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    Workplace bullying final Workplace bullying final Presentation Transcript

    • SHRM Survey Findings: WorkplaceBullying February 28, 2012
    • Definitions  Workplace bullying: Persistent, offensive, abusive, intimidating or insulting behavior or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable. Workplace bullies and targets may be employees, clients or vendors of the affected organization.  Target: The person toward whom the bullying behavior is directed. Workplace Bullying ©SHRM 2012 2
    • Key Findings  Are organizations experiencing workplace bullying? About one-half (51%) of organizations reported that there had been incidents of bullying in their workplace. Compared with two years ago, most organizations indicated that incidents of bullying had either stayed the same (48%) or decreased in frequency (34%), while 18% reported an increase in frequency of bullying.  Which bullying behaviors are most common? Among organizations that experienced incidents of bullying, nearly three-quarters (73%) reported verbal abuse, three out of five (62%) reported malicious gossiping and/or spreading lies/rumors about workers, and one-half (50%) reported threats or intimidation.  Do HR professionals experience bullying? About one-quarter (27%) of HR professionals reported having been bullied in the workplace. Of those who had been bullied, more than one-half (57%) had reported their experiences to someone in the organization.  What are the outcomes of workplace bullying? The three most common outcomes of bullying incidents that organizations experienced were decreased morale (68%), increased stress and/or depression levels (48%) and decreased trust among co-workers (45%). Workplace Bullying ©SHRM 2012 3
    • Workplace Bullying Incidents of Bullying in the Workplace Policies and Prevention/Awareness Training Response to Incidents HR’s Responsibility Typical Reporting Channels/Mechanisms Bullying Behaviors and Targets Outcomes of Bullying Workplace Bullying ©SHRM 2012 4
    • Has your organization ever experienced an incident of workplacebullying? Yes, 51% No, 49%Note: n = 265. Respondents who answered “don’t know/not sure” were excluded from this analysis. Workplace Bullying ©SHRM 2012 5
    • Has your current organization ever experienced an incident of workplace bullying?Comparisons by organization staff sizeLarger organizations (500 -2,499 employees) are more likely to have experienced an incident of workplace bullying than smallerorganizations (1-499 employees). Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (38%) 500 to 2,499 employees (71%) Larger organizations > smaller organizations 100 to 499 employees (42%) Workplace Bullying ©SHRM 2012 6
    • Compared with two years ago, have incidents of workplace bullying in your organization...? 48% 34% 18% Increased in frequency Stayed the same Decreased in frequencyNote: n = 105. Respondents who answered “not sure/don’t know” were excluded from this analysis. Only respondents whose organizations had experiencedan incident of workplace bullying were asked this question. Workplace Bullying ©SHRM 2012 7
    • Does your organization have a formal (written, documented) workplacebullying policy? No, and we have no plans to put a 44% workplace bullying policy in place Yes, our workplace bullying policy is 40% part of another workplace policy No, but we plan to put a formal workplace bullying policy in place in 13% the next 12 months Yes, we have a separate workplace 3% bullying policy n = 400 Workplace Bullying ©SHRM 2012 8
    • How is your organization’s workplace bullying policy communicated toemployees? In the employee handbook 28% During employee orientation 25% In the company code of conduct 18% On the company intranet or website 9%Through training not dedicated solely to 8% bullying prevention During staff meetings 6% By e-mails from HR or management 3% Through bullying prevention training 2% Other 1% Note: n = 166. Only respondents whose organizations had a workplace bullying policy were asked this question. Workplace Bullying ©SHRM 2012 9
    • How is your organization’s workplace bullying policy communicated to employees?Comparisons by organization staff sizeLarger organizations (2,500-24,999 employees) are more likely than smaller organizations (1-99 employees) to communicate theirworkplace bullying policy through the company intranet or website. Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (8%) 2,500 to 24,999 employees (45%) Larger organizations > smaller organizationsComparisons by organization sectorPublicly owned for-profit organizations are more likely than privately owned for-profit organizations to communicate their workplacebullying policy through the company intranet or website. Publicly owned for-profit Privately owned for-profit Differences based on organization sector organizations organizations 52% 13% Publicly owned for-profit > privately owned for-profitPrivately owned for-profit organizations are more likely than publicly owned for-profit organizations to communicate theirworkplace bullying policy in the employee handbook. Publicly owned for-profit Privately owned for-profit Differences based on organization sector organizations organizations 56% 91% Privately owned for-profit > publicly owned for-profit Workplace Bullying ©SHRM 2012 10
