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Workplace Harassment & Bullying

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  2. 2. AIMS AND OBJECTIVES• Provide sufficient understanding of Workplace Harassment & Bullying and strategies to address the problem. 2
  3. 3. LEARNING OUTCOMES• Identifying State & Federal Workplace Legislation• Identify acceptable workplace behaviours• Understand the concept of reasonable management• Identify strategies used to make a workplace safe & supportive• Identify organisational & individual roles• Understand resolution options. 3
  4. 4. HOW?• Theory• Discussions• Activities• Reflection 4
  5. 5. FINANCIAL COSTS• The financial cost in • Kristy Fraser-Kirk Australia is estimated to launched a $37 million be between $6 billion to lawsuit against David $13 billion a year. Jones Ltd. CEO Mr. Mark McInnes for sexual• Research shows 3.5% of harassment in 2010. the working population is bullied in some way. • Case settled out of court for $850,000• Average cost of serious bullying is $20,000 per employee. 5
  6. 6. THE ORGANISATIONThe organisation iscommitted to ensuring yourworking environment isfree from discrimination,harassment & bullying”. 6
  7. 7. INTRODUCTION• 98% of Australian organisations have a Workplace Harassment & Bullying Policy and Procedure!• Then why does it still happen? 7
  8. 8. BECAUSE• People are not sure about the organisations H&B processes• People fail to report H&B incidents• They worry about personal workplace relationships breakdown. 8
  9. 9. LEGAL REQUIREMENTS• South Australian & Australian Legislation: – OHS&W Act 1986 – Racial Discrimination Act 1992 – Disability Discrimination Act 1994 – Safework SA Amendment Act 2005 – Fair Work Act 2009 – Sex Discrimination Act 1994 – SA Human Rights & Equal Opportunity Commission Act 1986 – Trade Practices Act 2004 9
  10. 10. EMPLOYERS REQUIREMENTS1. Legal Duty of Care to protect the health, safety & welfare of employees & volunteers2. Review and implement strategies to reduce risks arising from workplace H&B3. Provide Harassment & Bullying awareness training for all employees and volunteers4. Provide support for victims of H&B incidents5. Implement strategies to deal with workplace H&B issues. 10
  11. 11. EMPLOYEE REQUIREMENTS1. Contribute to workplace health & safety by not putting others at risk2. Comply with the organisations workplace H&B policies & procedures3. Review & report risks associated with workplace H&B4. Take reasonable care to protect their own & colleagues health, safety & welfare while at work5. Report any workplace H&B incidents they become aware of. 11
  12. 12. SO, WHAT IS WORKPLACE HARASSMENT & BULLYING?• Harassment is any verbal, written or physical behaviour or conduct that is of an offensive, threatening, intimidating, abusive or belittling nature & that is unwelcome & uninvited.• This includes: – Race – Age – Pregnancy – Marital status – Sexuality – Transgender – Medical status 12
  13. 13. SO, WHAT IS WORKPLACE HARASSMENT & BULLYING?• Bullying is the “repeated unreasonable behaviour towards a person or group of persons at a workplace, which creates a risk to health and safety”.• This includes: – Verbal abuse – Initiating pranks – Excluding or isolating people – Giving a person the majority of an unpleasant or meaningless task – Humiliation through sarcasm or belittling – Spreading misinformation or malicious rumours – Setting impossible deadlines – Deliberately withholding information or resources (more examples in your manual) 13
  14. 14. SO, WHAT IS NOT WORKPLACE HARASSMENT OR BULLYING?• Does not include the legitimate exercise of authority by a manager, supervisor or employee to direct & control how personnel perform their duties while at work, to monitor work flow or to provide feedback about performance. 14
  15. 15. WHY DO PEOPLE BULLY?• Some reasons may be: – Cultural causes – Institutional causes – Social issues – Family issues – The bully’s personal history – Having power – Provocative victims 15
  17. 17. THE AFFECTS OF BULLYING• Bullying can end up causing lasting damage to victims.• Sticks & Stones.....• Being a repetitive target may damage your ability to view yourself as a desirable, capable & effective individual.• Bullying may have long term medical implications. 17
  18. 18. INDIVIDUAL EFFECTS & REACTIONS OF BEING BULLIED• Shock • Psychosomatic symptoms:• Frustration – stomach pains – headaches• Helplessness• • Physical symptoms: Loss of confidence – inability to sleep• Anger – loss of appetite• Low morale • Family tensions:• Inability to concentrate – Arguments• Lack of productivity – Lack of communication• Panic or Anxiety 18
