Addressing workplace bullying: Prevention and Support for Victims

In workplaces around the world, a silent epidemic is lurking behind closed doors, wreaking havoc on the mental health and overall well-being of employees. This insidious foe is none other than workplace bullying. While it may not always manifest in overt ways, its impact can be profoundly damaging, both for victim and for the organisation as a whole. In this blog post, we delve into what workplace bullying entails, explore strategies for prevention, and outline steps victims can take to seek support and justice.

Understanding workplace bullying

 workplace bullying incorporates a range of behaviours that are hostile, intimidating, or otherwise intended to harm an individual psychologically or emotionally. Unlike constructive feedback or healthy conflict resolution, workplace bullying is characterised by its repetitive nature and imbalance of power. It can take various forms, including:

• Verbal abuse: Insults, name-calling, belittling remarks.
• Physical intimidation: Threatening gestures, invading personal space, sexual harassment.
• Emotional manipulation: Gaslighting, spreading rumours, exclusion from social activities.
• Cyberbullying: Harassment through email, social media, or other digital channels.

To make matters worse, when victims report workplace bullying or the wrongful conduct of a colleague, or worse, a superior, those who hold the power within the organisation, rather than offering support to the victim and finding ways to resolve the conflict, inflict further harm on the victim through things like constructive or unfair dismissal and even launching what is termed “lawfare”, which is the abuse of the legal justice system, both civil and criminal, to inflict untold misery and financial decimation on the victim in an effort to silence them.

The Toll of workplace bullying

 The consequences of workplace bullying extend far beyond the immediate emotional distress experienced by victims. It can lead to decreased morale, increased staff turnover rates, and diminished productivity within the organisation. Moreover, the long-term effects on individuals can be extreme, more often than not leading to anxiety, depression, and even post-traumatic stress disorder (PTSD). Left unchecked, workplace bullying perpetuates a toxic culture where fear and resentment fester, eroding trust and collaboration among colleagues.

Prevention Strategies

 Preventing workplace bullying requires a multifaceted approach that involves both organisational policies and individual accountability. Some strategies to consider are:

1. Cultivating a Positive Work Culture: A culture of respect, empathy, and inclusivity must be fostered, where differences are celebrated rather than exploited. Open communication and mutual support among team members needs to be encouraged. This type of initiative generally needs to start with those who hold managerial positions or influence within the organisation.

2. Establishing Clear Policies and Procedures: Every organisation should implement and uphold robust anti-bullying policies that clearly outline prohibited conduct and the consequences for violation. The organisation must ensure that all employees receive training on these policies and know how to report incidents of workplace bullying. A safe and confidential reporting mechanism must be put in place. Dignified Dispute Resolution can assist to draft anti-bullying policies tailor-made for your organisation with the input of employees at all levels of the organisation to ensure inclusion and buy-in.

3. Providing Training and Education: Employees at all levels need to be educated about the dynamics of workplace bullying, including how to recognise it and how to intervene effectively. Dignified Dispute Resolution offers workshops and seminars on conflict resolution, empathy building, trauma-informed practice and assertiveness training, all of which help to empower employees to resolve workplace bullying in a dignified and constructive manner.

4. Encouraging Reporting and Providing Support: The organisation must create safe avenues for employees to report instances of workplace bullying, whether through human resource channels, anonymous hotlines, or trusted superiors. It is very important to ensure that reports are taken seriously and handled promptly and confidentially. At Dignified Dispute Resolution we can assist the organisation and employees by offering a confidential reporting mechanism and providing trauma-informed mediation to resolve workplace conflicts.

Empowering Victims

If you find yourself facing workplace bullying, know that you are not alone (a recent survey by Dignified Dispute Resolution showed that 93% of employees had fallen victim to workplace bullying), and there are steps you can take to protect yourself and seek justice:

■ Document Incidents: It is vital to keep a detailed record of each instance of workplace bullying, including dates, times, locations, and specific behaviours. This documentation will be invaluable if you decide to lodge a formal complaint, whether within the organisation, through a confidential external platform or through the legal justice system.

■ Confront the Bully (only if it is safe to do so): If you feel comfortable doing so and it is safe to do, address the bully directly and assertively. Calmly express how their conduct is impacting you. Sometimes, simply calling attention to the behaviour can lead to a resolution.

■ Seek Support: Reach out to a trusted colleague, superior, or human resources representative for support and guidance. They can help you navigate the situation and connect you with other resources for assistance, such as trauma counselling or mediation.

■ Follow Company Procedures: If informal resolution attempts fail, or if the workplace bullying persists, follow your organisation’s procedures for reporting workplace harassment or misconduct. Be prepared to provide your documentation and cooperate with any investigations that ensue. Always ensure that you keep copies of any documents you hand over to the investigators, as you may need them later.

■ Prioritise Self-Care: Remember to prioritise your well-being throughout this process. Seek support from friends, family, or mental health professionals, and engage in activities that bring you joy and relaxation. This is often easier said than done. Victims of workplace bullying often lose all sense of self-worth as a result of gaslighting, and they even begin to believe they are at fault. Find your “tribe” – those people who understand and empathise with what you are going through. Just talking to someone who listens without judgment can make all the difference.

Workplace bullying is a pervasive issue globally that requires collective effort to address effectively. By fostering a culture of respect, implementing clear policies, and supporting victims, organisations can create environments where all employees feel safe, valued, and empowered to thrive. If you or someone you know is experiencing workplace bullying, know that help is available at Dignified Dispute Resolution, and you deserve to work in an environment free from fear and intimidation. We can assist you to make this happen in a constructive and trauma-informed way.

As we move forward, let us commit to building workplaces where kindness, empathy, and compassion reign supreme, and where every individual is treated with the dignity and respect they deserve. Together, we can create a brighter, more inclusive future for all.

Written by Karen Botha (LL.B. LL.M. BA (HSS Cum Laude) (CEDR, FAMAC), a legal practitioner at Karen Botha Attorneys. and accredited mediator. 31 January 2024