    • To what employees does your organization provide bullying preventionand/or awareness training? HR staff (n = 332) 35% Management-level employees (n = 335) 34% Nonmanagement-level employees (n = 333) 28% Executive-level employees (CEO, CFO, etc.) (n = 28% 318) Other (n = 204) 8%Note: Respondents who answered “not applicable” were excluded from this analysis. Workplace Bullying ©SHRM 2012 11
    • To what employees does your organization provide bullying prevention and/or awareness training?Comparisons by organization staff sizeLarger organizations (25,000 or more employees) are more likely than smaller organizations (1-499 employees) to provide bullyingprevention and/or awareness training to nonmanagement employees. Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (23%) 25,000 or more employees (60%) Larger organizations > smaller organizations 100 to 499 employees (21%) Workplace Bullying ©SHRM 2012 12
    • How does or would your organization respond to alleged perpetratorsof bullying?Response depends on the specific circumstances 76% Internal investigation 65% Written warning 40% Performance improvement plan 27% Referral to an EAP or counseling 24% Suspension 17% Termination (zero-tolerance) 13% Mandatory counseling 11% Probation 10% Reassignment to another department or area 7% Mandatory anger management training 5% Paid administrative leave 3% Demotion 3% Outsource the investigation to a third party 2% Other 5% Note: n = 305. Respondents who answered “N/A, the organization typically does not respond to allegations of bullying and/or has not had any reported incidents of bullying” were excluded from this analysis. Percentages do not total 100% due to multiple response options. Workplace Bullying ©SHRM 2012 13
    • How does or would your organization respond to alleged perpetratorsof bullying?Comparisons by organization sectorGovernment agencies are more likely than privately owned for-profit organizations to respond to allegations of bullying by placing analleged perpetrator on paid administrative leave.Privately owned for-profit Government agencies Differences based on organization sector organizations 2% 13% Government > privately owned for-profit Workplace Bullying ©SHRM 2012 14
    • Who is responsible for handling the organization’s response to workplace bullying? The HR department/function 87% Management-level staff 46% Executive-level staff 28% The bullying worker’s immediate supervisor 20% The target worker’s immediate supervisor 16% Legal counsel 14% The security department 7%A workplace bullying/workplace violence committee 1% Other 2% Note: n = 316. Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple response options. Workplace Bullying ©SHRM 2012 15
    • Who is responsible for handling the organization’s response to workplace bullying?Comparison by organization staff sizeLarger organizations (2,500 or more employees) are more likely than smaller organizations (1-99 employees) to report that legalcounsel is responsible for handling the organization’s response to workplace bullying. Small organizations Large organizations Differences based on organization staff size 2,500 to 24,999 employees (20%) 1 to 99 employees (3%) Larger organizations > smaller organizations 25,000 or more employees (25%) Workplace Bullying ©SHRM 2012 16
    • Who is responsible for handling the organization’s response to workplace bullying? (continued)Comparisons by organization sectorPublicly owned for-profit organizations and privately owned for-profit organizations are more likely than government agencies toreport that the HR department/function is responsible for handling the organization’s response to workplace bullying. Publicly owned for- Privately owned for- Differences based on organization Government agencies profit organizations profit organizations sector Publicly owned for-profit, privately owned 93% 91% 65% for-profit > governmentGovernment agencies are more likely to report that legal counsel is responsible for handling the organization’s response toworkplace bullying compared with privately owned for-profit organizations. Privately owned for-profit Government agencies Differences based on organization sector organizations 10% 30% Government > privately owned for-profitGovernment agencies are more likely to report that the security department is responsible for handling the organization’s responseto workplace bullying compared with privately owned for-profit organizations. Privately owned for-profit Government agencies Differences based on organization sector organizations 4% 17% Government > privately owned for-profit Workplace Bullying ©SHRM 2012 17
    • To what extent does your current organization: Have a grievance process for investigating and 22% 12% 26% 40% addressing allegations of bullying? (n = 336) Have a "safe" system for reporting bullying? (n = 330) 25% 13% 24% 39%Have a commitment to preventing/reducing bullying in 19% 13% 33% 35% the workplace? (n = 337) Monitor bullying behavior? (n = 336) 37% 19% 31% 13% Conduct regular bullying prevention/awareness 57% 17% 16% 9% training and orientation programs? (n = 333) Not at all To a slight degree To some degree To a large degreeNote: Respondents who answered “not applicable” were excluded from this analysis. Percentages do not total 100% due to rounding. Workplace Bullying ©SHRM 2012 18
    • In your opinion as an HR professional, to what extent should it be HR’sresponsibility to step in (to investigate, document, discipline, etc.) whenbullying is reported or suspected in the workplace? 77% 20% 1% 2% Not at all To a slight degree To some degree To a large degree n = 338 Workplace Bullying ©SHRM 2012 19