  19. 19. WORKPLACE AFFECTS• Increased absenteeism • Increased costs• Increased stress – Recruitment• Reduced customer – Staff assistance programs service • Decreased productivity• Increased risks of – Time management accidents – Team structure• Decreased staff morale • Reduced corporate image• Increased turnover • Poor workplace culture 19
  20. 20. WORKPLACE CULTURE• Often shown by its: • We can limit bullying – Values behaviours by: – Beliefs – creating trust & respect – Image – not tolerating intimidation – Moral standing – supporting each other – Structure – taking a positive – Relationships approach – Principles – demonstrating good – behaviours Practices – Setting boundaries – Behaviours 20
  21. 21. DEALING WITH WORKPLACE HARASSMENT & BULLYING• The Organisation’s ‘Anti Discrimination, Harassment & Bullying Policy & Procedure’ makes it clear that reports of harassment & bullying will be taken seriously.• It supports those who make reports, whether they are a witness or directly affected.• By working together, we can stamp out any harassment & bulling within our organisation. 21
  22. 22. WHO IS AT RISK?• People: – with a disability – from different cultural backgrounds – working as temps, casuals, labour – hire – who are whistleblowers – with different religious views – who are new or young workers – demonstrating vulnerability – who just want to fit in 22
  23. 23. BULLYING & OH&S• Harassment & Bullying IS • Do you agree? also an OH&S issue & should direct our focus towards peoples potential health outcomes.• Workplace bullying has the potential to cause significant harm to individuals. • What are your thoughts? 23
  24. 24. PREVENTING WORKPLACE BULLYING• Every employer & employee should take preventative steps to reduce the likelihood of bullying occurring in our workplace.• Harassment & bullying may not always be reported because people: May not recognise harassment or Fear being labelled as a complainer or bullying behaviour trouble maker May not know the reporting procedure Believe no one will listen or respond Fear of retribution or pay back Accept bullying as the norm 24
  25. 25. WHAT TO DO IF YOU ARE HARASSED OR BULLIED• Allegations & incidents are most effectively resolved if they are dealt with at an early stage, rather the left until the matter has become serious & attitudes entrenched.• The Organisation encourages all members to report all allegations of workplace harassment or bullying as soon as they occur. 25
  26. 26. SOME DO’S• Firmly tell the person that their behaviour is not acceptable & ask them to stop• Request you’re manager, supervisor, OH&S Contact Officer or Union Representative attend• Keep a factual journal or diary of daily events• Keep copies of any letters, emails or faxes received• Report the incident as soon as possible. 26
  27. 27. KEEPING A DIARY OR JOURNAL• Make sure it is factual• Time & date of incident• Location of incident• What actually happened & what was said• Names of people involved including witnesses• Your physical & mental state at the time• Outcome of the event 27
  28. 28. SOME DONTS• DO NOT RETALIATE – You may feel like it however you may end up looking like the perpetrator• DO NOT TRY TO KEEP IT TO YOURSELF – This plays straight into the bullies hands• DO NOT FEEL HELPLESS – You need to deal with the problem as soon as possible, it won’t go away. 28
  29. 29. PERSONAL SUPPORT• Confidentiality is of the • Your direct manager or utmost importance when supervisor dealing with harassment • Human Resources or bullying allegations. manager • OH&S Officer• The Organisation offers • Grievance Officer various support options • Responsible Officer you can request. 29
  30. 30. PROCESSES & ACTIONSFormal Resolution: • Investigation process will• If informal processes fail, then take place or breaches of the code of conduct are alleged, • If allegations are made the formal process will against a manager or then be implemented. supervisor the investigation process may• The HR Officer must be need to be conducted by informed. a person from interstate or another organisation. 30
  31. 31. Disciplinary Action• Any employee breaching the Harassment & Bullying policy will have action taken against them.• Staff aiding or encouraging bullies will also be subject the disciplinary action. 31
  32. 32. PROCESSES & ACTIONS CONT.Taking further action Conclusion• If you are not satisfied • The Organisation actively with the way youre promotes positive complaint has been working relationships & handled, you have the encourages a supportive right to refer the matter to workplace. an external party. Remember to respect, trust & consider your colleagues & yourself! 32
  33. 33. Thankyou for participating in this training program. 33