Article
Workplace Bullying Awareness
As summer ends and some staff return from time away, it is an opportunity to revisit how to create and foster an inclusive work environment for all. An inclusive workplace can help employees feel more engaged with their work and teams. This month we’re bringing awareness to workplace bullying.
What is bullying in the workplace?
Workplace bullying can include any number of behaviors of abuse conduct, performed in a pattern against an individual, such as persistent, unreasonable criticism, undue blame, swearing or cursing, intentionally ignoring or isolating someone socially, attempts to humiliate someone, targeting pranks or practical jokes, spreading false rumors, shouting or screaming, and telling someone they should quit. As hybrid and remote work are more common, workplace bullying also includes repeated mistreatment through social media, email, or productivity platforms (e.g., Microsoft Teams).
Bullying behavior becomes harassment when it is directed based on race, color, religion, sex, gender, sexual orientation, age, disability, national origin, parental status, marital status, political affiliation, or genetic information. Behaviors associated with harassment include microaggressions and use of exclusionary language.
Both bullying and harassment can lead to a hostile work environment for staff. A hostile environment results from unwelcome conduct of supervisors, co-workers, customers, contractors, or anyone else with whom the individual interacts on the job. This unwelcome conduct creates an atmosphere of intimidation, aggression, antagonism, or hostility.
Demographics and key facts
Research shows the importance of addressing workplace bullying and other types of harassment. Bullying in the workplace can impact the mental health of those being targeted and is associated with reduced confidence or self-esteem, anxiety, depression, and suicidal ideation. The effects are also seen in the workplace itself as this type of bullying is linked to higher rates of absenteeism and turnover as well as decreased job satisfaction, commitment to work, and productivity.
In a 2017 study, one in five U.S. workers reported experiencing threatening or hostile work environments. Another 2021 report found 30% of Americans and 43% of remote workers reported they experienced workplace bullying. Men were twice as likely to both perpetrate and be the target of bullying. Black individuals reported lower levels of organizational support and support from coworkers when they were the target of bullying compared to their white counterparts.
Call to action
For staff
- Learn more about the signs of workplace bullying and harassment.
- Use the Adverse Concerns and Incident Reporting System to file a report. If you recognize inappropriate behavior or misconduct, use the ACIRS tool to document your concern.
- Be an ally and take action. Support those who are experiencing bullying by interrupting the incident or helping to deescalate when safe. If someone confides they are experiencing workplace bullying, respond with compassion and encourage them to consider their options, such as reporting the incident on ACIRS or to FSSA HR. You can also report any unwelcome conduct you observe by others on ACIRS.
For supervisors
- Be proactive. Address conflict when it arises and take all perspectives into account to ensure its resolution.
- Lead by example. Create a work environment that fosters a sense of belonging and inclusiveness. Cultivate an inclusive workplace that ensures employees feel connected and psychologically safe.
- Refer to resources on how to address harassment in the workplace.
Helpful links
- ACIRS
- SuccessFactors
- External resources
- Invest in Your Health Indiana Mental Health Online Resources | INSPD
- Handling Workplace Bullying | LinkedIn Learning
- Workplace Bullying Institute
- Project WHEN (Workplace Harassment Ends Now) focuses its research and implementable solutions on all areas of workplace harassment
- For source materials for this post, please visit the OHO SharePoint Site.