    • Through what channels or to whom within your organization are incidents of bullying typically reported? The HR department/function head 89% The target employee’s direct supervisor 50% The bullying employee’s direct supervisor 40% Executive-level staff (excluding the CEO) 27% Other management-level staff (nonexecutive) 25%The employee relations representative within HR 19% Hotline or other reporting system 18% CEO, president or owner 14% Union representative 6% The security department 2% Board of directors 1% Other 2% Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options. Workplace Bullying ©SHRM 2012 20
    • Through what channels or to whom within your organization are incidents of bullying typically reported?Comparisons by organization staff sizeLarger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically reportincidents of bullying to other management-level staff (nonexecutive). Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (18%) 25,000 or more employees (71%) Larger organizations > smaller organizationsSmaller organizations (1-99 employees) are more likely than larger organizations (500-2,499 employees) to typically report incidentsof bullying to the CEO, president or owner. Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (29%) 500 to 2,499 employees (6%) Smaller organizations > larger organizationsLarger organizations (25,000 or more employees) are more likely than smaller organizations (1-99 employees) to typically reportincidents of bullying through a hotline or other reporting system. Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (4%) 25,000 or more employees (71%) Larger organizations > smaller organizations Workplace Bullying ©SHRM 2012 21
    • Through what channels or to whom within your organization are incidents of bullying typically reported? (continued)Comparisons by organization staff size (continued)Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically reportincidents of bullying to the security department. Small organizations Large organizations Differences based on organization staff size 100 to 499 employees (3%) 25,000 or more employees (29%) Larger organizations > smaller organizationsComparisons by organization sectorPublicly owned for-profit organizations are more likely to typically report incidents of bullying to the security department comparedwith privately owned for-profit organizations. Publicly owned for-profit Privately owned for-profit Differences based on organization sector organizations organizations 13% 1% Publicly owned for-profit > privately owned for-profit Workplace Bullying ©SHRM 2012 22
    • Which of the following bullying behaviors have occurred in yourworkplace? Verbal abuse, including shouting, swearing, name calling or malicious sarcasm 73% Malicious gossiping and/or spreading lies/rumors about workers 62% Threats or intimidation 50% Cruel comments or teasing, such as about appearance or lifestyle (e.g., insulting workers’ habits, attitudes or private lives) 47% Ignoring or excluding workers 43% Unduly harsh or constant criticism 41% Aggression 38%Abuse of authority (e.g., giving unduly negative appraisals, denying opportunities, giving unreasonable or menial assignments, etc.) 36% Unjustified interference with work performance (e.g., withholding resources or information, hiding or destroying documents, etc.) 25% Use of technology for bullying (bullying behaviors occurring via e- mail, text messages, Twitter, Facebook, etc.) 19% Physical assaults 16% Other 1%Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total100% due to multiple response options. Workplace Bullying ©SHRM 2012 23
    • Which of the following bullying behaviors have occurred in your workplace?Comparisons by organization staff sizeLarger organizations (25,000 or more employees) are more likely than smaller organizations (1 -499 employees) to haveexperienced use of technology for bullying (bullying behaviors occurring via email, text messages, Twitter, Facebook, etc.). Small organizations Large organizations Differences based on organization staff size 1 to 99 employees (4%) 25,000 or more employees (71%) Larger organizations > smaller organizations 100 to 499 employees (10%)Comparisons by organization sector Government agencies and privately owned for-profit organizations are more likely to have experienced cruel comments or teasing, such as about appearance or lifestyle, compared with nonprofit organizations.Privately owned for- Nonprofit Differences based on organization Government agenciesprofit organizations organizations sectors Government, privately owned for-profit > 56% 19% 71% nonprofit Workplace Bullying ©SHRM 2012 24
    • What relationships have been involved in reported incidents of bullyingin your organization? Employee directed at peer (i.e., same or similar 82% level employee) Supervisor directed at employee 56% Employee directed at supervisor 37% Employee directed at client 9% Client directed at employee 8% Board member directed at employee 4% Employee directed at consultant 3% Consultant directed at employee 3% Employee directed at Board member 1% Other 3%Note: n = 127. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total100% due to multiple response options. Workplace Bullying ©SHRM 2012 25
