sexual and gender-based harassment andrelated bullying Page 39
  40. 40. Claims of harassment in an educational setting 7 of 7MINIMIZING PROSPECTS OF HARASSMENTOCCURRINGThis may encourage other students to reportharassment making sure staff have enoughresources, training and tools to spot sexuallyharassing behaviours, and to identify and reportincidents when they do occur Page 40
  41. 41. Anti-harassment policies Page 41
  42. 42. Anti-harassment policies 1 of 9A clear, detailed policy that specifically outlines theorganization’s position against sexual harassmentPeriodic management training and employeeawareness programs that continue tocommunicate the organization’s positionA complaint procedure that encourages employeesto come forward with harassment complaints andan investigative strategy that protects the privacyinterests of both parties Page 42
  43. 43. Anti-harassment policies 2 of 9WHAT IT SHOULD CONTAINClear explanation of prohibited conductAssurance of protection against retaliationClearly described, easily accessible complaintprocessAssurance of confidentiality to the extent possiblePrompt, thorough and impartial investigationAssurance of immediate and appropriate correctiveaction when harassment has occurred Page 43
  44. 44. Anti-harassment policies 3 of 9COMMUNICATIONIncluding it in all employee handbooksPosting it on employee bulletin boardsReinforcing it through harassment sensitivity andprevention trainingPublishing it on the employer’s intranetPublishing it on memos or paycheck stuffersDiscussing it in management meetings and writtenguidelines for managersDiscussing it in work group or all-hands meetings Page 44
  45. 45. Anti-harassment policies 4 of 9COMPLAINT PROCEDURESComplaint processes must fit the individualworkplace and can include “open-door” policies,grievance procedures with a centralized place forbringing complaints and special toll-free telephonelines, among othersThe procedure must offer reasonable alternativesfor lodging a complaint, where an employeeshould be required to complain to his or hersupervisor or any other single employee Page 45
  46. 46. Anti-harassment policies 5 of 9COMPLAINT PROCEDURESAll complaints must be taken seriously, and allmanagers, supervisors and other designatedindividuals should be trained to react appropriatelyand promptly to any complaintsEmployees should be encouraged to reportharassment before it becomes severe or pervasive,and all supervisors should be instructed to reportcomplaints to appropriate officials Page 46
  47. 47. Anti-harassment policies 6 of 9COMPLAINT INVESTIGATIONSTimeliness, including promptly initiating theinvestigation after an incident is reported or observedand reasonable completion and reporting of the resultsto appropriate partiesObjectivity and credibility, which require an impartialinvestigation by a trained neutral party, the support ofmanagement and the belief of employees that allcomplaints are properly investigated and appropriatecorrective action taken when violations are found Page 47
  48. 48. Anti-harassment policies 7 of 9COMPLAINT INVESTIGATIONSThoroughness, accuracy and documentation of thefindings and corrective actions taken based onbalanced conclusions consistent with informationdisclosed during the investigation Page 48
  49. 49. Anti-harassment policies 8 of 9AVOIDING RETALIATIONThe most obvious examples of retaliation aretangible employment actions, such as termination,failure to promote or negative performancereviews, while less obvious are undesirable shiftchanges, reassignments or denial of overtimeManagement must immediately correct a situationwhere employees are reluctant to complain for fearof retaliation Page 49
  50. 50. Anti-harassment policies 9 of 9AVOIDING RETALIATIONAnti-retaliation provisions may not prevent anemployee lodging a complaint to stop legitimateadverse action, although the effects of prolonged,unchecked harassment may adversely affectperformance and call into question otherwiselegitimate adverse action Page 50
  51. 51. Sexual harassment Page 51
  52. 52. Sexual harassment 1 of 4PSYCHOLOGICAL EFFECTSAnxietyDepressionDisrupted sleepLoss of appetiteInability to concentrateLowered self-esteem, loss of interest in regularactivities, social isolation, and feelings of sadness,fear or shame Page 52
  53. 53. Sexual harassment 2 of 4EXAMPLESasking for sex in exchange for a benefit or a favourrepeatedly asking for dates, and not taking “no”for an answerdemanding hugsmaking unnecessary physical contact, includingunwanted touchingusing rude or insulting language or makingcomments toward girls and women (or boys andmen, depending on the circumstances) Page 53
  54. 54. Sexual harassment 3 of 4EXAMPLEScalling people sex-specific derogatory namesmaking sex-related comments about a person’sphysical characteristics or actionssaying or doing something because you think aperson does not conform to sex-role stereotypesposting or sharing pornography, sexual pictures orcartoons, sexually explicit graffiti, or other sexualimages (including online) Page 54
  55. 55. Sexual harassment 4 of 4EXAMPLESmaking sexual jokesbragging about sexual prowessbullying based on sex or genderspreading sexual rumours or gossip (includingonline) Page 55
  56. 56. Intervention methods Page 56
  57. 57. Intervention methodsRules and consequencesRestorative justiceNo blame approachMethod of shared concernMediation method Page 57
  58. 58. Conclusion and questions Page 58
  59. 59. ConclusionSummaryVideosQuestions Page 59