    • What has your organization experienced as outcomes of the bullyingincident(s)? Complaints about decreased morale 68% Complaints about increased stress and/or depression levels 48% Complaints about decreased trust among co-workers 45% Decreased productivity 42% Increased turnover 38% Complaints about decreased trust in management 37% Increased absenteeism 23% Increased reported concerns about violent incidents in the workplace 16% Increased reported concerns about work/life balance 12% Complaints about decreased trust in HR 8% Actual escalation to violent incidents in the workplace 3% Other 2%Note: n = 104. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Respondents whoanswered “N/A, not aware of any effects or outcomes” were excluded from this analysis. Percentages do not total 100% due to multiple response options. Workplace Bullying ©SHRM 2012 26
    • What has your organization experienced as outcomes of the bullyingincident(s)?Comparisons by organization sectorNonprofit organizations are more likely than privately owned for-profit organizations to report experiencing complaints aboutincreased stress and/or depression levels as a result of workplace bullying incidents.Privately owned for-profit Nonprofit organizations Differences based on organization sector organizations 41% 77% Nonprofit > privately owned for-profit Workplace Bullying ©SHRM 2012 27
    • Workplace Bullying Targeted at HR Professionals Incidents of Bullying Perpetrators Incident Reporting Workplace Bullying ©SHRM 2012 28
    • Have you ever been bullied in the workplace in your role as an HRprofessional? Yes, 27% No, 73%n = 332 Workplace Bullying ©SHRM 2012 29
    • By whom were you targeted? Executive-level staff (excluding the CEO) 32% Non-HR employee 29% Management-level staff (nonexecutive) 24% My supervisor within the HR department 17%Another HR employee other than my supervisor 16% CEO, president or owner 13% Board of directors 3% Client 1% Other 2%Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question. Percentages do nottotal 100% due to multiple response options. Workplace Bullying ©SHRM 2012 30
    • Did you report your experiences to anyone in the organization? No, 43% Yes, 57%Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question. Workplace Bullying ©SHRM 2012 31
    • What was the level of the person(s) in the organization to whom youreported the incident(s)? My supervisor within the HR department 38% Executive-level staff (excluding the CEO) 28% Management-level staff (nonexecutive) 22% CEO, president or owner 18% Non-HR employee 4%Another HR employee other than my supervisor 4% Board of directors 2% Other 8%Note: n = 50. Only respondents who had reported being a target of workplace bullying in their role as an HR professional were asked this question.Percentages do not total 100% due to multiple response options. Workplace Bullying ©SHRM 2012 32
    • Demographics Workplace Bullying ©SHRM 2012 33
    • Demographics: Organization Industry Manufacturing 22% Health care and social assistance 12% Professional, scientific and technical services 12% Finance and insurance 10% Educational services 8% Transportation and warehousing 6% Public administration 6% Retail trade 5% Construction of buildings; heavy and civil engineering construction; specialty trade contractors 4% Accommodation and food services 3% Wholesale trade 3% Administrative and support and waste management and remediation services 3% Religious, grant-making, civic, professional and similar organizations 3% Mining 3% Arts, entertainment, and recreation 2% Real estate and rental and leasing 2% Utilities 2% Agriculture, forestry, fishing and hunting 2% Information, publishing industries 1% Management of companies and enterprises 1% Repair and maintenance 1% Personal and laundry services 0% Private households 0% Other services except public administration 12% Note: n = 326. Percentages do not total 100% due to multiple response options. Workplace Bullying ©SHRM 2012 34
    • Demographics: Organization Sector Privately owned for-profit organization 57% Nonprofit organization 20% Publicly owned for-profit organization 15% Government sector 8% n = 322 Workplace Bullying ©SHRM 2012 35
    • Demographics: Organization Staff Size 1 to 99 employees 23% 100 to 499 employees 36% 500 to 2,499 employees 20% 2,500 to 24,999 employees 15% 25,000 or more employees 5% Note: n = 319. Percentages do not total 100% due to rounding. Workplace Bullying ©SHRM 2012 36
    • Demographics: OtherDoes your organization have U.S.- Is your organization a single-unit company or abased operations (business units) only multi-unit company?or does it operate multinationally? Single-unit company: A company in which the location and the company are one 34% U.S.-based operations only 77% and the same. Multi-unit company: A company that has Multinational operations 24% 66% more than one location.n = 327 n = 331 Are HR policies and practices determined by the What is the HR department/function multi-unit corporate headquarters, by each work for which you responded throughout location or both? this survey? Multi-unit headquarters determines HR policies 49% and practices Corporate (company wide) 64% Each work location determines HR policies and Business unit/division 18% 4% practices Facility/location 18% A combination of both the work location and the multi-unit headquarters determine HR policies 47% n = 226 and practices n = 226 Note: Percentages may not total 100% due to rounding. Workplace Bullying ©SHRM 2012 37
    • SHRM Survey: Workplace Bullying Methodology  Response rate = 15%  Sample composed of 401 randomly selected HR professionals from SHRM’s membership  Margin of error +/- 5%  Survey fielded May 9-27, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research Workplace Bullying ©SHRM 2012 38